<p><strong>Bakgrund: </strong>Den svenska arbetsmarknaden står inför en stor förändring. De snart pensionsfärdiga medlemmarna av Rekordgenerationen (födda 1945-54) är på väg att lämna arbetslivet, samtidigt som den unga MeWe-generationen (födda 1980-89) precis har tagit, eller skall ta, klivet in i företag och organisationer. Forskare menar att ett generationsskifte kommer att medföra ändrade attityder, inställningar och värderingar i samhället och dess institutioner, då varje generations förhållningssätt till livet är unikt. Frågan är hur dessa grundläggande attitydskillnader avspeglas i de olika generationernas sätt att se på ledarskap, och chefens roll, i en organisation.</p><p><strong>Syfte:</strong> Syftet med vår uppsats är att undersöka och jämföra hur attityderna kring ledarskap ser ut bland några medlemmar ur MeWe-generationen respektive Rekordgenerationen. Anledning till att vi valt detta syfte är att vi vill se hur krav, förväntningar och önskningar på chefer kan komma att förändras, i och med genrationsskiftet av arbetskraft i organisationer.</p><p><strong>Genomförande:</strong> I avsikt att ta reda på studiens syfte, har vi genomfört 14 samtalsintervjuer med sju respondenter ur respektive generation. Detta innebär att vår studie grundas i en kvalitativ ansats. Genom undersökningen studerade vi respektive generations attityd kring ledarskap relaterat till tre teman: egenskaper, relation och makt/medbestämmande.</p><p><strong>Resultat: </strong>Vi fann betydande skillnader i attityder kring ledarskap bland Rekordgenerationens respondenter och MeWe-generationens respondenter. Dessa skillnader kan sammanfattas i att MeWe-generationen har en mer relations-orienterad syn på ledarskap, medan Rekordgenerationen är mer organisations-orienterad. Detta innebär att de egenskaper som MeWe-generationen värdesätter hos en chef är att de till exempel ska skapa en god stämning på arbetsplatsen medan Rekordgenerationen vill ha en chef som skapar och upprätthåller struktur.</p> / <p><strong>Background:</strong> The Swedish labour market is facing a major change. The members of the Record-generation (born 1945-54) are about to leave their workplaces, while the young MeWe-generation (born in the 1980’s) is ready to start their careers. While each generation is characterized by its own, unique apporach to life and work, researchers claim a shift of generations in the workforce also will change the attitudes in organizations. Thus, the question is whether, and how, the fundamental differences in attitudes of the generations also are reflected in their approach to leadership and a manager's role in an organization.</p><p><strong>Aim:</strong> The purpose of our paper is to examine and compare the attitudes towards leadership among some members of MeWe-generation and some members of the Record-generation. This aim was chosen by us in order to see how the demands, expectations and aspirations of managers may be in for a change when the younger generation is ’taking control’ over the organizations.</p><p><strong>Method:</strong> We have carried out 14 interviews, with seven respondents from each of the two generations. This means we have a qualitative approach. Through our study, we studied each generation's attitude about leadership, related to three themes: traits, relationships and power/influence in the decisions made.</p><p><strong>Results:</strong> We found significant differences in attitudes towads leadership among the Record-generation respondents and the MeWe-generation respondents. The differences can be summarized to that the MeWe generation has a more relationship-oriented approach to leadership while the record generation is more organization-oriented. This means that the MeWe-generation whishes a manager to create a good atmosphere in the workplace, while the Record-generation wants a manager who creates, and maintains, structure and order.</p>

Актуальность диссертационной работы заключается в необходимости изучения взаимосвязи между технологиями коммуникации среди поколений в семье и снижением социальных девиаций в молодежной среде. Изучены теоретические основания исследования межпоколенческих коммуникаций и социальных девиаций. Разработаны технологии межпоколенческой коммуникации, предложена их классификация по трем основаниям и описаны три актуальные технологии. В ходе социологического опроса выявлено наличие проблем во взаимоотношениях между поколениями в семье, связанных с непониманием друг друга. Для решения выявленных проблем разработан проект, в рамках которого укрепляются взаимоотношения между поколениями в семье, проводятся междисциплинарные мероприятия для специалистов сферы превентологии. / The relevance of the dissertation work lies in the need to study the relationship between communication technologies among generations in the family and the reduction of social deviations in the youth environment. The theoretical foundations of the study of intergenerational communications and social deviations are studied. Technologies of intergenerational communication have been developed, their classification on three grounds has been proposed, and three current technologies have been described. During the sociological survey, the presence of problems in the relationship between generations in the family associated with misunderstanding of each other was revealed. To solve the identified problems, a project has been developed within the framework of which relationships between generations in the family are strengthened, interdisciplinary events are held for specialists in the field of preventology.

The main aim of the study is to compare the extent to which the need for autonomy, relatedness and competence of baby boomers, generation X, Y and Z employees of Denel Dynamics is being satisfied and how this influences motivational strategies. The issue of generation is becoming more important due to different ways and methods required to manage different generations. A quantitative study was done by means of a structured questionnaire which was used in to determine the motivational preferences of the participants. This questionnaire was developed by Van den Broeck, Vansteenkiste, De Witte, Soenens and Lens (2010) and is based on the self-determination theory developed by Deci and Ryan. Results indicate that baby boomers have a stronger need for autonomy as compared to the other generations. Similar needs for relatedness were shown by all the generations. In view of the findings, recommendations are made to management to optimize motivational strategies and these recommendations show how each generational needs relating to self-determination theory should be addressed. / MBA (Business Administration), North-West University, Potchefstroom Campus, 2015

The main aim of the study is to compare the extent to which the need for autonomy, relatedness and competence of baby boomers, generation X, Y and Z employees of Denel Dynamics is being satisfied and how this influences motivational strategies. The issue of generation is becoming more important due to different ways and methods required to manage different generations. A quantitative study was done by means of a structured questionnaire which was used in to determine the motivational preferences of the participants. This questionnaire was developed by Van den Broeck, Vansteenkiste, De Witte, Soenens and Lens (2010) and is based on the self-determination theory developed by Deci and Ryan. Results indicate that baby boomers have a stronger need for autonomy as compared to the other generations. Similar needs for relatedness were shown by all the generations. In view of the findings, recommendations are made to management to optimize motivational strategies and these recommendations show how each generational needs relating to self-determination theory should be addressed. / MBA (Business Administration), North-West University, Potchefstroom Campus, 2015

In an effort to determine differences between family dinners across generations, this study examined typical family dinners of participants and how they have changed across the four generations addressed. Previous qualitative research has been conducted to determine communication frames that occur during family dinners and the effect of parenting styles on family dinners, but little research connecting generational differences to family dinners has been published. Data were collected from a homogeneous sample of twenty-four women living in three counties across the Commonwealth of Kentucky. By asking open ended questions during interviews, similarities and differences between family dinners across generations were identified, and target approaches to increase the frequency of future family dinners were discussed.

published_or_final_version / Social Work and Social Administration / Doctoral / Doctor of Philosophy

This thesis is about justice between people born at different times: the way in which they interact and the extent to which those interactions can be a matter of justice. Its principal aims are: to present certain theories that describe what justice over time might look like; to present certain theoretical problems for this subject; and to understand the impact of these problems upon these theories. The thesis draws mainly upon: the work of David Hume, John Rawls and David Gauthier as sources of certain social contract theories; and the work of Wilfred Beckerman, Gustaf Arrhenius and Derek Parfit for certain problems faced by these theories. The central argument of the thesis is that the theoretical obstacles to the application of justice thrown up by the temporal dimension are not as significant as they might appear. In particular, there are good reasons to believe that social contract theories are more susceptible to intertemporal extension and less encumbered by temporally-related problems than previously thought. The conclusion of the thesis is that, issuing from a clearer view of certain theoretical obstacles to their inclusion, there is significant potential for future people to be considered within the scope of justice over time as described by certain social contract theories and that present people have self-interested reasons to take this project seriously.

Purpose: The aim with this study is to compare perceived productivity and job satisfaction between activity based offices and traditional offices. The goal is to investigate, through a quantitative comparison, productivity and job satisfaction between the office types, and if generations perceive this differently. Method: The method used in this study is a quantitative method, in form of a questionnaire. The questionnaire used was taken from a study made by Sahlström and Severin (2015) at the Royal Institute of Technology in Stockholm. The same questionnaire was taken because it had already been quality assured and had good content for the survey. Four IT companies were included in the study. Two of them had activity based offices and two of them had traditional office type. Literature review has also been a method in order to get a deeper understanding of the subject. Findings: The results of the study show that there are differences between the two office types in perceived productivity and job satisfaction. The traditional office type showed the best results. However, this result can be discussed since the two traditional offices differed widely in their responses. The results also show that there are differences between the generations experiencing productivity and job satisfaction of the various offices. The elder generation, Baby boomers, shows better results on the traditional office type and the younger generation, Generation Y, shows better results on the activity based offices. Implications: One conclusion to be drawn from this is that employees at traditional offices are more satisfied with their working place and experience increased productivity than employees on activity based offices. However, these results may be due to other factors than how the office environment affects the employees. Therefore, these results will not be recommended. Another conclusion is that the Baby boomers are experiencing higher productivity and job satisfaction of traditional office and Generation Y experiences higher productivity and job satisfaction on activity based office. These results can be recommended. Limitations: The limitations of this study are to examine only IT companies in Sweden with a maximal amount of employees of 150 persons. The results are, apart from the scattered results in the first issue, generally valid and can be applied to other IT companies. To succeed fully applicable results, a survey with more companies involved had been better. Then, detections of anomaly would easier have been discovered and possible disregards of certain results could have been done. Keywords: Perceived productivity - Self-rated assessment of employees on their own productivity. Traditional offices - In this work traditional offices includes cell offices and shared rooms. Activity based offices - Office where employees have no fixed work place and there are often zones to support different types of working. / Syfte: Syftet med detta examensarbete är att jämföra upplevd produktivitet och arbetstillfredsställelse mellan aktivitetsbaserade kontor och traditionella kontor. Målet är att genom en kvantitativ jämförelse undersöka upplevd produktivitet och arbetstillfredsställelse mellan kontorstyperna, samt om generationer upplever detta olika. Metod: Metoden som har använts i detta arbete är en kvantitativ metod, i form av en enkätundersökning. Enkäten som användes är tagen från en studie av Sahlström och Severin (2015) som gjordes på Kungliga Tekniska Högskolan i Stockholm. Samma enkät användes då den redan hade kvalitetssäkrats och hade passande frågor för vår undersökning. Fyra IT-företag var med i undersökningen, varav två av dem hade aktivitetsbaserat kontor och två av dem hade traditionell kontorstyp. Litteraturstudie har även varit en metod för att få djupare förståelse inom ämnet. Resultat: Resultaten från studien visar att det finns skillnader mellan de två kontorstyperna i upplevd produktivitet och arbetstillfredsställelse. Den traditionella kontorstypen visade högst resultat. Dock kan detta resultat diskuteras då de båda traditionella kontoren skiljde sig mycket åt i svaren. Resultaten visar också att det finns skillnader mellan hur generationer upplever produktivitet och tillfredsställelse på de olika kontoren. Den äldre generationen, Baby boomers, visar högre resultat på den traditionella kontorstypen och den yngre generationen, Generation Y, visar högre resultat på de aktivitetsbaserade kontoren. Konsekvenser: En slutsats som kan dras från detta är att anställda på traditionella kontor är mer tillfredsställda med sin arbetsplats och upplever högre produktivitet än anställda på aktivitetsbaserade kontor. Däremot kan resultaten berott på andra faktorer än hur kontorsmiljön påverkar de anställda. Därför rekommenderas inte just dessa resultat. Ytterligare en slutsats är att Baby boomers upplever högre produktivitet och arbetstillfredsställelse på traditionella kontor och att Generation Y upplever högre produktivitet och arbetstillfredsställelse på aktivitetsbaserade kontor. Dessa resultat kan rekommenderas. Begränsningar: Avgränsningar som har gjorts är att endast undersöka IT-företag i Sverige med maximalt 150 anställda. Resultaten är, med undantag från de spridda resultaten i första frågeställningen, generellt giltiga och kan tillämpas på andra IT-företag. För att lyckas få helt applicerbara resultat hade en undersökning med fler företag medverkande varit bra, eftersom man då hade kunnat upptäcka avvikelser lättare och eventuellt bortse från vissa resultat. Nyckelord: Upplevd produktivitet - Självuppskattad bedömning av anställda på deras egen produktivitet. Traditionella kontor - I detta arbete innefattar traditionella kontor cellkontor och delade rum. Aktivitetsbaserade kontor - Kontor där de anställda inte har några fasta arbetsplatser och där det ofta finns zoner för att stödja olika typer av arbete.

Sweden is a country with an increasing foreign born population, where more and more people growing up with two parents born outside of Sweden. In this paper I examine the different labor market outcome for native Swedes and the six largest groups of second generation immigrants in the ages 30-39 years. The analysis is divided in two part where the first examining the level of gainful employment and the second the distribution in line of work. By using data from population register there was possible to perform detailed analysis. The gainfully employment rate are lower for the different groups of second generation immigrants. Unlike earlier studies regarding employment differences depending on parental origin, there are however not as distinct pattern of ethnic penalties. The result regarding line of work from the second part of the analysis show that some groups of second generation have a higher risk of being in less-qualified jobs after controlling for education, personal- and parental variables.

1 Standortübergreifende Zusammenarbeit in der Entwicklungspraxis Innovationen stellen einen entscheidenden Faktor für erfolgreiche Unternehmen dar (Schumpeter 1934). Dabei zeigen Studien, dass erfolgreiche Unternehmen in Produktgenerationen entwickeln (Albers et al. 2014). Unter Produktgenerationsentwicklung wird die Entwicklung von Produkten verstanden, die auf Referenzprodukten (z. B. Vorgänger- oder Wettbewerbsprodukten) basieren und gezielt um neue Funktionalitäten erweitert werden bzw. deren bestehende Funktionalitäten verbessert werden (Albers et al. 2015a). In der Praxis zeigt sich, dass ein immer größer werdender Anteil der entsprechenden Entwicklungsaktivitäten von verteilten Teams durchgeführt wird, deren Teammitglieder sich an unterschiedlichen Standorten innerhalb eines Landes oder über Landesgrenzen hinweg befinden (Zanker & Horvat 2015). Hierdurch entstehen neuartige Herausforderungen, die sich im Schwerpunkt auf Planung, Steuerung, Zusammenarbeit und Controlling dieser Teams beziehen. Diese Herausforderungen lassen sich allerdings nicht losgelöst voneinander betrachten, sondern erfordern eine integrative Sicht auf die zum Einsatz kommenden Entwicklungsprozesse, Entwicklungsmethode und Softwaretools. Beim Zusammenspiel dieser Elemente ist zudem darauf zu achten, dass diese situationsspezifisch ausgewählt und angewendet werden, wie beispielsweise bei der situationsgerechten Auswahl adäquater Entwicklungsmethoden (Albers et al. 2015b), und dass die Konfiguration aus Prozessen, Methoden und Tools die Fähigkeiten und Bedürfnissen beteiligter Einzelpersonen und Teams berücksichtigen. Außerdem müssen die besonderen Charakteristika der Produktentwicklung, wie zum Beispiel die Gleichwertigkeit von erkennenden und gestaltenden Aktivitäten, bei der Auswahl und Entwicklung von Prozessen, Methoden und Tools beachtet werden (Albers & Lohmeyer 2012).