Syftet med denna studie är att undersöka hur boendepersonal på Hvb-hem (hem för vård och boende) arbetar för att integrera ensamkommande barn i samhället. För att få information till studien har vi intervjuat sju personer som arbetar på olika Hvb-hem. Vi har ställt frågor kring integrationsprocessen, hur de arbetar, vad de ser som hinder och möjligheter och vilka effekterna är av den långa asylprocessen. Informanterna definierar integration ganska liknande, de belyser framförallt vikten av integration på samhällsnivå. Vårt resultat visade att barnens mående blir negativt påverkat av den långa asylprocessen. Deras dåliga mående påverkar deras motivation till att integreras, de går inte till exempel inte till skolan, vilket alla informanter anser är en viktig faktor i deras integrationsprocess. Det är inte enbart barnen som påverkas, även boendepersonalen och deras arbete. De kan inte arbeta med integrationsprocessen då de måste ta hänsyn till barnens mående, deras fokus i arbetet ändras. Nu handlar arbetet istället om att ta hand om och motivera barnen. / The aim of this study is to examine how the staff accommodation at Hvb-homes (home for care and accommodation) work to integrate unaccompanied children in the society. To get the information to the study we have interviewed seven people that work at different Hvb-homes. We asked them questions concerning the integration process, how they work with it, what they see as difficulties and possibilities and the effects of the long asylum process. The informers defined integration quite similar, they illuminated the importance of integration at societal level. We found that the children's well-being is negatively affected by the long asylum process. Their bad well-being affect their motivation to integrate, they do not go to school for example, which all informers consider an important factor in their integration process. It is not only the children that are affected, also the staff accommodation and their work is. They can no longer work with the integration process, they have to respect the children's well-being, and their focus in their work have to change. Now it is all about taking care and motivate the children.

Der Workshop-Beitrag beschreibt die Bedeutung marktorientierter Technologieentwicklung, die Umsetzung der Marktorientierung im Projekt EFFEKT der TU Dresden auf insgesamt 4 Stufen. Besonderer Augenmerk wird dabei der Wirtschaftlichkeitsbetrachtung des Modellverarbeitungsprozesses und den Anwenderstudien geschenkt.

With an influx of refugess to Sweden the scene on the work market has changed for the last six decades. During the 1960's Italians came to work as handicraft labor, in the 1970's lots of Chileans entered Sweden fleeing dictatorship, in the 1990's the war on Balkan drove many refugess north and during the Syrian collapse in 2015 the word integration has rung repeatedly in newspapers and policy documents.  17% of Swedish population is born in another country which equivalent to 1.7 million inhabitants from other cultures (Dec 2021). This puts Sweden on the map as a multicultural country trying to understand integration processes and the political scene is dictating questions on how Sweden shall be run.  This study wants to highlight a specific area where many refugees often end up working entering the Swedish work market for the first time, in Swedish communal elderly care service. Since no prior education is needed it is an easy way in to get a job and earn a living.  Elderly care in Sweden has unit managers navigating through cultural and local regulations on how the work market shall progress. In the meetings with refugees wanting to work obstacles are at place making employment situation more strained.  In this study we find unit managers and refugee workers giving their opinions and possible solutions to a bureaucratic landscape of laws, attitudes and values. But what happens in meetings between a unit manager and its refugee worker? How do they work and what does not work? And how does this affect integration processes in Swedish elderly care? The answers to this involve unit managers pre-knowledge in multiculturalism and attitudes towards refugee workers and in what way the refugee worker is a stranger to the unit manager or not. My conclusion is the need to educate unit managers to be representative and having knowledge in multiculturalism to develop better integration processes and secure future employment in elderly care in Sweden.

<p>This research investigated the influence and relationship of two cognitive diversity frameworks on student design team knowledge integration capabilities and team contribution among seventy-five (75) student teams in Purdue’s Tech 120: Design Thinking in Technology course. </p> <p> </p> <p>When in cognitively diverse teams, students do not effectively integrate the knowledge available to them. Past research results in this area have further demonstrated that students tend to get worse at collaboration as the cognitive differences emerge and are exposed over time. The costs of this lack of collaboration and assimilation of knowledge assets are significant, such as diminished creativity, coordination, and other team performance measures. The purpose of this study then, was to provide student design teams with models or frameworks for visualizing and understanding the cognitive diversity available to them in their team and test the impact these frameworks have on various measures of team effectiveness: knowledge integration, psychological safety, and individual contribution. </p> <p> </p> <p>Cognitive diversity frameworks in question have been used successfully in various industry and organizational settings. The first, is the FourSight Thinking Profile™. This framework is used to understand one’s creative problem-solving preferences and how those preferences (high, neutral, and low) impact group dynamics. The second, is the AEM-Cube®. This framework draws on several theoretical foundations to assess an individua’s patterns of thinking and responses to change. Both the FourSight Thinking Profile™ and the AEM-Cube® have shown to help teams in industry settings collaborate (DeCusatis, 2008; Reynolds & Lewis, 2017), but their use in educational settings to solve the knowledge integration and team contribution problem in student teams is untested. </p> <p> </p> <p>The nearly 470 students in Purdue’s TECH 120 course were organized into teams ranging from 3-5 members by their instructors, thus creating a total of 129 teams. The researcher then divided the 129 teams into two fairly equal treatment groups. Each treatment group was given one of two cognitive diversity assessments (FourSight or AEM-Cube) to complete individually, time to review the results, and then asked to create a team charter or contract where students discussed cognitive strengths and weaknesses and how they planned to manage those assets and deficiencies as they worked on a 4-week long design thinking project. Only 75 teams completed all steps of the treatment (either FourSight or AEM-Cube) and thus were the focus of analysis. </p> <p> </p> <p>The major conclusions of this study are that while neither the FourSight or AEM-Cube frameworks for cognitive diversity were more effective in raising student knowledge integration capability or overall team contribution, these frameworks did not negatively impact the student experience; high levels of psychological safety were maintained among both more homogeneous teams and those that were more heterogeneous; and higher levels of knowledge integration capabilities and team contribution were achieved by students in varying degrees of diversity of creative problem-solving preferences and strategic agility. While the reason(s) for such high scores for knowledge integration capability, team member contribution, and psychological safety are unknown, the students reported that the processes by which these teams integrated their knowledge assets and solicited the contribution of their team members was both positive and effective. </p> <p> </p> <p>Further research into the effectiveness of the treatment, the influence of demographic diversities on team functions, and the experience of the 54 student teams that did not complete the treatment are needed to elucidate and understand the findings of this study. </p>

Bakgrund och problem: Integrationsprocessen, och strategin som anammas vid integration av förvärv, anses vara en vital aspekt för förvärvets potentiella framgång. Studier visar däremot hur det utgör en av de svåraste faserna vid företagsförvärv, och utgör därav en stor anledning till att förvärv misslyckas. Problematiken som belyses i tidigare studier är skapandet av balans mellan integration och autonomi. Däremot identifieras inte hur den här balansen kan uppnås eller vad som påverkar organisationers val av integration, där det här troligen kan relateras till den förvärvande organisationens struktur och styrningen. Det uppdagas därmed en kunskapslucka i tidigare studier kring hur organisatoriska förutsättningar påverkar förvärvs- och integrationsprocessen, vilka konsekvenser det har för skapandet av balans, samt vilka aspekter som är viktiga för förvärvets potentiella framgång. Tidigare studier placerar fokus på de individuella moment som förvärvsprocessen utgörs av, därav ämnar studien även att bidra med ett helhetsperspektiv genom framtagning av ett ramverk som kan användas vid genomförande av förvärvs- och integrationsprocesser.  Syfte: Syftet med studien är att öka kunskapen kring hur förvärvs- och integrationsprocessen påverkas av organisatoriska förutsättningar i strategi, struktur och styrning. Vidare ämnar studien att identifiera och analysera vilka faktorer som är väsentliga att beakta under förvärvs- och integrationsprocessen. Avslutningsvis presenteras ett ramverk för förvärvs- och integrationsprocessen, vilket kan användas av företag för att underlätta processen och bidra till förvärvets framgång. Metod: En kvalitativ forskningsansats har använts för genomförande av studien. En fallstudie har utförts på NIBE Group, vilket utgör en välkänd koncern med uttalad förvärvsstrategi och lång erfarenhet av lyckade företagsförvärv. Studien är indelad i tre avsnitt; teoretisk referensram, empirisk referensram samt analys. Det teoretiska avsnittet ämnar skapa förståelse för företagsförvärv, organisationsstruktur samt styrning. Det empiriska materialet har sedan insamlats genom semistrukturerade intervjuer med respondenter från NIBE och sex tillhörande dotterbolag. Avsnittet har till syfte att skapa en helhetsförståelse för hur en förvärvsstrategi samt förvärvs- och integrationsprocess kan se ut, och vilka aspekter som betraktas som viktiga av både förvärvande och förvärvade bolag. Slutligen analyseras teori och empiri i analysavsnittet, vilket mynnar ut i det framtagna ramverket.  Slutsats: Studiens resultat belyser behovet av att anamma ett helhetsperspektiv vid analys och genomförande av förvärvs- och integrationsprocessen, då samtliga moment har en inverkan på varandra. Det föreligger ett samband mellan organisationsstruktur, förvärvsstrategi samt förvärvs- och integrationsprocess, där konsensus mellan de olika faktorerna är viktigt för att undvika en del svårigheter som kan hämma förvärvets framgång. Ytterligare poängteras vikten av kontroll och samordning inom aspekter som finansiell rapportering, IT samt människor, för att möjliggöra givande av autonomi. Studien resulterade även i framtagning av ett ramverk för användning vid företagsförvärv. Modellen belyser både vikten av ett helhetsperspektiv, men även vilka aspekter som är viktiga att beakta vid varje moment, vilket kan minska potentiella hinder under processens genomförande. / Background and problem: The integration process, and the strategy adopted during post-acquisition integration, is considered an important aspect of the acquisition's potential success. Studies, on the other hand, show how it is one of the most difficult phases of an acquisition, and therefore constitutes a major reason why acquisitions fail. The problem highlighted in previous studies is the creation of balance between integration and autonomy. However, it does not identify how this balance can be achieved or what influences the choice of integration level, where this can probably be related to the structure and governance of the acquiring organization. Thus, there is a knowledge gap discovered in previous studies on how organizational conditions affect the acquisition and integration process, what consequences it has for the creation of balance, and which aspects that are important for potential success. Previous studies place focus on the individual phases that the acquisition process consists of, hence this study also intends to contribute with a holistic perspective by developing a framework that can be used during the acquisition and integration processes.  Purpose: The purpose of the study is to create a deeper understanding of how the acquisition- and integration process is affected by organizational conditions in strategy, structure and governance. Furthermore, the study aims to identify and analyze which factors are important to consider during the acquisition- and integration process. Finally, a framework for the acquisition- and integration process is presented, which can be used by companies to facilitate the process and contribute to the success of the acquisition.  Method: A qualitative research approach has been used to carry out the study. A case study has been conducted at NIBE Group, which is a well-known group with a pronounced acquisition strategy and long experience of successful acquisitions. The study is divided into three sections; theoretical frame of reference, empirical frame of reference and analysis. The theoretical section aims to create an understanding of acquisitions, organizational structure and governance. The empirical material has then been collected through semi-structured interviews with respondents from NIBE and six associated subsidiaries. The purpose of the section is to create a holistic understanding of an acquisition strategy, as well as what the acquisition and integration process can look like, and which aspects that are considered important by both acquiring and acquired companies. Finally, theory and empirical data are analyzed in the analysis section, which results in the developed framework. Conclusion: The results of the study highlight the need to adopt a holistic perspective when analyzing and implementing the acquisition and integration process, as all elements have an impact on each other. There is a relationship between organizational structure, acquisition strategy and the acquisition- and integration process, where consensus between the various factors is important to avoid some difficulties that may hinder the success of the acquisition. Furthermore, the importance of control and coordination in aspects such as financial reporting, IT and people is emphasized, to enable the granting of autonomy. The study also resulted in the development of a framework for use during acquisitions. The model highlights both the importance of a holistic perspective, but also which aspects are important to consider at each step, which can reduce potential obstacles during the process.

This thesis is focusing on work process and process of social adaptation of new employees. The theoretical part explains the related concepts. I’m describing human resources strategy, processes and also corporate culture which is very important not only for the adaptation of employees. In the practical part will be assessed the proces of adaptation in the company. Focusing to both work, social environment and also to integration on corporate culture. Then will be on the base on the results of the analyzes as well as my experiences will be voiced suggestions to improve the proces of adaptation in company.

<p>Syfte: Tanken med detta arbete har varit att se hur en fusion med företag i fyra olika länder som deltagare påverkat en stor organisation som Nordea, undersöka vilka skillnader de olika kulturerna för med sig och vilka problem de orsakat i integrationsprocessen. Jag ville även jämföra vilka olika ledarstilar som existerade i de olika länderna och ta reda på om det påverkat chefernas ledarstil i Sverige. Även massmedians bevakning under integrationsprocessen undersöks för att se deras inställning till sammanslagningen.</p><p>Metod: I denna uppsats har både sekundär- och primärdata använts. Jag har studerat vad andra skrivit om fusioner, kulturens påverkan och olika ledarstilar men jag har även samlat in egen primärdata genom intervjuer med två personer från Nordea. Sedan har jag jämfört resultatet av intervjuerna med teorin för att få en bra bild om hur fusionen och integrationsprocessen fungerat i Nordea.</p><p>Resultat & slutsats: De olika kulturerna inkluderade olika ledarstilar i fusionen och en viss anpassning har krävts av cheferna för att samarbetet ska fungera. Det finns stora skillnader bland chefernas sätt att leda och detta har bekräftats i både teorin och empirin. Nordea har med sammanslagningen blivit en stor och attraktiv bank bland de svenska storföretagen, eftersom de nu och kan hantera nordiska affärer bättre än andra banker.</p><p>Förslag till fortsatt forskning: En fusion mellan SEB och Nordea har diskuterats i media och det skulle ha varit kul att göra en jämförelse hur väl de två bankerna passar ihop och se vad resultatet visar. Att jämföra Nordeas sammanslagning med en annan större fusion skulle också vara kul för att verkligen se vad som gjorts bra respektive mindre bra i Nordeas fusion.</p><p>Uppsatsens bidrag: Denna uppsats ger en förklaring till hur viktigt det är att ta hänsyn till kulturen i det andra företaget i en fusion. Att båda parter lär sig hur och varför de andra ledarna agerar som de gör. Detta är värdefullt för att kunna utveckla eller modifiera sitt eget beteende för att underlätta samarbetet.</p> / <p>Aim: The purpose with this assignment was to see how a merger with four different participants in four countries has affected a large organisation as Nordea. To see the differences in the culture and the problems they caused in the integration process. I also wanted to compare the different manager styles in the different countries and find out if they had an impact on the leadership style in Sweden. Even the mass medium survey during the integration process will be investigated to see their attitude towards the merger.</p><p>Method: Both secondary- and primary data has been used in this paper. I have studied what other has written about the merger, culture affect and different managerial style which are secondary data. I have also collected my own primary data through interviews with two persons from Nordea. Afterwards I compared the results from the interviews with the theory to get a good understanding how the merger and integration process worked in Nordea.</p><p>Result & Conclusions: The different cultures included different managerial styles into the merger and a certain adaptation was needed by the managers to make the cooperation work. There are big differences in the way managers leads and that has been confirmed in both theory and empirical studies. Nordea has by the merger grown and are now a big bank and attractive among the big Swedish companies, because they are now can handle Nordic affairs better then others banks.</p><p>Suggestions for future research: A merger between SEB and Nordea has been discussed in media and it would be interesting to compare the two banks and see how well they fit each other and what the result could turn out to be. Comparing the Nordea merger with another big fusion would be interesting and make it possible to see what was made good and bad in the Nordea merger.</p><p>Contribution of the thesis: This assignment gives an explanation on how important it is to consider the culture in the other company in a merger. It is important for both parts to learn how and why the managers’ act in the way they do, to be able to modify and develop their own behaviour to facilitate the collaboration.</p>

Syfte: Tanken med detta arbete har varit att se hur en fusion med företag i fyra olika länder som deltagare påverkat en stor organisation som Nordea, undersöka vilka skillnader de olika kulturerna för med sig och vilka problem de orsakat i integrationsprocessen. Jag ville även jämföra vilka olika ledarstilar som existerade i de olika länderna och ta reda på om det påverkat chefernas ledarstil i Sverige. Även massmedians bevakning under integrationsprocessen undersöks för att se deras inställning till sammanslagningen. Metod: I denna uppsats har både sekundär- och primärdata använts. Jag har studerat vad andra skrivit om fusioner, kulturens påverkan och olika ledarstilar men jag har även samlat in egen primärdata genom intervjuer med två personer från Nordea. Sedan har jag jämfört resultatet av intervjuerna med teorin för att få en bra bild om hur fusionen och integrationsprocessen fungerat i Nordea. Resultat &amp; slutsats: De olika kulturerna inkluderade olika ledarstilar i fusionen och en viss anpassning har krävts av cheferna för att samarbetet ska fungera. Det finns stora skillnader bland chefernas sätt att leda och detta har bekräftats i både teorin och empirin. Nordea har med sammanslagningen blivit en stor och attraktiv bank bland de svenska storföretagen, eftersom de nu och kan hantera nordiska affärer bättre än andra banker. Förslag till fortsatt forskning: En fusion mellan SEB och Nordea har diskuterats i media och det skulle ha varit kul att göra en jämförelse hur väl de två bankerna passar ihop och se vad resultatet visar. Att jämföra Nordeas sammanslagning med en annan större fusion skulle också vara kul för att verkligen se vad som gjorts bra respektive mindre bra i Nordeas fusion. Uppsatsens bidrag: Denna uppsats ger en förklaring till hur viktigt det är att ta hänsyn till kulturen i det andra företaget i en fusion. Att båda parter lär sig hur och varför de andra ledarna agerar som de gör. Detta är värdefullt för att kunna utveckla eller modifiera sitt eget beteende för att underlätta samarbetet. / Aim: The purpose with this assignment was to see how a merger with four different participants in four countries has affected a large organisation as Nordea. To see the differences in the culture and the problems they caused in the integration process. I also wanted to compare the different manager styles in the different countries and find out if they had an impact on the leadership style in Sweden. Even the mass medium survey during the integration process will be investigated to see their attitude towards the merger. Method: Both secondary- and primary data has been used in this paper. I have studied what other has written about the merger, culture affect and different managerial style which are secondary data. I have also collected my own primary data through interviews with two persons from Nordea. Afterwards I compared the results from the interviews with the theory to get a good understanding how the merger and integration process worked in Nordea. Result &amp; Conclusions: The different cultures included different managerial styles into the merger and a certain adaptation was needed by the managers to make the cooperation work. There are big differences in the way managers leads and that has been confirmed in both theory and empirical studies. Nordea has by the merger grown and are now a big bank and attractive among the big Swedish companies, because they are now can handle Nordic affairs better then others banks. Suggestions for future research: A merger between SEB and Nordea has been discussed in media and it would be interesting to compare the two banks and see how well they fit each other and what the result could turn out to be. Comparing the Nordea merger with another big fusion would be interesting and make it possible to see what was made good and bad in the Nordea merger. Contribution of the thesis: This assignment gives an explanation on how important it is to consider the culture in the other company in a merger. It is important for both parts to learn how and why the managers’ act in the way they do, to be able to modify and develop their own behaviour to facilitate the collaboration.

Bakgrund: Sverige upplever demografiska förändringar i samband med en högre invandring och en majoritet av utlandsfödda personer i Sverige arbetar inom vård och omsorg. Statistiska Centralbyrån prognostiserar för en personalbrist om 160 000 utbildade år 2035 i vård- och omsorgssektorn, vilken under de senaste åren har mottagit ett ökat antal anmälningar till DO som upprättats med etnisk tillhörighet som diskrimineringsgrund. Ökningen indikerar att chefer inom äldreomsorgen utmanas att skapa en inkluderande verksamhet, varav studien har undersökt hur chefer diskuterar kring mångfald och hur de arbetar för att inkludera detta i verksamheten. Syfte: Genom intervjuer med sex verksamhetschefer inom privat äldreomsorg ämnar studien att bidra till forskning gällande mångfaldsarbete inom äldreomsorgen. Studiens syfte är att undersöka hur verksamhetscheferna uttrycker sig kring mångfald och hur de arbetar med etnisk mångfald bland personalen. Metod: Studien har genomförts med en kvalitativ metod från ett realistiskt perspektiv. Den huvudsakliga empiriska insamlingen har skett genom intervjuer med verksamhetschefer på äldreboenden tillhörande två stora svenska vårdorganisationer inom privat äldreomsorg. Studien har följt en iterativ ansats vilket innebär att teori och empiri insamlats växelvis. Slutsats: Ur studien kan urskiljas att verksamhetscheferna anser sig sakna incitament för att arbeta med mångfald, vilket kan förklaras med att mångfald och integration enligt cheferna sker naturligt utan behov av deras inblandning. Ytterligare slutsats i studien är att stereotypiseringar av svenskfödd och utlandsfödd personal förekommer, där de sistnämnda tillskrivs särskilda egenskaper som anses lämpliga för vårdyrket. Vi konstaterar även en avsaknad av tydliga mångfaldsmål, en osäkerhet kring målsättning samt att existerande regelverk kan utesluta vissa personer i arbetsstyrkan. / Background: Sweden is experiencing demographic changes due to higher levels of immigration and a majority of foreign-borns in Sweden work within health and social care. Statistics Sweden predicts a personnel shortage of 160 000 qualified in 2035 in the health and social care sector, which during recent years has received an increased number of reports to the Swedish discrimination bureau due to ethnic discrimination. The increase indicates that unit managers within elderly care are challenged to create an inclusive business, whereas the study has investigated how managers discuss diversity and how they implement this in their operations. Purpose: By interviewing six unit managers from private retirement homes, the study intends to contribute to research regarding diversity work within elderly care. The purpose of the study is to investigate how unit managers discuss diversity and how they work with ethnic diversity among the personnel. Methodology: The study has been conducted with a qualitative method from a realistic perspective. The empirical data has primarily been collected through interviews with unit managers from two of the biggest actors in Swedish elderly care. An iterative approach has been applied where theory and empirical data were alternately collected. Conclusion: The study distinguishes that unit managers lack incentives for working actively with diversity. According to the managers this can be explained with the fact that diversity and integration is a natural process, without any need of top management. Another conclusion is that stereotyping of both Swedish and foreign-borns occurs, whereas the latter is perceived to have specific characteristics considered suitable for the care profession. We also discovered a lack of distinctive diversity goals, an uncertainty regarding goal setting and that existing regulations may act excluding for some individuals in the work force.

If a social service shall reach its goal as a targeted and individual one it must respond to real needs of the mentally disabled individual. Social workers are active participants in integration processes of mentally disabled people. What role does the social worker play in the integration process? In what items and how can he assist the mentally disabled person in accomplishing his/her social role in corresponding and worthy way? What tools and skills does he need for it? The dissertation thesis tries to work with those questions and to discuss them in more details. An attempt is made to outline theoretic and practical grounds and possibilities for activities of the social worker in the process of integration of mentally disabled people into the common society. Motivated by an effort to understand activities of the social worker comprehensibly and unambiguously, a concept of three-level periodic operation was defined as ``Identification {--} Support {--} Opportunity``. The goal of the research is to form an evaluation scale (of the ``Identification`` tool) that could help the social worker in identification of substantial handicaps but also in recognition of advantages of mentally disabled individuals, and to plan focusing of provided social services on individual and effective incorporation of a mentally disabled person into his/her common life or to remove obstacles hindering from his/her incorporation. Usability and functionality of the evaluation tool entitled ``3P {--} Profil Potřebné Podpory`` (the Support Intensity Profile) were tested in a real environment. 20 users of social services and employees of protected workshops were included in a research set of studied persons with mild and moderate mental retardation in the age from 19 to 46 years.