The purpose of this qualitative study was to investigate how asylum seekers may experience different interview methods in the asylum investigation in Sweden. An inductive qualitative data collection technique was used in this study, where semi-structured interviews were conducted with six asylum seekers in four different cities in Sweden. This study was influenced by the grounded theory approach in the way of creating codes, concepts and themes from the empirical data analyzed in thematic and constant comparison method. The results show three different themes, namely ‘‘the expressions of the feelings, possibilities to expressions and possibilities and difficulties.’’ as they present the asylum seekers views of different interview methods. The role theory was chosen in relation to the asylum seekers different behavior toward the interview methods. The results indicated the possibilities for different roles as: ‘‘psychological unbalanced role, technology skilled role, technology challenged role and the apprehensive role’’

This research aimed to investigate how and why festival volunteers share knowledge in pulsating UK music festival organisations, through an interpretation of volunteers’ lived experiences of knowledge sharing during the event lifecycle. Within the UK music festival sector, competition for leisure spend is high, and successful management of knowledge activities has the ability to improve business, innovation, and competitive advantage. Research across Knowledge Management Studies, Festival Studies, and People and Organisation Studies is dominated by positivist, quantitative research; whereas, this research investigated a fuzzy concept (knowledge) in a socially-constructed world (music festival) and interpreted multiple realities of social actors (volunteers). To do this, a qualitative, phenomenological study was suitable to explore in-depth experiences and unveil meanings attached to them. Purposive sampling using social media resulted in a sample of adult festival volunteers (n=28) being recruited. The methods selected enabled the ability to privilege the participants’ voice and their lived experience; these were diaries (n=11) and in-depth interviews (n=9), or both (n=8). The empirical data generated was interpreted using thematic analysis, using Atlas.ti. The findings of this research illustrate how and why volunteers share knowledge that is attributed to a successful process of volunteering, which enables effective knowledge management and reproduction. Where volunteers’ motivations are satisfied, this leads to bounce-back, episodic volunteering. Knowledge enablers and the removal of barriers create conditions that are conducive for knowledge sharing, which have similar characteristics to conditions for volunteering continuance commitment. Where volunteers do not return, the organisation leaks knowledge. The original contribution of this research is through its use of qualitative phenomenological methods to explore how and why UK music festival volunteers share knowledge.

and key words Abstract This diploma thesis is a contribution to the mapping of the issue of involuntary employee departures from organizations with an emphasis on the aspect of dismissal organizations and the dismissal individual. Thematically, the work is divided into theoretical and empirical part. The theoretical part deals with issues related to the nature of work and the importance of work in human life. It clarifies the traditional motives that encourage a person to perform a paid work in order to better understand the consequences of its loss. It provides insight into the legislative framework of employment termination with focus on the types of termination, which in fact represent dismissals. These data are followed by text that introduces the reasons for which the employee can be dismissed, since these reasons play an important role in next phases of dismissal. Since the dismissal of workers (although it may have positive benefits for the organization) is less popular HR activity among the performers and it could be very traumatic for leaving employees, it is common to prevent it by HR planning or through incentives for voluntary departures. These potentialities are characterized more in detail in next passage. The role of the Human Resources department and senior staff during dismissals...