Class of 2008 Abstract / Objectives: A follow-up analysis of academic and training requirements found in advertisements for pharmacy management, assistant director, and clinical pharmacy director positions. Methods: Advertisements appearing in the American Journal of Hospital Pharmacy (AJHP) were analyzed for academic and training criteria that were either preferred or required for pharmacy management, assistant director, or clinical pharmacy director positions. Included advertisements were for pertinent positions found in AJHP between January 2002 and December 2007. Some of the requirements or preferences that appeared in the advertisements that were analyzed included the type of pharmacy or other degree, postgraduate training including residencies and/or fellowships, board certification, and experience qualifications. Results: There was a total of 426 advertisements that met inclusion criteria. Results were listed in percentages of advertisements either requiring or preferring a certain qualification. A significant portion of ads sought applicants who had completed a residency (24% - pharmacy manager/director, 50% - clinical director, 47% - assistant/associate manager). Preferences and requirements of the PharmD or MS degree qualification decreased in percent from a previous study. However there was an increase in the relative number of ads pertaining to the MBA preference (9%, n=27). Conclusions: Many of the results from this study were similar to previous studies which looked at job qualifications in pharmacy manager and clinical directors. It remains evident that education, training, and experience play a major role in meeting the qualifications associated with obtaining a job as a pharmacy manager, clinical director, or associate director.

No description available.

Background: The skills and competencies of the professionals in the supply chain sector have been highlighted since the 1960s as an area of academic interest. In modern days there are reports and articles highlighting a “skills-gap” between employers’ requirements and business graduates. In the meanwhile youth unemployment is a contemporary, acknowledged European problem and therefore there shouldn’t be a gap between supply and demand of young talents. Therefore it raises questions as to why employers report lack of young talents and at the same time youth unemployment is on the rise. Purpose: The present thesis will answer part of the abovementioned questions. More specifically it will measure the part of employers’ expectations. For that reason it will investigate in a transparent and systematic way, the requirements that employers state they expect from business graduates within the supply chain function through published job advertisements. Method: Empirical data consist of 60 publically available job advertisements aiming at supply chain graduates. The collected empirical data were analysed by the means of quantitative content analysis and then cluster analysis.Results and conclusion: The contemporary supply chain graduate is expected to demonstrate an all-around personality. The most frequently requested skills were teamwork, problem-solving ability, effective communication, English, and having a responsible, mature and professional attitude. Suggestions for future research: A longitudinal study in a broader linguistic context would raise awareness on emerging skills and track changes over time.

No description available.

Kvinnoforskare är eniga att det under historiens gång existerat en kvinnlig underordning. I hemlivet hade de två könen olika uppgifter; kvinnans plats var i hemmet, där hon tog hand om hushållet och familjen, medan mannen skulle arbeta utomhus. Feminismens frammarsch innebar att fler kvinnor började arbeta, trots att idealet fortfarande var att kvinnan utövade sina moderliga egenskaper, vilket hon skulle göra även på arbetsplatsen. Därmed blev olika yrken snabbt könskodade. Denna uppsats syftar till att undersöka platsannonser i lokaltidningen Nya Wermlands-Tidningen och hur de speglar maktrelationen mellan kvinnor och män i arbetslivet åren 1885-1905. Detta har gjorts genom en kritisk diskursanalys vilken fokuserar på adjektiv som använts för att beskriva den manliga respektive kvinnliga arbetaren samt en kvantitativ studie av antalet platsannonser som riktade sig till eller publicerades av män respektive kvinnor. Resultaten visar hur de adjektiv som beskriver den kvinnliga arbetaren fokuserar mer på hennes personlighetsdrag jämfört med de som används för att beskriva män, vilka istället fokuserar mer på yrkeskompetens. Fler kvinnor än män efterfrågades av arbetsgivare samt sökte arbete genom platsannonser, vilket speglar hur fler kvinnor var benägna att arbeta. Arbetssökande kvinnor kom att under de senare åren mer frekvent använda sig av adjektiv som oftare använts för att beskriva män, såväl som att söka sig till mansdominerade yrken, och utmanade således de manliga privilegierna. / Throughout history women have been seen to have a subordinate role in comparison to men. In the domestic life, the two genders were assigned different tasks. Women were meant to stay indoors, taking care of the household and their family, while men were meant to work outside. As the feminist movement became more widespread throughout Sweden, more women started working, though the standard of women staying indoors, practicing her motherly instincts, remained at her place of work. Thus, different professions were labeled with being either feminine or masculine. The purpose of this essay is to investigate job advertisements in the Swedish local newspaper Nya Wermlands-Tidningen and how they reflect contemporary power structures between men and women in working life in Sweden during the years 1885-1905. This has been carried out through a critical discourse analysis which focuses upon adjectives describing the workers as well as a quantitative study of how many advertisements were addressed to or published by women and men respectively. Results show how working women were described with adjectives that focused more upon their personality than those which were used to describe men, which instead focused more upon their experience in the work field. More women than men were requested by employers as well as sought employment through advertisements, which reflects how more women were prone to work. Job-seeking women were more likely, in the later years, to use adjectives that were previously more common to use when describing men, as well as to seek professions that were dominated by men, challenging the traditional manliness and male privileges.

Technological advancements and digital tools have radically changed the professional profile of public librarians and yet little has been researched about the practical influence these changes have had on the digital competences that the professionals need in their daily work. The goal of the present paper is to examine which digital competences are required of the modern public librarian. A mixed-method research approach was adopted, based on content analysis of job advertisements retrieved from a Swedish context and semi-structured interviews with five currently employed librarians. A conceptual model was developed to allow a triangulation of results based on such different datasets. Results showed that the concept of digital competences is still defined in diffuse terms, often subjective to individual interpretations and strongly affected by the library’s size and user population. In spite of this, the professionals working in the public library sector clearly demand a minimum standard of digital skills and knowledge in all digital competences to be established. Such standard is needed both to perform daily responsibilities linked to the professional role of the public librarian and to the vital task of catering to the users’ needs.

This mixed-method study investigates the use of masculine and feminine-coded words (i.e., words associated with gender stereotypes) in English job advertisements in Sweden, focusing on the male-dominated Electronic and Electric engineering field in Sweden (SCB, 2022). As such, job advertisements in this field provide a productive case study for a discussion of gender appeal in the language of the advertisements. The study is divided into two parts: The first part presents a quantitative analysis of 30 job advertisements using a web tool called the “gender decoder” to determine whether the advertisements are mainly feminine-coded or masculine-coded. The second part of the study combines quantitative and qualitative analyses by exploring in depth 22 potential applicants’ perceptions of job advertisements in terms of language use and gender. It involves a web-based questionnaire focusing on two job advertisements (one feminine-coded and one masculine-coded) selected from the first part of the analysis. The questionnaire includes both Likert-scale and open-ended questions, and the participants consist of electrical and electronic engineering students from five universities in Sweden. Both parts of the study are furthermore analyzed thematically. The findings illustrate that there were more feminine-coded job advertisements among the selected advertisements, with one-third exhibiting masculine-coding. Additionally, the study shows that the participants were more likely to apply for the feminine-coded job advertisement, consistent with prior research. These results suggest the need for further efforts to create a more equal and non-gender-biased work environment, considering that most participants felt more connected to the feminine-coded job advertisement, whereas, still, a third of the job advertisements were masculine-coded.

<p>Project Management is multidisciplinary in nature; it involves a number of activities and requires the project manager to possess a wide variety of competences. This thesis aims to investigate which competences organizations currently require from project managers. In particular the focus of this research is to examine and contrast the “soft” (interpersonal) and “hard” (technical) competences required by the job market and to find out if organizations recognize the importance of both of them or if they pay special attention to one of them. A total of 50 online job advertisements from different industries and countries were analyzed using content analysis in order to determine what competences are valued by employers. Furthermore, 9 semi-structured interviews were conducted with project management academics and practitioners in order to provide a more in depth study and to allow triangulation between the findings. The results indicate that some competences are more valued than others. Communication, project integration management and scope management are the top three competences required by employers. The results also suggest that employers, academics and practitioners are aware of the need to balance hard and soft competences.</p>

Project Management is multidisciplinary in nature; it involves a number of activities and requires the project manager to possess a wide variety of competences. This thesis aims to investigate which competences organizations currently require from project managers. In particular the focus of this research is to examine and contrast the “soft” (interpersonal) and “hard” (technical) competences required by the job market and to find out if organizations recognize the importance of both of them or if they pay special attention to one of them. A total of 50 online job advertisements from different industries and countries were analyzed using content analysis in order to determine what competences are valued by employers. Furthermore, 9 semi-structured interviews were conducted with project management academics and practitioners in order to provide a more in depth study and to allow triangulation between the findings. The results indicate that some competences are more valued than others. Communication, project integration management and scope management are the top three competences required by employers. The results also suggest that employers, academics and practitioners are aware of the need to balance hard and soft competences.

This research thesis has researched about how employer branding and its relationship to person - organization fit. It focuses on personality traits of applicants and how it can impact their attractiveness of the organization advertised in job adverts. The purpose of this research thesis is to explain what relationship employer branding via job advertisements has when it comes to establishing P - O fit. In this case between future business students and organizations. The thesis had a deductive approach a cross - sectional research design was applied. A quantitative research method (logistic regression) was used and came from primary data. The research findings show that employer branding has a positive relationship to creating attractiveness of firms and also has an impact upon person-organization fit. Our findings also indicated that personality characteristics is hard to categorize in order to see what specifically in employer value proposition can attract a specific employee preference. The limitations were the number of respondents, a larger sample unit could have impacted the results more. Also, using a qualitative method in terms of semiotics could give a more detailed output on respondents’ personality traits. The original value of the research thesis is that it focused specifically on business students and to what degree employer value proposition is related to person-organization fit.