This thesis deals with the topic of money management and various methods of its use in trading on the stock markets. The work tries to show the important role played by money management and how such discipline can fundamentally change the behavior of business systems. There is also pointed out the importance of reconciling money management and psychological factors of a trader. In the practical part, I work with real data from the Commodity Exchange and by using Monte Carlo analysis I simulate how a suitable money management can gigantically affect the overall system performance.

Syftet med denna undersökning har varit att kartlägga vad som driver människor att söka sig till eller anta mellanchefspositioner. En kvalitativ intervjustudie har genomförts utifrån en induktiv ansats då intresseområdet tidigare har varit obeforskat och ambitionen har varit att undersöka det unika inom detta. Tio intervjuer har utförts i vilka samtliga respondenter, vid undersökningstillfället, har befunnit sig på mellanchefspositioner inom antingen privat- eller offentlig sektor. Data har transkriberats och senare analyserats utifrån en induktiv tematisk analys vilken har resulterat i fyra övergripande teman för vad som driver människor att söka sig till eller anta mellanchefspositioner. Dessa teman benämns som: Utvecklingen – en strävan efter utveckling på det personliga planet, Makten – att ha makt och därigenom kunna påverka såväl organisationen som sin egen arbetssituation, Att klättra i karriären – mellanchefspositionen som en fas i karriären på väg uppåt i karriärvärlden, Bekräftelsen – en önskan om att bli omtyckt, att få bekräftelse från folk i sin omgivning för att man har lyckats åstadkomma något. Resultatet har jämförts mot befintliga psykologiska teorier och slutsats har dragits i form av att ovanstående teman beskriver vad som driver människor att söka sig till eller anta mellanchefspositioner. Avslutningsvis har förslag till vidare forskning presenterats för att exemplifiera hur man vidare kan kartlägga det som här har undersökts. / The purpose of this research has been to map out what drives people to strive towards or accept middle management positions. A qualitative interview study has been conducted with an inductive approach since the area of interest until now had not been researched and that the ambition has been to examine the unique within this. Ten interviews were carried out in which all of the respondents, at the time of the study, were working as middle position managers within either the private or public sector. The data has been transcribed and then analyzed using an inductive thematic analysis which resulted in four overall themes answering what drives people to strive towards or accept middle management positions. These themes are denominated as following: The Development – a strive towards a development on a personal level, The Power – to have power and through it the possibility to influence as well the organization as the own work situation, Career advancement – the mid-level management position is seen as but a step in the career advancement, The Confirmation – a wish to be liked, to be confirmed by those in your surroundings for having accomplished something. The results have been compared with existing psychological theories and a conclusion has been made that the above themes describe what drives people to strive towards or accept middle management positions. To conclude, suggestions about future research have been presented to exemplify how to further map out what has been researched here.

<p>Syftet med denna undersökning har varit att kartlägga vad som driver människor att söka sig till eller anta mellanchefspositioner. En kvalitativ intervjustudie har genomförts utifrån en induktiv ansats då intresseområdet tidigare har varit obeforskat och ambitionen har varit att undersöka det unika inom detta. Tio intervjuer har utförts i vilka samtliga respondenter, vid undersökningstillfället, har befunnit sig på mellanchefspositioner inom antingen privat- eller offentlig sektor. Data har transkriberats och senare analyserats utifrån en induktiv tematisk analys vilken har resulterat i fyra övergripande teman för vad som driver människor att söka sig till eller anta mellanchefspositioner. Dessa teman benämns som: Utvecklingen – en strävan efter utveckling på det personliga planet, Makten – att ha makt och därigenom kunna påverka såväl organisationen som sin egen arbetssituation, Att klättra i karriären – mellanchefspositionen som en fas i karriären på väg uppåt i karriärvärlden, Bekräftelsen – en önskan om att bli omtyckt, att få bekräftelse från folk i sin omgivning för att man har lyckats åstadkomma något. Resultatet har jämförts mot befintliga psykologiska teorier och slutsats har dragits i form av att ovanstående teman beskriver vad som driver människor att söka sig till eller anta mellanchefspositioner. Avslutningsvis har förslag till vidare forskning presenterats för att exemplifiera hur man vidare kan kartlägga det som här har undersökts.</p> / <p>The purpose of this research has been to map out what drives people to strive towards or accept middle management positions. A qualitative interview study has been conducted with an inductive approach since the area of interest until now had not been researched and that the ambition has been to examine the unique within this. Ten interviews were carried out in which all of the respondents, at the time of the study, were working as middle position managers within either the private or public sector. The data has been transcribed and then analyzed using an inductive thematic analysis which resulted in four overall themes answering what drives people to strive towards or accept middle management positions. These themes are denominated as following: The Development – a strive towards a development on a personal level, The Power – to have power and through it the possibility to influence as well the organization as the own work situation, Career advancement – the mid-level management position is seen as but a step in the career advancement, The Confirmation – a wish to be liked, to be confirmed by those in your surroundings for having accomplished something. The results have been compared with existing psychological theories and a conclusion has been made that the above themes describe what drives people to strive towards or accept middle management positions. To conclude, suggestions about future research have been presented to exemplify how to further map out what has been researched here.</p>

Inledning: Tidigare studier beskriver att karriärsutveckling handlar om vilken riktning en individ tar i sitt arbetsliv. Hur karriärsutveckling sker och vad som påverkar individen är olika för kvinnor och män. Tidigare studier visar att det finns både inre och yttre faktorer som påverkar en individs karriärsutveckling. Vidare visar tidigare studier också att familjesituation och homosocial reproduktion även påverkar en individs karriärsutveckling. Studier visar att kvinnor har svårare än män att utvecklas i sina karriärer och orsakerna till att kvinnorna har svårigheter kan bland annat bero på glastaket. Frågor om karriärsutveckling och inre och yttre faktorer, om karriärsutveckling och familjesituation, om karriärsutveckling och glastak samt karriärsutveckling och homosocial reproduktion ska därför besvaras i denna studie. De aktuella problemformuleringarna är; Hur sker karriärsutveckling för kvinnor och män inom detaljhandeln i Sverige för att nå en chefsposition? Vad påverkar kvinnor och män i deras karriärsutveckling inom detaljhandeln i Sverige?   Syften: Det övergripande syftet med studien är att beskriva och skapa förståelse för hur kvinnor och män i detaljhandeln utvecklas i sina karriärer och vad som påverkar karriärsutveckling. Syftet är också att jämföra om det föreligger några olikheter alternativt likheter mellan könen i deras karriärsutveckling till att nå en chefsposition.   Metod: En kvalitativ studie med en komparativ design där empirisk data är insamlad genom semistrukturerade intervjuer med individer på chefsposition i den svenska detaljhandeln.   Resultat: Resultaten i denna studie visar att det föreligger ett samband mellan vad som påverkar individen i sin karriärsutveckling och hur karriärsutveckling sker. Den inre drivkraften och den egna personligheten samt familjesituationen är det som främst tycks påverka individernas karriärsutveckling. Resultaten tyder också på att kvinnor inte uppmärksammar glastaket i sin karriärsutveckling och tycks därför inte hindras av glastaket. Denna studies resultat visar också att det som tycks vara viktigast vid rekrytering är att skapa en balans mellan könen, könet tycks därför vara av betydelse vid rekrytering. Studien beskriver även att karriärsutveckling i detaljhandeln tycks starta på en låg nivå i hierarkin och att individerna därefter succesivt avancerar uppåt.   Slutsatser: Det kan konstateras i denna studie att det som påverkar individernas karriärsutveckling är den inre drivkraften och personligheten. Det kan även konstateras att familjesituationen påverkar kvinnor och män i deras karriärsutveckling då partnern tar ett större ansvar för familjen. Kvinnor i detaljhandeln uppmärksammar och hindras inte av glastaket i sin karriärsutveckling och vid rekrytering är homosocial reproduktion inte förekommande, det som är viktigt är att uppnå balans mellan könen. Denna studie kan konstatera att karriärsutveckling i den svenska detaljhandeln startar lågt i hierarkin samt att kvinnor och män startar på ett likartat sätt. / Introduction: Previous studies describe career development as the different directions individuals take in their work. How a career development transpires and what influences individual face is different for women and men. Previous studies show that there are internal and external factors affecting the individual's career development. Further, previous studies also show that family situation and homosocial reproduction also affect an individual's career development. Studies show that women are less likely than men to develop in their careers and that they tend to face gender specific obstacles in their career development. Previous studies show that the reasons why women have difficulties may be due to the glass ceiling. Questions about career development and internal and external factors, about career development and family situation, career development and the glass ceiling as well as career development and homosocial reproduction is therefore to be answered. The issues regarded in this study are; how does career development of women and men in the retail sector in Sweden evolves to reach a management position? What affect men and women in their career development in the retail sector in Sweden?   Aims: The overall aim of the study is to describe and to create understanding of how women and men in the retail sector develop in their careers and what influences career development. The aim is also to compare whether there are any similarities alternatively differences between women and men in their career development into a management position.   Method: A qualitative study with a comparative design in which empirical data is collected through semi-structured interviews with individuals in management positions in the Swedish retail sector.   Results: The results of this study show that there is a connection between what affect the individual in their career development and how career development occur. One's own personality, the inner urge and the family situation is what primarily affect their career development. The results also suggest that women are not obstructed in their career development by the glass ceiling in their career development. This study shows that what was considered the most important in recruitment is to create a balance between the sexes, not to recruit a specific gender. The study shows that a career development in the retail sector starts at a low level in the hierarchy and that individuals evolve gradually thereafter.   Conclusions: The indications that affect individuals' career development are the internal driving force and personality. It is also evident that the family situation affects men and women in their career development since the partner is taking more responsibility. Women in retail doesn’t notice and are not obstructed by the glass ceiling in their career development and the recruitment isn’t affected by homosocial reproduction, it is important to achieve gender balance. This study finds that career development in the Swedish retail sector starts low in the hierarchy and that woman and men will start in a similar way.

Thesis (MPA) --University of Limpopo, 2013 / The purpose of the study is to explore the views of educators with regard to the promotion of female educators to management positions at primary schools in Lulekani Circuit in the Mopani District, Limpopo Province. Specifically, this research sought to identify the factors perceived by both men and women in management positions and those who are not in management positions to be the cause of the ongoing under-representation of women at school management level. At present there are many more female educators at primary schools in the Lulekani Circuit than there are male educators. However, to date in the circuit there are many more male educators occupying management positions at these primary schools than there are females. A qualitative research method in the form of semi-structured face-to face interviews was used in this study to investigate the perceived and actual barriers and challenges which impede the promotion of female educators to management positions at primary schools in the Lulekani Circuit in the Mopani District, Limpopo Province. Twenty participants, who included both male and female educators, from five primary schools participated in one-on-one, face-to-face interviews for the purpose of this study. The sample included educators who occupy management positions (principals, deputy principals and heads of departments) and those who do not occupy management positions. The study revealed that the under-representation of female educators in management position is a highly complex issue which is influenced by factors ranging from women’s lack of confidence, lack of support from colleagues and family, gender stereotyping, family commitments and pressure from conflicting roles. The exclusion of female educators from management positions is matter of concern because, not only does it exclude a significant section of the South African community from participating in decisions that directly affect them, but it also violates the principles of equality and of the creation of a non-sexist society which are enshrined in the South African Constitution. It is recommended that urgent steps be taken by all stakeholders to ensure equal representation of both male and female educators in management positions at schools. Keywords: Promotion, management position, barriers, leadership, underrepresentation, Gender, stereotypes, glass ceiling

The purpose of this study is to investigate the managers’ perspective on leadership in relation to the motivation of the employees by an example of a manning and recruitment agencies. This is implemented by framing of two questions; What kind of leadership can be identified by middle managers to motivate their employees? Which motivation factors are relevant to employees based on the perspective of the managers? To answer the question and identify leadership strategies and motivational factors and the relationship in between, we have conducted eight interviews with persons who hold a middle management position. Through a qualitative investigation we have been able to go into depth and had access to these managers reflections, thoughts and experiences. The study is deductive and based on two theories; Two Factor Theory (Herzberg, 1959) and internal and external motivation (Deci &amp; Ryan, 2000). The study also takes into account previous research on motivation and leadership such as adults' motivation for learning and training (Ahl, 2006), the transformative leadership (Guthenberg, 2011), recognition of motivation (Hansen and Hermansson, 2013), and indications of what creates a good workplace (Lindberg and Vineyard, 2012). We have, using empirical data, developed and identified categories based on two themes, leadership and motivation, to answer our question. Empirical evidence shows that the developed categories commitment and presence, leadership coaching, individual and situational leadership, reward, daily work and corporate culture/relationships go hand in hand and are necessary to achieve good leadership to increase motivation. By this we mean that the involvement and presence, coaching, personalised and situational leadership are central to achieve what we have distinguished to be good leadership. While the reward, the daily work and the corporate culture and the relationships within the organisation are essential parameters to get motivated employees based on the manager's approach. We can also see that these two themes are related and interdependent. Based on empirical data, we perceive that the organisation we studied the good leadership is resulting in better conditions for motivated employees.

The making and breaking power of leadership has never been disputable. It is believed to be the single most important factor by which organizations used to exploit opportunities and survive hardships. Despite the fact that all functional areas are not immune to the consequences of good and bad leadership, marketing is uniquely sensitive. Unarguably, all leadership styles are not expected to equally impact marketing performance. A leader of character who inspires followers, helps employees to use their potentials, allows employees to make and fix errors, and pave ways for employee advancement is a one typically needed by organizations. This kind of leader is even more critical for those organizations operating in a brutally competitive market; like the brewing one in Ethiopia. This study is designed to investigate the direct and indirect impact of Transformational Leadership on marketing performance. Moreover, the moderating effect of leaders’ experience and the impact of group difference in leaders’ gender, leaders position and brewery sizes are studied. The unit of analysis are managers and decision makers (committee members) from the four sample breweries (St. George Brewery, Meta Abo Brewery, Raya Brewery, and Habesha Brewery). The data are collected from 211 respondents. In the study, in addition to the data cleaning procedures, all the multivariate data analysis assumptions are ensured. A model is developed and tested using a survey methodology. Four properly validated instruments, one selfdesigned (for marketing performance construct) and three adopted (for transformational leadership, organizational learning, and customer orientation constructs) are used. The validation work is ensured through factor analysis (exploratory and confirmatory). Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) are worked out using SPSS 21 and AMOS 21 packages respectively. Data is analysed through the structural equation modelling technique. Results show that, Transformational Leadership style is positively and significantly associated with marketing performance, organizational learning and customer orientation. Moreover, it is found that Transformational Leadership indirectly and positively impacts marketing performance. Nevertheless, the hypothesized moderation effect of experience for the impacts of Transformational Leadership on customer orientation is failed to be significant. The study contributes a lot by narrowing the wide literature gap existed in the topic area in the context of the developing world. Secondary evidences are strongly discussed on the antecedents and outcomes of Transformational Leadership and marketing performance. Thus, it is the researcher’s belief that now because of this study; value is added to the body of knowledge and the study can benefit practitioners and academicians alike. / Business Management / D.B.L.