<p>Syfte</p><p>Syftet har varit att undersöka vilka faktorer som påverkar lönen för idrottslärare i Stockholmsregions grundskolor. Våra frågeställningar var:</p><p>• Hur efterlevs ÖLA 00 ute på de utvalda grundskolorna, enligt idrottslärare och rektorerna?</p><p>• Vilka faktorer påverkar idrottslärarnas löner på de utvalda grundskolorna, enligt idrottslärarna och rektorerna?</p><p>• Finns det skillnader mellan vilka faktorer som idrottslärare och rektorer anser påverkar idrottslärarnas löner på de utvalda grundskolorna?</p><p>• Kan humankapitalteorin förklara vilka faktorer som påverkar idrottslärarnas löner?</p><p>Metod</p><p>Vi har använt oss av en enkätundersökning där majoriteten av frågorna var kvantitativa med fasta svarsalternativ men vi hade också några kvalitativa frågor för att få öppnare svar. Vårt urval bestod av idrottslärare och rektorer ifrån 55 utspridda kommunala grundskolor i 25 kommuner i Stockholmsregionen. Dessa samarbetade med Idrottshögskolan avseende den verksamhetsförlagda utbildningen under år 2004. Vi har totalt skickat ut 121 enkäter (67 idrottslärare, 54 rektorer) och har fått in 68 svar (56 %).</p><p>Resultat</p><p>En femte del (21 %) av idrottslärarna anser sig inte ha en individuell lönesättning. Mer än en fjärdedel (27 %) av idrottslärarna har inte en årlig löneöversyn eller ett årligt lönesamtal/utvecklingssamtal med sin rektor. Idrottslärarna upplever och rektorerna anser att de viktigaste faktorerna när lönen bestäms är pedagogisk förmåga, god samarbetsförmåga, att kunna engagera och social kompetens. Det finns signifikanta skillnader mellan vad idrottslärarna upplever och vad rektorerna anser bestämmer idrottslärarnas löner i faktorerna faktisk ämneskunskap, ekonomi (skola/kommunen), uppnådda mål i verksamheten och kön.</p><p>Slutsats</p><p>Av våra resultat kan vi dra slutsatsen att ÖLA 00 inte efterlevs på alla skolor i vår undersökning. Humankapitalteorin kan förklara vilka faktorer (se ovan) som bestämmer idrottslärarnas löner. Faktorer som åskådliggör individens egenskaper och färdigheter påverkar idrottslärarnas löner enligt vår undersökning. Vår undersökning kan skapa en medvetenhet över vad som påverkar idrottslärarnas löner och därigenom skapa förutsättningar till en individuell lön, den lön du är värd.</p> / <p>Aim</p><p>The aim of this study is to examine which factors influence the wage for physical education teachers (PE-teacher) in comprehensive schools in the region of Stockholm. Our questions are</p><p>• How is ÖLA 00 followed in the selected comprehensive schools, according to PE-teachers and headmasters?</p><p>• What factors influence the PE-teachers wages in the selected comprehensive schools, according to PE-teachers and headmasters?</p><p>• Are there differences between what factors the PE-teachers and the headmasters consider influence the PE-teachers wages in the selected comprehensive schools?</p><p>• Could human-capital theory explain what factors influence the PE-teachers wages?</p><p>Method</p><p>We have used a survey where the majority of questions were quantitative with fixed answering alternatives, but we have also used some qualitative questions to receive more open answers. Our selection consisted of PE-teachers and headmasters from 55 comprehensive schools in 25 communities in the Stockholm region who have collaboration with Stockholm University collage of Physical Education and Sports. In total 121 surveys (67 PE-teachers, 54 headmasters) were sent out and 68 answers (56 %) were received.</p><p>Results</p><p>One fifth (21 %) of the PE-teachers consider themselves not to have an individual setting of wages. More than one fourth (27 %) of the PE-teachers have no annual wage review or any annual wage discussion/development discussion with their headmaster. The PE-teachers experiences and the headmasters consider that the most important factors when the wages level is pedagogic ability, good cooperation ability, the ability to engage and social competence. There are significant differences between what PE-teachers experience and headmasters consider in the factors real subjects competence, economy (school/communities), reached goals in the school and gender.</p><p>Conclusions</p><p>The conclusion of our result is that ÖLA 00 is not followed in all of the schools in our study. Human-capital theory can explain which factors that decide the PE-teachers wages. Factors, which show the individual quality and skills, influence the PE-teachers wages according to our study. Our study could create awareness for the need of influence of the wage setting for PE-teachers, and be this create conditions for an individual wage; a wage you are worth.</p>

"Effects of Changes in the Unemployment Insurance Eligibility Requirements on Job Duration — Swedish Evidence" This paper investigates the impact of the unemployment insurance (UI) entrance requirement on employment duration among earlier unemployed in Sweden. I exploit changes in the rule taking place in 1994 and 1997 to study behavioural adjustments in the timing of job separation between 1992, 1996, and 1998. Performing across-year analyses, I find evidence of clustering of job exits at the time of UI qualification. By using predicted hazard rates for each week, I calculate an approximate 2.9-week extension in average employment duration between 1996 and 1998 due to the 5-week prolonging of the entrance requirement. "Job-search Assistance Using the Internet – Experiences from a Swedish Randomised Experiment" This paper reports the experience from a randomised experiment offering voluntary job-search assistance on the Internet to job seekers at Swedish public employment offices. The purpose is to, i) investigate to what extent the evaluation design manages to avoid common difficulties in experimental evaluation, ii) assess the effect of the programme on the employment outcome, and iii) use the nonbiased experimental results as a benchmark evaluating the performance of frequent nonexperimental estimators. I find that the evaluation design successfully circumvents inherent difficulties in the experimental approach, such as ethical concerns, bureaucratic behaviour and randomisation bias. However, the voluntariness of the programme caused severe compliance problems in terms of both no-shows and dropouts. This is accounted for by analysing the effect of the “intent-to-treat” (the policy parameter of most interest), which is close to zero. Studying the effects of various doses of actual treatment, using an nonexperimental instrumental variable model, I fail to reject the hypothesis of a zero programme effect. Finally, a methodological comparison suggests that standard nonexperimental techniques succeed in reproducing the nonbiased experimental results. "Are there Pre-programme Effects of Swedish Active Labour Market Policies – Evidence from Three Randomised Experiments" This paper takes advantage of unique experimental data from three demonstration programmes in 2004 to investigate pre-programme incentive effects of active placement efforts at the employment offices in Sweden. The exit rate from unemployment between referral to and start of the programme services is compared between UI eligible experiment and control group members. The results are mixed. In one of the experiments, targeted towards a broad group of UI receivers, arranged job-search activities in groups combined with increased monitoring of job-search efforts generated a 38 per cent increase in the escape rate from unemployment in the weeks leading up to programme start. This translates into an almost two-week reduction of the ongoing UI spell. Referrals to increased monitoring alone did not have the same effect on exit behaviour. In the other two experiments, targeted towards youth and highly educated respectively, referrals to active placement efforts had no effect on the pre-programme outflow.

Syftet med denna studie är att öka förståelsen för hur värderingar kan användas som styrmedel och dessutom klarlägga dess fördelar och nackdelar sett ur ett medarbetarperspektiv. Vi kommer i vår undersökning ta reda på vilken funktion värderingarna har på ett företag och dessutom undersöka hur de anställda på företaget upplever användandet av värderingar. Eftersom syftet med undersökningen är att öka vår förståelse för fenomenet värderingar valde vi att använda oss av en kvalitativ metod. Studien är gjord på ett företag i tjänstesektorn som vill vara anonymt, och vi har sammanlagt genomfört sju intervjuer, där en av intervjuerna hölls med en representant från ledningen. Genom att diskutera och resonera kring ämnet värderingar har respondenterna hjälpt oss att svara på våra frågeställningar som vi presenterar i olika kategorier som urskiljt sig ur vårt insamlade material. Slutligen diskuterar vi själva resultatet och presenterar de slutsatser vi kommit fram till. Syftet med denna studie är att öka förståelsen för hur värderingar kan användas som styrmedel och dessutom klarlägga dess fördelar och nackdelar sett ur ett medarbetarperspektiv. Vi kommer i vår undersökning ta reda på vilken funktion värderingarna har på ett företag och dessutom undersöka hur de anställda på företaget upplever användandet av värderingar. Eftersom syftet med undersökningen är att öka vår förståelse för fenomenet värderingar valde vi att använda oss av en kvalitativ metod. Studien är gjord på ett företag i tjänstesektorn som vill vara anonymt, och vi har sammanlagt genomfört sju intervjuer, där en av intervjuerna hölls med en representant från ledningen.Genom att diskutera och resonera kring ämnet värderingar har respondenterna hjälpt oss att svara på våra frågeställningar som vi presenterar i olika kategorier som urskiljt sig ur vårt insamlade material. Slutligen diskuterar vi själva resultatet och presenterar de slutsatser vi kommit fram till.

One of the growing agricultural subsectors in developing countries is livestock. Livestock and livestock products account for a third of the agricultural gross output. However, the lack of viable livestock market information systems to increase efficiency of markets and support the decision making of traders, pastoralists, and policy makers are still an obstacle for a full development of this subsector. It is along these lines that the USAID, through the Global Livestock-Collaborative Research Support Program, supported the introduction of livestock market information systems in Kenya and Tanzania in 2003, and later in Mali in 2007. The overall objective of the dissertation is to test for cattle markets integration in three African developing countries of Mali, Kenya, and Tanzania. One way of assessing the efficiency of market and the impacts of liberalization policies is to test for market integration and price transmission. We also analyzed price leadership among the markets in each of the three case studies. Autoregressive models (vector autoregressive models and error correction model) were used to determine the level of cattle market integration. The results show a low level of cattle markets integration in Mali. The cattle markets in Mali are more-or-less independent with regard to price transmission among markets. Kenya cattle markets showed a good level of integration among the markets. Chepareria market in the Rift Valley region (west) seemed to lead other markets in price signal transmission. Tanzanian cattle markets exhibited a higher level of integration with Pugu market, in Dar es Salaam, leading other cattle markets in price signal transmission. In conclusion, the cattle markets in Tanzania and Kenya appeared to have a relatively higher level of market integration compared to the cattle markets in Mali. There is a reasonable belief that the time the livestock market information system has been in place, in each country, played a role in the market integration process. More time and better communications seem to have allowed the market actors to learn arbitrage skills and strengthen their trade relationships that ultimately led to the market integration.

No description available.

Syfte Syftet har varit att undersöka vilka faktorer som påverkar lönen för idrottslärare i Stockholmsregions grundskolor. Våra frågeställningar var: • Hur efterlevs ÖLA 00 ute på de utvalda grundskolorna, enligt idrottslärare och rektorerna? • Vilka faktorer påverkar idrottslärarnas löner på de utvalda grundskolorna, enligt idrottslärarna och rektorerna? • Finns det skillnader mellan vilka faktorer som idrottslärare och rektorer anser påverkar idrottslärarnas löner på de utvalda grundskolorna? • Kan humankapitalteorin förklara vilka faktorer som påverkar idrottslärarnas löner? Metod Vi har använt oss av en enkätundersökning där majoriteten av frågorna var kvantitativa med fasta svarsalternativ men vi hade också några kvalitativa frågor för att få öppnare svar. Vårt urval bestod av idrottslärare och rektorer ifrån 55 utspridda kommunala grundskolor i 25 kommuner i Stockholmsregionen. Dessa samarbetade med Idrottshögskolan avseende den verksamhetsförlagda utbildningen under år 2004. Vi har totalt skickat ut 121 enkäter (67 idrottslärare, 54 rektorer) och har fått in 68 svar (56 %). Resultat En femte del (21 %) av idrottslärarna anser sig inte ha en individuell lönesättning. Mer än en fjärdedel (27 %) av idrottslärarna har inte en årlig löneöversyn eller ett årligt lönesamtal/utvecklingssamtal med sin rektor. Idrottslärarna upplever och rektorerna anser att de viktigaste faktorerna när lönen bestäms är pedagogisk förmåga, god samarbetsförmåga, att kunna engagera och social kompetens. Det finns signifikanta skillnader mellan vad idrottslärarna upplever och vad rektorerna anser bestämmer idrottslärarnas löner i faktorerna faktisk ämneskunskap, ekonomi (skola/kommunen), uppnådda mål i verksamheten och kön. Slutsats Av våra resultat kan vi dra slutsatsen att ÖLA 00 inte efterlevs på alla skolor i vår undersökning. Humankapitalteorin kan förklara vilka faktorer (se ovan) som bestämmer idrottslärarnas löner. Faktorer som åskådliggör individens egenskaper och färdigheter påverkar idrottslärarnas löner enligt vår undersökning. Vår undersökning kan skapa en medvetenhet över vad som påverkar idrottslärarnas löner och därigenom skapa förutsättningar till en individuell lön, den lön du är värd. / Aim The aim of this study is to examine which factors influence the wage for physical education teachers (PE-teacher) in comprehensive schools in the region of Stockholm. Our questions are • How is ÖLA 00 followed in the selected comprehensive schools, according to PE-teachers and headmasters? • What factors influence the PE-teachers wages in the selected comprehensive schools, according to PE-teachers and headmasters? • Are there differences between what factors the PE-teachers and the headmasters consider influence the PE-teachers wages in the selected comprehensive schools? • Could human-capital theory explain what factors influence the PE-teachers wages? Method We have used a survey where the majority of questions were quantitative with fixed answering alternatives, but we have also used some qualitative questions to receive more open answers. Our selection consisted of PE-teachers and headmasters from 55 comprehensive schools in 25 communities in the Stockholm region who have collaboration with Stockholm University collage of Physical Education and Sports. In total 121 surveys (67 PE-teachers, 54 headmasters) were sent out and 68 answers (56 %) were received. Results One fifth (21 %) of the PE-teachers consider themselves not to have an individual setting of wages. More than one fourth (27 %) of the PE-teachers have no annual wage review or any annual wage discussion/development discussion with their headmaster. The PE-teachers experiences and the headmasters consider that the most important factors when the wages level is pedagogic ability, good cooperation ability, the ability to engage and social competence. There are significant differences between what PE-teachers experience and headmasters consider in the factors real subjects competence, economy (school/communities), reached goals in the school and gender. Conclusions The conclusion of our result is that ÖLA 00 is not followed in all of the schools in our study. Human-capital theory can explain which factors that decide the PE-teachers wages. Factors, which show the individual quality and skills, influence the PE-teachers wages according to our study. Our study could create awareness for the need of influence of the wage setting for PE-teachers, and be this create conditions for an individual wage; a wage you are worth.

University of Macau / Faculty of Science and Technology / Department of Mathematics

Photo of the Guardalavaca market place in Cuba taken by second year Communication student Samantha Essai.

The focus on diversity is relatively new in the Norwegian labor market but its expansion is comparable to other European countries. Due to the changing contours of the population outlook in Norway and the large demand of labor, there is a challenge faced by different actors in the processes of formulating and implementing social policies. These confrontations include factors such as qualification, training, facilitation, racism and other forms of discrimination. Along with political and legal measures to ensure fair conditions, there has been an involvement of both public and private sectors in discussions related to these issues and how they can be talked. Due to this, a number of organizations such as Posten Norway AS, Telenor ASA, Statoil ASA, Stormberg and Dalpro have embarked on strategic measures focusing on how to deal with the diversity problematic in their respective firms. These organizations are both publicly and privately owned. This paper engaged in an exploration of these strategies by closely relating to a research project at the Norwegian University of Science and Technology, NTNU Social Research Limited in the report "Why Diversity" (Berg, Thorshaug,Garvik,Svendsen and Øiaas, 2012). The case studies of the named organizations were chosen based on their working strategies parallel to diversity variations, diversity management, the size of the organization, and industrial affiliation. The data collection from the companies was based on interviews with Human Resource personnel and diversity managers. Other sources of data included public documents from the studied organizations. This paper discusses how employers in the private and public entities choose to use diversity work as a strategy. John Wrench’s theory of "Diversity Management" is used to analyze the applied strategies through the various measures. A qualitative approach was employed and involved conversations and interviews, analysis of the given documents, related literature (both off and online), observation and knowledge gained during the research project. The considered relevant aspects to highlight diversity in this paper, in a broader sense, included immigrants, immigrants in the labor market, as well as political and legal constraints in workplace. The findings in this study are a presentation of the various strategic approaches used by the chosen companies, exploring and discussing their experiences and assessing what enhances or limits a good diversity management.

No description available.