Text in Afrikaans / Lofprysing en aanbidding, wat die kern behoort le vorm van elke erediens, omdat God sentraal staan daarin, en wat ook die middelpunt van die erediens van die !ewe behoort le wees, omdat dit die reaksie van dankbaarheid op God se goedheid is, word in die Gereformeerde tradisie heel dik els met groot skeptisisme bejeen. Deels gebeur dit omdat die begrippe "lofprysing" en "aanbidding" dalk nog nie duidelik gedefinieer is nie en daar dikwels baie subjektiewe betekenis daaraan gegee word. Dis 'n groat jammerte omdat dit baie van die vreugde, die hartlikheid en die warmte van byeenkomste van die geloofsgemeenskap ontneem. Verder het dit tot gevolg dat sommige lid mate - en veral jongmense - hulle heil elders gaan soek, waar hulle behoeftes aangespreek word. Aangesien hierdie 'n studie is wat fokus op die Skriftuurlike en teologiese begronding van lofprysing en aanbidding, asook die behoeftes van jongmense, word aandag geskenk aan belangrike tendense wat 'n invloed uitoefen op hulle behoeftes, voor- en afkeure en algemene lewensuitkyk. Sake wat aan die orde kom is onder andere kultuur - met verwysing na subkulture en pop-kultuur - die sogenaamde Generasieteoriee en spiritualiteitstipes. Laastens word aanbevelings gemaak oor hoe gemeentes en kerke, met in agneming van veral die behoeftes van jongmense, lofprysing en aanbidding op 'n Skriftuurlike en teologiese verantwoorde wyse kan beplan en aanbied, terwyl jongmense in die proses bemagtig word om mede-verantwoordelikheid daarvoor te aanvaar. / Praise and worship, central to every church service, as a grateful response to God's goodness and mercy, is frequently met with scepticism within the Reformed tradition. This is, partly, due to different definitions, resulting in a variety of subjective interpretations. It deprives the faith community of the joy and warmth expected to be experienced at gatherings. It furthermore results in youth having to seek alternative pastures for their specific needs. This research focuses on the Scriptural and theological foundation of praise and worship, as well as the needs of the youth, relevant trends influencing their needs, their preferences and dislikes as well as their attitude towards life in general. Aspects such as culture and the so called Generational theories and types of spirituality will come under scrutiny. Lastly recommendations are made for planning and presentation of Scriptural sound praise and worship, whilst, at the same time, empowering them to take joint responsibility. / Philosophy, Practical & Systematic Theology / M. Diac. (Jeugwerk)

Title: Fashion Killa: A study on teenager’s attitudes towards luxury fashion clothing brands. Bachelor Thesis 15HP in Business Economics (Marketing) Halmstad University School of Business, Engineering and Science  Supervisor: Thomas Helgesson Examiner: Venilton Reinert Purpose: The purpose of this essay is to examine the underlying factors that affect teenager’s attitudes towards luxury fashion clothing brands. Research question: What are the underlying factors that affects the attitudes of teenager ́s towards luxury fashion clothing brands? Literature review: The literature review introduces the theories and previous findings regarding the underlying factors that can be connected to our research question and explanation on the chosen generations as this study is supposed to relate to. Frame of reference: In these sections, our main investigation topic will be explained briefly what literatures explain and approach this matter. Our investigation topic “attitudes” have a meaningful role in this paper and it is defined in these sections as well is our choice of model. In the end of this chapter, we present our hypothesis which is based on our chosen model. Method: Based on the literature review and frame of reference a quantitative study was created where 408 Swedish respondents within the generation Z participated. Empirical findings: The survey consisted of 25 statements and questions as regard to our theories and could easily be connected to our chosen model. A Likert-scale from 1-5 was used so the respondents easy could fill in on what level they agreed or disagreed to. Conclusion: The conclusion on this study is that affect which are one of the three components that builds up attitudes. It is the component that positively influence teenagers the most. We can also see that social media have a great positive impact on their attitudes followed by luxury marketing and psychological benefits.

Employer branding är ett omfattande begrepp som används i många organisationer. Syftet med denna studie är att beskriva hur kommuner använde sig av employer branding utifrån att behålla och attrahera kompetens. Genom en kvalitativ semistrukturerad intervju med 20 frågor som utformades utifrån vår teoretiska referensram, samlades data in från fem olika HR befattningar i varierande åldrar och kön från 5 kommuner. Dessa kommuner låg i samma geografiska område. Vi gjorde intervjuerna på plats förutom från en respondent som gjordes på Skype. Efter intervjuerna så analyserades data med hjälp av vår teoretiska referensram. Genom empirin identifierades teman som utgick employer branding för att attrahera och behålla kompetens. Samt utmaningar som finns i kommunerna och hur dessa hanteras genom employer branding. Därefter kunde kategorier urskiljas utifrån temat hur kommuner använder sig av employer branding, vilket var varumärken, extern och intern branding. Utifrån det andra temat utmaningar kunde kategorierna urskilja ett rekryteringsbehov utifrån demografi, fördomar gentemot offentlig verksamhet och problematiken att attrahera unga och nyutexaminerade.Genom den empiriska analysen och slutsatsen visade sig att kommunerna använde sig av exponering i fysisk form och på digitala plattformar för en extern employer branding. Genom att få sin personal att trivas, införa ambassadörskap i organisationen och använda aspekter ur talent management som kompetensutveckling, så användes intern employer branding. Utmaningarna hos kommunerna var att kunna informera externt och internt om hur offentlig verksamhet arbetar, attrahera mer unga genom incitament och olika plattformar samt hitta tillvägagångssätt för att få människor att arbeta heltid istället för deltid. / Employer branding is a comprehensive concept used in many organizations. The purpose of this study is to describe how municipalities used employer branding to retain and attract competence. This was done through a qualitative semi-structured interview with 20 questions. The questions were designed based on our theoretical frame of reference. The data was collected from five different HR positions in varying ages and gender, originated from five different municipalities. These municipalities were in the same geographical area. The interviews was made in person apart from one interview which was done on Skype. After the interviews, the data was analysed using our theoretical frame of reference. Through empirics, themes were identified that were based on the koncept employer branding to attract and retain skills and what challenges exists and how they are handled through employer branding. Subsequently, categories could be distinguished based on the theme how municipalities use employer branding, which was branding, external and internal branding. Based on the second theme challenges, the categories were able to distinguish a need for recruitment based on demographics, prejudices against public activities and to attract young and new graduates.Through the empirical analysis and conclusion, it turned out that the municipalities used exposure in physical form and on digital platforms for an external employer branding. By getting their employees thriving, introducing ambassadorship in the organization and using aspects from talent management as competence development, internal employer branding was used. The challenges faced by the municipalities and how they are handled through employer branding were to inform externally and internally about how public activities work, attract more young people through incentives and different platforms and find ways of getting people to work full time instead of part-time.

What makes a person willing to leave their job? What makes an employment sustainable?Research have been conducted to explain employee turnover based on three different aspects; a person’s intent to leave, company failure to satisfy the employee’s expectations of the work and sustainable employment. This thesis aimed to investigate work values, employee turnover intention and sustainable employment among the Millennial generation at Company X, a Swedish company working with logistics (n = 59). The millennial generation in this study were defined as people born between 1979-1994. The participants were divided into three age groups: under 24 years of age, between 24 and 39 years and over 39 years. The study applied a combined qualitative and quantitative method. The Copenhagen Psychosocial Questionnaire II (COPSOQ) was used and analyzed using ANOVA and regression analysis. Four supplementary semi-structured interviews were conducted, and the data was analyzed using thematic analysis. The quantitative results showed no significant difference between age groups and the COPSOQ dimensions except on the scale Health and Wellbeing. Work and Private life predicted sustainable employment and Cooperation and Leadership significantly predicted turnover intention. Results from the qualitative data helped to identify the underlying causes for sustainable employment and turnover intention. Conclusion: The study suggested that individual factors better explain sustainable employment and turnover intention at Company X rather than generational differences. / Vad gör en person villig att säga upp sig? Vad gör en anställning hållbar? Forskning har gjorts för att förklara personalomsättning baserat på tre aspekter; personens avsikt att lämna, arbetsgivarens misslyckade försök att uppfylla anställdas förväntningar av arbetet och hållbar anställning. Den här studien syftade till att undersöka arbetsvärderingar, personalomsättning och hållbar anställning bland millenniegenerationen på Företag X, ett logistikföretag i Sverige (n = 59). Millenniegeneration definieras i som personer födda mellan 1979 - 1994. Deltagarna blev indelade i åldersgrupperna under 24 år, mellan 24 och 39 år, över 39 år. Studien tillämpade en kombinerad kvantitativ och kvalitativ metod. Copenhagen Psychosocial Questionnaire II (COPSOQ) användes och data analyserades genom ANOVA och regressionsanalys. Fyrakompletterande semi-strukturerade intervjuer genomfördes och data analyserades med tematisk analysmetod. Resultaten från de kvantitativa analyserna visade ingen signifikant korrelation mellan åldersgrupper och COPSOQ dimensionerna förutom på skalan Hälsa och Välbefinnande. Arbete och Privatliv var en signifikant prediktor för hållbar anställning och Samarbete och Ledning var en signifikant prediktor för personalomsättning. Resultat från kvalitativa data bidrog till att identifiera de underliggande orsakerna till hållbar anställning och personalomsättning. Slutsats: Studien föreslog att individuella faktorer kan förklara hållbaranställning och personalomsättning hos Företag X bättre än vad generationsskillnader kan.

Millennials are growing within the workforce, but they are becoming difficult to attract and retain for longer than two years at a time. In addition, Millennials have generational-specific values that are different than their predecessors. Identifying and applying these workplace expectations to organizational policies have made it challenging for leaders to appeal to this generation. Millennials desire five aspects from their workplace: work with a purpose, to be their own boss or work for a boss that is a mentor, a collaborative work environment, flexible work schedules, and work-life integration and/or work-life balance. Using a survey research method, this thesis outlines how Millennials appreciate these values in a workplace and, because of this appreciation, employers and recruiters should consider them for attrition and recruitment purposes. This thesis also examines why the assumption that Millennials are job hoppers who would rather work for themselves than an established corporation is unfounded. Finally, this thesis finds that the risk aversion trait Millennials possess affects their potential for decision making regarding their career that this trait can be used by organizations to market communication positions to this generation.

Text in Afrikaans / Lofprysing en aanbidding, wat die kern behoort le vorm van elke erediens, omdat God sentraal staan daarin, en wat ook die middelpunt van die erediens van die !ewe behoort le wees, omdat dit die reaksie van dankbaarheid op God se goedheid is, word in die Gereformeerde tradisie heel dik els met groot skeptisisme bejeen. Deels gebeur dit omdat die begrippe "lofprysing" en "aanbidding" dalk nog nie duidelik gedefinieer is nie en daar dikwels baie subjektiewe betekenis daaraan gegee word. Dis 'n groat jammerte omdat dit baie van die vreugde, die hartlikheid en die warmte van byeenkomste van die geloofsgemeenskap ontneem. Verder het dit tot gevolg dat sommige lid mate - en veral jongmense - hulle heil elders gaan soek, waar hulle behoeftes aangespreek word. Aangesien hierdie 'n studie is wat fokus op die Skriftuurlike en teologiese begronding van lofprysing en aanbidding, asook die behoeftes van jongmense, word aandag geskenk aan belangrike tendense wat 'n invloed uitoefen op hulle behoeftes, voor- en afkeure en algemene lewensuitkyk. Sake wat aan die orde kom is onder andere kultuur - met verwysing na subkulture en pop-kultuur - die sogenaamde Generasieteoriee en spiritualiteitstipes. Laastens word aanbevelings gemaak oor hoe gemeentes en kerke, met in agneming van veral die behoeftes van jongmense, lofprysing en aanbidding op 'n Skriftuurlike en teologiese verantwoorde wyse kan beplan en aanbied, terwyl jongmense in die proses bemagtig word om mede-verantwoordelikheid daarvoor te aanvaar. / Praise and worship, central to every church service, as a grateful response to God's goodness and mercy, is frequently met with scepticism within the Reformed tradition. This is, partly, due to different definitions, resulting in a variety of subjective interpretations. It deprives the faith community of the joy and warmth expected to be experienced at gatherings. It furthermore results in youth having to seek alternative pastures for their specific needs. This research focuses on the Scriptural and theological foundation of praise and worship, as well as the needs of the youth, relevant trends influencing their needs, their preferences and dislikes as well as their attitude towards life in general. Aspects such as culture and the so called Generational theories and types of spirituality will come under scrutiny. Lastly recommendations are made for planning and presentation of Scriptural sound praise and worship, whilst, at the same time, empowering them to take joint responsibility. / Philosophy, Practical and Systematic Theology / M. Diac. (Jeugwerk)

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No description available.

This diploma thesis provides an overview of current trends in firm culture of companies and their context. The theoretical part specifies the field of civil engineering, defines the concept of corporate culture and enriches it with existing approaches to management and determination of the form of corporate culture. The empirical part includes research that identifies changes in corporate culture related to the Y, Z generations on the labor market, and to what extent they meet the requirements of the corporate environment. The result of the thesis is evaluation, SWOT analysis of "millennials" and proposals for solutions.

La presente investigación tiene como objetivo principal determinar si existe relación entre la reciprocidad de la comunidad, la distancia social afectiva, y la receptividad de la comunidad en la recomendación online de productos de ropa femenina en las redes sociales de Facebook e Instagram, en las mujeres de 21 a 35 años de edad y que residen en los distritos de Surquillo, Barranco y San Juan de Miraflores en Lima Metropolitana. Para ello, se realizó un estudio con un enfoque mixto, ya que emplea una metodología cuantitativa y cualitativa. Se empleó un estudio descriptivo y correlacional para determinar la relación entre las variables (reciprocidad de la comunidad, distancia social afectiva, receptividad de la comunidad y recomendación de productos) y para determinar un patrón predecible en nuestro segmento de interés. Asimismo, se realizó una entrevista a profundidad a una experta en el rubro de la moda para poder validar nuestros objetivos e hipótesis. Se realizaron 4 entrevistas a influencers o bloggers de moda, quienes también cumplen un rol importante en la generación de recomendaciones online, con la finalidad de obtener información relevante sobre nuestro segmento de interés. A su vez, se realizó un análisis factorial confirmatorio con la finalidad de validar la teoría propuesta en el marco teórico. Finalmente, se aplicó una encuesta a una muestra de 382 personas, donde se recabó la información necesaria para realizar el análisis estadístico e inferencial respectivo. / The main objective of this research is to determine if exits or not a relationship between community reciprocity, affective social distance, community receptivity influence, and the online recommendation of women's clothing products on Facebook and Instagram, in women between 21 and 35 years old and who reside in Surquillo, Barranco and San Juan de Miraflores districts in Lima Metropolitana. For this, we made a mixed approach study, since it uses a quantitative and qualitative methodology. A descriptive and correlational study was used to measure the relationship between the variables (community reciprocity, affective social distance, community receptivity, and product recommendation) and it was used to determine a predictable pattern in our segment of interest. Furthermore, we made an in-depth interview that was conducted with an expert from the fashion industry in order to validate our objectives and hypotheses. We made four interviews that were conducted with influencers or fashion bloggers, who also play an important role in generating online recommendations, in order to obtain relevant information about our segment of interest. In turn, a confirmatory factor analysis was performed to validate the theory proposed within theoretical framework. Finally, a survey was applied to a sample of 382 individuals, where the necessary information was collected to carry out the respective statistical and inferential analysis. / Tesis