<p>Background: In recent research literature, some researchers mean that companies in fast changing markets have to act proactively while others find that companies have to adapt to conditions and to react. This makes it interesting to study how software companies act strategically and also to study to what extent a flexible organisation is required by companies who proact and by those who react. </p><p>Purpose: The purpose of this thesis is the study how different types of software companies act strategically and what this requires of the company in terms of flexibility. </p><p>Delimitation: The study treats only Swedish software companies with more than ten employees. Proceed of the Study: Representatives from four case companies as well as a consultant have been interviewed. As a complement to the case study, a survey has also been conducted where 36 companies have participated. </p><p>Results: Only one of the four case companies can be said to act proactively. Among the survey companies, there are principally young companies, companies with a leading position on the market and companies that experience high growth that act proactively. Companies that work proactively value to a greater extent than reactive companies a flexibility that is created by visions.</p>

<p>This Project Research is the result of our Master Thesis, which concerns the attitude of sharing knowledge among managers and employees across countries inside a  Multinational Corporation.</p><p>This thesis deals with the question of how multinationals work with knowledge embedded in people which must be transferred within the company itself and among this latter and its subsidiaries.</p><p>According to the premise that knowledge is arguably one of the most important factor in today's economy, the key challenge for companies, therefore, is to develop, apply and then transfer knowledge, in order to improve the competitive advantage. On the bases of it, we would like to analyze the overall transfer knowledge process and from a human resources management point of view, we would like to individuate the stones which block this process and then to discuss the probable implications for multinationals.</p><p>We have chosen <strong>PROACT Group</strong>, a consultancy services, support and systems firm in the fields of storage and archiving as our case study.</p><p>This study involves a survey on thirty-two participants among managers and employees from the eight international subsidiaries of the PROACT Group. We have used a multilevel analysis, including top line level and bottom line level to retrieve comprehensive data on knowledge sharing to do an in-depth analysis of the staff's knowledge sharing in the organization. At bottom line level, this research tries to identify the employee's cognitive feelings of shared knowledge. At top line level, the manager's knowledge sharing behaviours with employees and the factors affecting knowledge sharing behaviours in teams. We also test moderating factors in both levels in order to get the willingness to share their knowledge in the organization.</p><p>This study examines three keys aspects which include transfer knowledge process, culture influences and incentives to deal with the barriers.</p>

This Project Research is the result of our Master Thesis, which concerns the attitude of sharing knowledge among managers and employees across countries inside a  Multinational Corporation. This thesis deals with the question of how multinationals work with knowledge embedded in people which must be transferred within the company itself and among this latter and its subsidiaries. According to the premise that knowledge is arguably one of the most important factor in today's economy, the key challenge for companies, therefore, is to develop, apply and then transfer knowledge, in order to improve the competitive advantage. On the bases of it, we would like to analyze the overall transfer knowledge process and from a human resources management point of view, we would like to individuate the stones which block this process and then to discuss the probable implications for multinationals. We have chosen PROACT Group, a consultancy services, support and systems firm in the fields of storage and archiving as our case study. This study involves a survey on thirty-two participants among managers and employees from the eight international subsidiaries of the PROACT Group. We have used a multilevel analysis, including top line level and bottom line level to retrieve comprehensive data on knowledge sharing to do an in-depth analysis of the staff's knowledge sharing in the organization. At bottom line level, this research tries to identify the employee's cognitive feelings of shared knowledge. At top line level, the manager's knowledge sharing behaviours with employees and the factors affecting knowledge sharing behaviours in teams. We also test moderating factors in both levels in order to get the willingness to share their knowledge in the organization. This study examines three keys aspects which include transfer knowledge process, culture influences and incentives to deal with the barriers.

Background: In recent research literature, some researchers mean that companies in fast changing markets have to act proactively while others find that companies have to adapt to conditions and to react. This makes it interesting to study how software companies act strategically and also to study to what extent a flexible organisation is required by companies who proact and by those who react. Purpose: The purpose of this thesis is the study how different types of software companies act strategically and what this requires of the company in terms of flexibility. Delimitation: The study treats only Swedish software companies with more than ten employees. Proceed of the Study: Representatives from four case companies as well as a consultant have been interviewed. As a complement to the case study, a survey has also been conducted where 36 companies have participated. Results: Only one of the four case companies can be said to act proactively. Among the survey companies, there are principally young companies, companies with a leading position on the market and companies that experience high growth that act proactively. Companies that work proactively value to a greater extent than reactive companies a flexibility that is created by visions.

Under det senaste decenniet har idén om en allmän garanterad inkomst diskuterats av politiker, akademiker och institutioner som ett alternativ för att hantera arbetslöshet och sjukdom. Debatten har på senare tid aktualiserats av den växande andel deltidsanställningar, arbeten med otrygga villkor och utsikterna på den högteknologiska arbetsmarknaden. Att införa en garanterad inkomst har omfattade implikationer ur ett samhällsperspektiv och beslutets förväntade konsekvenser är på förhand osäkra. Uppsatsens syfte är att utifrån ett antal aspekter föreslå hur beslutsfattare kan strukturera beslutsproblemet vid införandet av en garanterad inkomst i Sverige. Grunden för aspekterna är studier och experiment med basinkomst, negativ inkomstskatt och icke förvärvade inkomster. Uppsatsen sammanställer forskning kring olika typer av garanterad inkomst och identifierar ett antal aspekter, utifrån tidigare studier och experiment med basinkomst, negativ inkomstskatt och icke-villkoradeutbetalningar. Uppsatsen presenterar tre garantinivåer och ett nollalternativ, samt visualiserar beslutsproblemets grundläggande struktur.

This thesis gives an example of how decision analytic methods can be applied to choices in the adoption of cloud computing. The lifecycle of IT systems from planning to retirement is rapidly changing. Making a technology decision that can be justified and explained in terms of outcomes and benefits can be increasingly challenging without a systematic approach underlying the decision making process. It is proposed that better, more informed cloud adoption decisions would be taken if organisations used a structured approach to frame the problem to be solved and then applied trade-offs using an additive utility model. The trade-offs that can be made in the context of cloud adoption decisions are typically complex and rarely intuitively obvious. A structured approach is beneficial in that it enables decision makers to define and seek outcomes that deliver optimum benefits, aligned with their risk profile. The case study demonstrated that proven decision tools are helpful to decision makers faced with a complex cloud adoption decision but are likely to be more suited to the more intractable decision situations.