The purpose of this study was to evaluate the effect of a three-day session using an integrated didactic and experiential approach for training in interpersonal skills for sheltered workshop supervisors.

The aim of the study is to examine the possibilities and limits that the employees working in sheltered workshops perceive as they work with individual clients. Thus, in order to get a better understanding of which strategies are achieving the goal of insertion in the labor market. From a qualitative approach, the study was conducted through six interviews with representatives currently working in sheltered workshops in a community situated in the south of Sweden. The results of the study relates to the process known as ”role exit” theory of Ebaugh, new institutional theory of Johansson and Svensson, Johnsson and Laanemets. Further, accounts theory of Scott and Lyman and Knutagård were used to analyze our data. The study shows that the employees plays an important role in the process which individuals with disabilities go through in order to be established in the labor market. Additional, the study shows that there are limits related to both the capability of the individual and the lack of resources. In conclusion, the study shows that there are no explicit strategies to reach from the sheltered workshop to the labor market.

The goal of the thesis is to carry out the comparison of distribution chains in the chosen sheltered workshops with respect to the present system of distribution, the used distribution parts and setting of material and information flow in these workshops. The component goal of the thesis is to carry out the comparison of logistic activities realized in the distribution parts of the logistic chain in the researched sheltered workshops.

本文以組織社會學的制度邏輯觀點，作為探究國內「障礙就業服務場域」變遷，以及其中非營利身心障礙組織回應策略的理論基礎。首先，在場域層次的部分，本研究以職業重建服務系統的建構作為討論的主軸，依據次級資料與深度訪談的分析結果，將制度場域的變遷過程區分為三個主要的階段，分別是：福利服務時期(1980-1995)、制度建構時期(1996-2005)、以及系統轉型時期(2006-2015)。其次，在組織層次的部分，則進一步透過回顧兩家個案對象的發展歷程，說明傳統非營利身心障礙組織面對環境變化時，如何依據自身組織特質而提出相對應的行動策略。最後，本文亦試圖解釋的是，近年來備受關注的「社會企業」概念，是如何自該場域變遷的過程中浮現，其中的非營利組織又是如何實踐與認知所謂社會企業模式的轉型與發展策略。從而期待藉由上述的分析結果，提供國內身心障礙領域社會企業發展的初步觀察框架。 因此，本文在個案研究裡，以「伊甸社會福利基金會」與「喜憨兒社會福利基金會」作為主要的分析對象，結合場域變遷過程的討論，指出兩家成立於不同時期的非營利組織，在投入就業服務的動機層面上，皆為回應身障者社群的社會參與需求，產業化的目標則在於爭取足夠的服務資源以利組織的生存與發展。然而近年來，隨著公部門引進的經營管理邏輯，以及其與就業服務績效之間的連結，都再一次強化了第三部門內部日益激烈的資源競逐關係。故為了維持組織的競爭優勢，「社會企業」的概念模式，繼而成為他們用以回應環境變遷的轉型策略與發展目標。從而，本文最後嘗試說明的是，一種伴隨組織回應行動而浮現的社會發展邏輯，以及其所可能帶來的預期之外的影響後果。

The subject of the diploma thesis is to design reclamation of brownfield PERLA 01 in Ústí nad Orlicí. The construction program consists conversion of existing building to assembly hall, gallery, tourist centre, sheltered workshop, rentable space, office building. New building is Start up centre. The project design a character of public space and a new square.