Thesis (doctoral)--Göteborgs universitet, 1997. / Added page with English abstract inserted. Includes bibliographical references (p. 395-405).

Originally presented as the author's Thesis (doctoral)--Uppsala universitet, 2003. / Abstract in English. Includes bibliographical references (p. 362-367).

Thesis (Ph. D.)--Uppsala University, 2002.

Thesis (doctoral)--Universitetet i Lund, 1983. / ACQ MSG: E 49-140. Extra t.p. with thesis statement and English abstract inserted. Summary in English. Includes indexes. Bibliography: p. 196-209.

Thesis (doctoral)--Göteborgs universitet, 1997. / Added page with English abstract inserted. Includes bibliographical references (p. 395-405).

Thesis (doctoral)--Helsingin yliopisto, 1992. / Summary in English and German. Includes bibliographical references (p. 236-272) and index.

Globalization has affected nearly all aspects of life as people gain mobility to cross national borders and live in different countries. Along with the other developed countries, Sweden has become a popular destination for immigration contributing to the phenomenon of immigrant entrepreneurship. Naturally, these type of entrepreneurs are exceedingly susceptible to various factors that impact business development. This thesis will investigate the obstacles that immigrant entrepreneurs face in the pursuit to establish and operate a successful business. Additionally, an examination into the incentivising schemes that are available to benefit and encourage immigrants to implement entrepreneurial activity. Besides, the thesis aims to identify how the business supporting organizations may facilitate illumination of the most significant constraints for implementation of entrepreneurial activity among immigrants. The research is conducted by using qualitative method based on four cases and unstructured interviews of representatives of business organizations. The results were analysed by comparing the cases between each other and extrapolation with the theoretical framework. The outcome of this thesis suggest that the primary driving forces for immigrant entrepreneurship in Sweden referred to discovery and exploration of business opportunity as well as to the factors that necessitate the immigrants to establish a new business venture. However, it is suggested that the necessity alone cannot be the decisive factor if the prospective entrepreneur fails to explore business opportunity. The primary constraints for immigrant entrepreneurship involve the internal and external barriers that may refer to the social and human capital as well as the access to the resources necessary for the implementation of entrepreneurial activity. Finally, it has been found that the entrepreneur supporting organization can significantly facilitate the entrepreneurship among immigrants through granting an excess to unique information, advice and support of the foreign-born entrepreneurs that may partially illuminate the most crucial barriers.

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This is a essay about the abortions debate in the Swedish parliament in 1974. This paper sought to find out how the Swedish parliament talks about abortion and about the women that wanted one, by using the idea analysis and the analytical instrument subject positions. The result is that the Swedish parliament debate about the abortion talks about abortion i four different ways. First as a murder, secondly as a emergency measure, thirdly as a free right during the first 18 weeks of the pregnancy and lastly as something that should be completely up to the women. Were the second and third way is the biggest. The way the members of the parliament sees abortion influences the way they se the women and the roll of the society in the abortion situation. One side means that it is a to big burden for the women to carry on there own and that decisions about abortion should be taken in consultation with a welfare officer and a doctor. The other side means that women should have the same rights as men, that they are capable to take decisions about there possibility to take care of the babies.

Ways of managing organizational conflict are as varied as its causes, origins and contexts. The purpose of conflict management, whether undertaken by the parties in conflict or whether involving the intervention of an outside party, is to affect the entire structure of a conflict situation so as to contain the destructive components in the conflict process (e.g. hostility, use of violence) and help the parties possessing incompatible goals to find some solution to their conflict. Effective conflict management succeeds in (1) minimizing disruption stemming from the existence of a conflict, and (2) providing a solution that is satisfactory and acceptable. In line with Ikechukwu Eze (1999), the culture of the people has a strong influence on the behaviours exhibited by such people in the organizations which they work. No wonder then why we took the cultural perspective in trying to understand the best ways of managing the dysfunctional Organizational Conflict. In this work we looked at the background of study and stated the problems from where the objectives of the study were derived. The relevant research question and significance of the study were also postulated. The researchers went ahead to lay the theoretical foundation of the study by reviewing some related and relevant literature on the topic. In chapter three, we presented a methodological framework which put in place the various methods, procedures and techniques through which the study was conducted, these include: the source of data collection, methods of data collection, population of the study, sample of the study, and method of data analysis. The data collected were analyzed and the following results emerged: i) Swedish bosses are democratic, always using their intuition and striving for consensus in their organizations. On the other hand, Nigerian bosses are autocratic, assertive and decisive. ii) In Sweden, the wide in salary between the top and bottom of the organization is very narrow. The reverse is the case in Nigerian organizations where the wide in salary between the top and bottom of the organization is very high. iii) In Swedish organizations, privileges and status symbols for managers are frowned at, task prevails over relationship, and hierarchy in their organizations means an inequality of roles established for convenience. On the contrary, in Nigerian organizations, privileges and status symbols for managers are popularized, relationship prevails over task, and hierarchy in their organizations reflects the existential inequality between higher-ups and lower-downs these. iv) In Swedish organizations, management is seen as management of individuals. The reverse is the case in Nigerian organizations where management is mainly seen as management of group. v) In Swedish organizations, conflicts are resolved by compromise and negotiation. But in Nigerian organizations, conflicts are basically resolved by: fighting them out; avoidance and smoothing. vi) Swedish employees have emotional need to be busy, an inner urge to work hard. They as well have a natural drive for precision and punctuality. In comparison, the Nigerian employees feel comfortable when lazy, or hard-working only when needed. They try to learn being precise and punctual. vii) Finally Swedish employees have average tolerance of deviant and innovative ideas and behaviour, through this way functional conflict and the gains that come with it are in check. However, Nigerian employees have high tolerance of deviant and innovative ideas and behaviour. In as much as this is good for the growth of the organization, but the functional conflict that comes with it if not properly harnessed can lead to dysfunction conflict. Based on the findings highlighted above, the following are the recommendations proffered by the researchers:- Since it is almost impossible, to manage conflicts without taking into cognizance the culture in which they emanate, Nigerians on the long run should embark on cultural transformation which should gradually permeate into their organizations, this they do by borrowing a leaf from their Swedish counterparts. By so doing, this will radically reduce the incidence of conflicts in the Nigerian organizations. In addition, Nigerian employees/managers and bosses should continually encourage settling conflicts arising in their organizations through compromise and negotiation. / +4531872444, richy042@yahoo.com