<p>This essay analyses how Swedish authorities implement the EU regulations on the application of social security schemes and, more specifically, when it comes to health care and sickness benefits. The research is based on a survey and several interviews and aims to answer how the lower echelons of the hierarchy work towards the implementation, what are their working conditions and how the authorities evaluate and optimize the implementation process.</p><p>The general conclusion of the study is that there are several flaws in the implementation process. The results have shown that there is a lack of resources as well as of tutoring and education amongst the actors. The complexity of the regulations does also seem to have influenced the process. Finally the results have shown that the public instances do not proceed to a systematic evaluation of the implementation process which has led to a bad communication between the different actors as well as to difficulties in improving the flaws in the implementation process.</p>

Syftet med denna studie var att sprida ljus över det svenska bemötandet av den så kallade ‘hederskulturen’. Studien gör detta genom att undersöka svenska myndigheter och svenska ideella verksamheter, med ett distinkt fokus på kvinnan, och tvångsäktenskap som en del av den tidigare nämnda hederskulturen. Tidigare forskning har visat att den svenska kulturen och hederskulturen är varandras motsatser. Forskningen har också påvisat komplexiteten av att existera inom hederskulturen, speciellt i Sverige, och hur detta kan påverka den enskilda individen (i detta fall kvinnan) på olika sätt. Vad tidigare forskning inte har visat är på vilket sätt Sverige hanterar den problematiska hederskulturen och denna studie ämnade då att fylla den kunskapsluckan. För att undersöka hur myndigheter och ideella verksamheter bemöter hederskulturen ställdes följande forskningsfrågor; hur ser svenska myndigheter och ideella organisationer på den svenska hedersutsatta kvinnan när det gäller tvångsäktenskap? Vad är kvinnans ställning inom den svenska kulturen och vad är hennes ställning inom hederskulturen? Hur sker det praktiska bemötandet av hederskulturen? För att besvara forskningsfrågorna genomfördes sex semistrukturerade intervjuer baserade på ett målinriktat urval. Genom att använda den ‘mångkulturella triaden’ och ‘individ- och gruppcentrerat tankesätt’ som ett teoretiskt ramverk visade det sig att den individuella kvinnan är en del av två kollektiv; hederskulturen och den svenska kulturen, som i sin tur kan leda till en inre och yttre konflikt. Därtill visade det sig att även fast Sverige är ett individualistiskt land, så arbetar myndigheter ibland med ett gruppcentrerat tankesätt. Resultatet visade att bemötandet av hederskulturen skiljer sig från ideell organisation till organisation, men även mellan de ideella verksamheterna och myndigheter och drar slutsatsen att ett holistiskt och systematiskt bemötande är nödvändigt. / The purpose of this qualitative study was to highlight the Swedish treatment of the so-called ‘honour culture’. It does so by examining Swedish authorities and Swedish non-profit organisa­tions, with a distinct focus on the woman and on forced marriage as part of said honour culture. Previous research has shown that Swedish culture and honour culture are opposites. It has also shown that the complexity of existing within the honour culture, especially in Sweden, and how it can affect the individual woman in different ways. It has however not shown the distinct way Sweden deals with the problematic honour culture itself. To investigate how authorities and non-profit organisations deal with honour culture the following research questions were asked; how does Swedish authorities and non-profit organisations view the Swedish woman, affected by honour culture, in regards of forced marriage? What are the women’s standing within honour culture and what is their standing within the Swedish culture? How does Swedish authorities and non-profit organisations deal with honour culture? To answer the research questions six semi structured interviews were performed based on a strategic selection process. Using ‘the multicultural triad’ and ‘individual and group-centred mindset’ as theoretical framework it is shown that the individual woman in this case is a part of two collectives; the honour culture and the Swedish culture which can result in conflict. It is further shown that though Sweden is an individualistic country its governmental treatment is sometimes group centred. The results show that the treatment of honour culture differ from organisation to organisation, but also between organisations and authorities and concludes that a holistic and systematic treatment is needed.

This essay analyses how Swedish authorities implement the EU regulations on the application of social security schemes and, more specifically, when it comes to health care and sickness benefits. The research is based on a survey and several interviews and aims to answer how the lower echelons of the hierarchy work towards the implementation, what are their working conditions and how the authorities evaluate and optimize the implementation process. The general conclusion of the study is that there are several flaws in the implementation process. The results have shown that there is a lack of resources as well as of tutoring and education amongst the actors. The complexity of the regulations does also seem to have influenced the process. Finally the results have shown that the public instances do not proceed to a systematic evaluation of the implementation process which has led to a bad communication between the different actors as well as to difficulties in improving the flaws in the implementation process.

This study aims to assess the Swedish national value framework (Svenska statliga värdegrunden) in light of liberal multicultural theory, with a particular focus on the perceived conflict between theoretical principles and actual political practices, exemplified by Swedish authorities' participation in Stockholm Pride. To achieve this, an ideological analysis applies three contemporary liberal multicultural theories to evaluate the alignment of the Swedish national value framework with these theories. The subsequent examination of Swedish authorities' involvement in Stockholm Pride seeks to determine whether such participation is endorsed or discouraged by the identified theoretical framework. The analysis supports a fundamental premise of this study – that state authorities' active support for LGBTQ+ rights and participation in Stockholm Pride is not only acceptable but also encouraged by liberal multicultural theory. Importantly, this endorsement does not compromise the principles of state neutrality integral to liberal ideals.

Fältet ledarskap är ett tidigare väl utforskat område, trots detta har relativt lite forskning inom ämnet berört svenska organisationer och än mindre statliga institutioner och myndigheter. I följande studie undersöks, vad chefer på en statlig myndighet upplever som faktorer för att utöva ett framgångsrikt ledarskap i sin organisation. Studien bygger på empirin från kvalitativa intervjuer med fem chefer på den statliga myndigheten Trafikverket. I och med denna studie har även en ny intervjumetod utvecklats, interaktivt tematiserad intervju. Där respondenten är en del i att skapa och utforma intervjuguiden. I resultatet av denna studie framkommer det att de undersökta cheferna själva upplevde att ett framgångsrikt ledarskap i sin organisation bygger på fyra faktorer. Dessa benämnda som relationer, beslutsfattande, utveckling och autenticitet. Slutsatserna som denna studie kan bidra med, utöver vilka faktorer som cheferna själva anser genererar ett framgångsrikt ledarskap, är också hur cheferna agerar för att utöva ett vad de upplever framgångsrikt ledarskap, men även vilka roller ett framgångsrikt ledarskap innefattar. Att rollen som chef, rollen som ledare och rollen som sig själv, påverkar tidigare nämnda faktorer, relationer, beslut och utveckling, och att samspelet mellan dessa roller och faktorer på olika sätt påverkar chefernas grad av upplevd framgång i sitt ledarskap. Studien visar även att Trafikverkets nya ledarskapsfilosofi stämmer väl överens med vad cheferna upplever som bidragande faktorer för att utöva ett framgångsrikt ledarskap. Samt att denna nya filosofi kan bidra till att cheferna till större grad kan utöva ett vad de själva upplever framgångsrikt ledarskap. / The field of leadership is a previously well-explored area, but relatively little research in the subject has concerned Swedish organizations and even less government institutions and authorities. In the following study, what managers at a government authority are perceived as factors to exercise successful leadership in their organization are investigated. The study is based on empirical evidence from qualitative interviews with five managers at the State Administration of Transport, Trafikverket. Through this study, a new interview method has also been developed, interactive themed interview. Where the respondent is a part in creating and designing the interview guide. In the results of this study, it is found that the investigated managers themselves felt that successful leadership in their organization is based on four factors. These are referred to as relationships, decision making, development and authenticity. The conclusions that this study can contribute beyond what factors the managers themselves consider generating a successful leadership are also how the managers act to exert what they experience successful leadership, but also what roles a successful leadership includes. That the role of the manager, the role of leader and the role as himself, affects the aforementioned factors, relationships, decision and development, and that the interaction between these roles and factors in various ways affects the managers' degree of perceived success in their leadership. The study also shows that Trafikverket's new leadership philosophy is in line with what managers perceive as contributing factors for the pursuit of successful leadership. And that this new philosophy can help managers to exert more what they themselves experience as a successful leadership.