Abstrakt: Antalet ensamkommande barn som anländer till Sverige har ökat kraftigt de senaste åren. Detta gör att man vid mottagandet av dessa barn måste se till att deras behov efterlevs, även på lång sikt. Det ställs i synnerhet krav på de boenden där de flesta av barnen hamnar efter att de får permanent uppehållstillstånd. I denna studie efterfrågas hur personalen arbetar på dessa boenden, och vilka metoder som används. I studien har gruppintervjuer samt enkäter använts. Resultatet visar på att specifika metoder generellt anses som mycket användbara, men inte anses som något av det viktigaste i arbetet. Ospecifika metoder används betydligt mer, och bygger mycket på anpassning till olika situationer och klienter. Den viktigaste och mest användbara resursen i arbetet anses vara att ha en relation som bygger på förtroende och tillit, och att skapa trygghet. Synen på varför relationen är viktig är uppdelad, ofta mellan boendena, i praktiskt användbar och för den ensamkommande barnen emotionellt positiv. De som ser relationen som emotionellt positiv tenderar till att lägga större vikt vid relationsskapande. / The number of unaccompanied refugee minors arriving in Sweden has risen significantly in recent years. This calls for a reception in which their, (also long term) needs are covered. In particular, this accentuates the responsibility of the group-homes where most of these children and youth are placed after their asylum claims are accepted. In this study attention is focused on how the staff in these group-homes work, gaining information on current methods being used in the group homes, and exploring how effective and sufficient these methods are considered to be. The study involves a mixed-methods design, including both interviews and survey methods. The results show that specific group-home methods in general are perceived as very useful, but not the most important aspect in their work. Unspecific methods are used significantly more frequently, and are based in the ability to adapt to different situations and clients. The most important and useful resource in this work is considered to be having a relationship built on confidence and trust with the children, and to create a place of safety for the children. The perceptions of why the relationship is important are varied, often between the group-homes. Some emphasize practical areas, other emphasize emotional and developmental areas. Those who view the relationship as emotionally positive tend to further emphasize the importance of building relationships.

The study covers the Eltel Networks organization and the department Team Uppsala build. Eltel Networks is a fiberoptic company that install, design and maintain fiberoptical networks. The reason the study has been conducted is that the organization feels that there is alot of variation in how the workers execute the work. The purpose of the study is to investigate whether standardization can change the organization and how it can be used. The method that has been used in the study is surveys and actionresearch. The datacollection methods have been a qualitative study with a survey and interviews. From the answers in the survey, it showed will to change the organization, how everyone works differently, thoguh some have tried different ways of working and tried new things. It showed how the respondents have turned down some of the options for document storage and that they would prefer a ready-made folder structure to work with. The interviews showed that communication needs to be better in several places in the organization. It showed that there is some standardizations in the company that have been active in the past but need to recomence. The interviews also showed how important it is for the management and other employees to have a desire to change the organization. The conclusion of the study has shown that if an ISO standardization is taken up, it could create a change in the organization and also that the organization could create a change by applying offensive quality development. / Studien omfattar organisationen Eltel Networks och avdelningen Team Bygg i Uppsala. Eltel Networks är ett fiberföretag som tillhandahåller tjänster för installering, projektering och service av fibernät. Orsaken till att studien har genomförts är att organisationen känner att det finns stor variation i hur de anställda arbetar. Syftet med studien är att undersöka om tillämpning av standardisering kan förändra organisationen och hur den kan förändra organisationen. Metoden för studien har gjorts med enkätundersökning och aktionsforskning. Datainsamlingsmetoderna har varit en kvalitativ studie med en enkätundersökning och intervjuer. Från svaren i enkäten kunde det utläsas att det fanns vilja till förändring, att alla arbetar på olika sätt, att några ändå har prövat att arbeta på andra sätt och prövat nya saker. De visade på hur de tillfrågade har valt bort vissa av alternativen gällande lagring av dokument och att de skulle föredra en färdig struktur att kunna arbeta med. Intervjuerna visade att kommunikationen behöver bli bättre på flera håll i organisationen. De visade även att det finns några standardiseringar i företaget som varit aktiva tidigare men som behöver återupptas. Intervjuerna visade även hur pass viktigt det är för ledningen och övriga medarbetare att ha en vilja för att kunna förändra organisationen. Slutsatsen av studien har visat på att om en ISO standardisering börjar användas skulle det kunna skapa en förändring i organisationen samt att det skulle gå att skapa en förändring genom att tillämpa offensiv kvalitetsutveckling.

Esta dissertação tem por objetivo analisar os modos de trabalho dos Agentes Comunitários de Saúde (ACS), identificando as situações de vulnerabilidade no cotidiano destes trabalhadores que, a partir de 1991, passam a integrar o Sistema Único de Saúde (SUS). Realizou-se uma pesquisa qualitativa baseada na observação participante do trabalho dos ACS, acompanhando-se as visitas domiciliares e demais rotinas de trabalho por um período de quatro meses em uma unidade de Saúde da Família no município de Porto Alegre. O contato com o complexo universo de trabalho em que circulam os ACS sensibilizou-nos para as diversas situações de sofrimento que atravessam suas práticas. A partir do conceito de vulnerabilidade, elaborou-se um plano de análise tomando três dimensões para problematizar o fazer dos ACS: uma dimensão políticoinstitucional, uma relativa às situações que perpassam o cotidiano deste trabalhador e outra relativa ao sofrimento a que este trabalhador encontra-se exposto. Essas dimensões não existem separadamente, uma vez que elas se inter-relacionam e se afetam mutuamente. Concluiu-se que diferentes racionalidades políticas, sociais e culturais interferem na prática dos ACS e que a desprecarização dos vínculos de trabalho, assim como um maior investimento na formação e na remuneração são necessárias sem, contudo, serem suficientes para amenizar o sofrimento deste trabalhador. / This dissertation analyzes the working methods and the situations of vulnerability witch appear on the daily activities of Community Health Workers (Agentes Comunitários de Saúde - ACS), who have since 1991 integrated the Brazilian Health Care System (Sistema Único de Saúde - SUS). A qualitative research was conducted, following the observação participante methodology - accompanying house visits and the daily work routines of the ACSs for a period of four months in a Community Health facility in Porto Alegre city. By acknowledging the complex variety of situations ACSs get involved with during their work hours, we became aware of many suffering situations directly connected with their practices. Using Mann's concept of vulnerability (1993), this study elaborates a scheme designed to comprehend the three different dimensions of suffering that interfere with ACSs procedures: a political-institutional dimension, a second dimension that relates to everyday routines in those workers life's, and still a third one that embraces the sufferings inflicted directly on him/her. These dimensions cannot be set apart, for they are interrelated and affect each other. The conclusion is that political, social and cultural rationalities influence an ACS's work, and that large scale changes such as better job conditions, major investments in professional training and pay raises - but not solely - are necessary to lessen the workers' suffering.

Esta dissertação tem por objetivo analisar os modos de trabalho dos Agentes Comunitários de Saúde (ACS), identificando as situações de vulnerabilidade no cotidiano destes trabalhadores que, a partir de 1991, passam a integrar o Sistema Único de Saúde (SUS). Realizou-se uma pesquisa qualitativa baseada na observação participante do trabalho dos ACS, acompanhando-se as visitas domiciliares e demais rotinas de trabalho por um período de quatro meses em uma unidade de Saúde da Família no município de Porto Alegre. O contato com o complexo universo de trabalho em que circulam os ACS sensibilizou-nos para as diversas situações de sofrimento que atravessam suas práticas. A partir do conceito de vulnerabilidade, elaborou-se um plano de análise tomando três dimensões para problematizar o fazer dos ACS: uma dimensão políticoinstitucional, uma relativa às situações que perpassam o cotidiano deste trabalhador e outra relativa ao sofrimento a que este trabalhador encontra-se exposto. Essas dimensões não existem separadamente, uma vez que elas se inter-relacionam e se afetam mutuamente. Concluiu-se que diferentes racionalidades políticas, sociais e culturais interferem na prática dos ACS e que a desprecarização dos vínculos de trabalho, assim como um maior investimento na formação e na remuneração são necessárias sem, contudo, serem suficientes para amenizar o sofrimento deste trabalhador. / This dissertation analyzes the working methods and the situations of vulnerability witch appear on the daily activities of Community Health Workers (Agentes Comunitários de Saúde - ACS), who have since 1991 integrated the Brazilian Health Care System (Sistema Único de Saúde - SUS). A qualitative research was conducted, following the observação participante methodology - accompanying house visits and the daily work routines of the ACSs for a period of four months in a Community Health facility in Porto Alegre city. By acknowledging the complex variety of situations ACSs get involved with during their work hours, we became aware of many suffering situations directly connected with their practices. Using Mann's concept of vulnerability (1993), this study elaborates a scheme designed to comprehend the three different dimensions of suffering that interfere with ACSs procedures: a political-institutional dimension, a second dimension that relates to everyday routines in those workers life's, and still a third one that embraces the sufferings inflicted directly on him/her. These dimensions cannot be set apart, for they are interrelated and affect each other. The conclusion is that political, social and cultural rationalities influence an ACS's work, and that large scale changes such as better job conditions, major investments in professional training and pay raises - but not solely - are necessary to lessen the workers' suffering.

Esta dissertação tem por objetivo analisar os modos de trabalho dos Agentes Comunitários de Saúde (ACS), identificando as situações de vulnerabilidade no cotidiano destes trabalhadores que, a partir de 1991, passam a integrar o Sistema Único de Saúde (SUS). Realizou-se uma pesquisa qualitativa baseada na observação participante do trabalho dos ACS, acompanhando-se as visitas domiciliares e demais rotinas de trabalho por um período de quatro meses em uma unidade de Saúde da Família no município de Porto Alegre. O contato com o complexo universo de trabalho em que circulam os ACS sensibilizou-nos para as diversas situações de sofrimento que atravessam suas práticas. A partir do conceito de vulnerabilidade, elaborou-se um plano de análise tomando três dimensões para problematizar o fazer dos ACS: uma dimensão políticoinstitucional, uma relativa às situações que perpassam o cotidiano deste trabalhador e outra relativa ao sofrimento a que este trabalhador encontra-se exposto. Essas dimensões não existem separadamente, uma vez que elas se inter-relacionam e se afetam mutuamente. Concluiu-se que diferentes racionalidades políticas, sociais e culturais interferem na prática dos ACS e que a desprecarização dos vínculos de trabalho, assim como um maior investimento na formação e na remuneração são necessárias sem, contudo, serem suficientes para amenizar o sofrimento deste trabalhador. / This dissertation analyzes the working methods and the situations of vulnerability witch appear on the daily activities of Community Health Workers (Agentes Comunitários de Saúde - ACS), who have since 1991 integrated the Brazilian Health Care System (Sistema Único de Saúde - SUS). A qualitative research was conducted, following the observação participante methodology - accompanying house visits and the daily work routines of the ACSs for a period of four months in a Community Health facility in Porto Alegre city. By acknowledging the complex variety of situations ACSs get involved with during their work hours, we became aware of many suffering situations directly connected with their practices. Using Mann's concept of vulnerability (1993), this study elaborates a scheme designed to comprehend the three different dimensions of suffering that interfere with ACSs procedures: a political-institutional dimension, a second dimension that relates to everyday routines in those workers life's, and still a third one that embraces the sufferings inflicted directly on him/her. These dimensions cannot be set apart, for they are interrelated and affect each other. The conclusion is that political, social and cultural rationalities influence an ACS's work, and that large scale changes such as better job conditions, major investments in professional training and pay raises - but not solely - are necessary to lessen the workers' suffering.

Redovisningskonsultens framtid har, med tanke på digitaliseringen inom yrket, under de senaste åren debatterats både av organisationer och yrkesverksamma inom redovisningsbranschen. Tidigare forskningsstudier uppmärksammar digitala fenomen såsom big data, molntjänster, blockchain, artificiell intelligens, maskininlärning, data mining samt robotic process automation och utforskar hur dessa påverkar redovisningskonsulten. Något som oss veterligen inte är beforskat är vilka digitala verktyg som redovisningskonsulten använder för att hantera dessa digitala fenomen. Denna studie syftar till att, utifrån ovanstående digitala fenomen, undersöka vilka digitala verktyg som redovisningskonsulten använder i sin yrkesroll samt hur denna användning påverkar arbetssättet och kompetensbehovet. Studien har en kvalitativ ansats och har genomförts med hjälp av semistrukturerade intervjuer med sex olika redovisningskonsulter, som är fördelade på fyra olika revisions- och redovisningsbyråer. Resultatet av denna studie indikerar på att redovisningskonsulter använder sig av ett flertal olika digitala verktyg i sitt arbete för att hantera många av de ovanstående digitala fenomenen, men även potentiella kopplingar hur digitala fenomen kan hanteras uppmärksammas. Studien bidrar med en mer positiv inställning till hur arbetssättet förändras samt att det inte alls krävs lika stor kompetensutveckling som tidigare studier visat. / Due to the digitalization within the profession, the future of accounting consultants has been discussed from both organizations and professionals within the branch of accounting the last couple of years. Previous research studies illuminate digital phenomena such as big data, cloud, blockchain, artificial intelligence, machine learning, data mining and robotic process automation and investigate how they affect the accountant. We do not know any previous research studies about which digital tools that can be used by the accounting consultant to deal with the digital phenomena. This study aims to, based on the digital phenomena mentioned above, investigate which digital tools that accounting consultants use in their profession and how it affects their ways of working and competence needs. The study has a qualitative approach and is accomplished through semi-structured interviews with six accounting consultants, from four different auditing and accounting firms. The findings of the study indicate that accounting consultants use several various digital tools in their work to manage many of the digital phenomena mentioned above, but it also pays attention to potential connections of how digital phenomena could be managed. The study contributes a more positive attitude to how the ways of working changes and that the required competence development is not as big as previous research studies have shown.

Many organisations have moved into an activity based workplace (ABW), and this have led to great changes for the employees’ ways of working. The workplace is supposed to provide with different workstations/environments for the employees, where they can choose the environment that best suits their task at hand, such as concentration areas or open space. This means that the employees do not have assigned seats, and they are free to choose between different workstations. The ABW is supposed to improve factors such as collaboration, satisfaction, flexibility and productivity. In order for the employees to work in ABW, the employees’ ways of working needs to change, and this is usually referred to as New Ways of Working (Newwow). It is not unusual that organisations have had problems with the implementation of Newwow, where the implementation have not been as successful as hoped. This master thesis looks into the problems that occurs when Newwow is implemented, and what factors that are important when organisations changes from traditional ways to Newwow. This thesis has been a qualitative study, interviewing people from three Swedish organisations that have implemented ABW, as well as interviewing consultants that helps customers with the implementation.    The human factor is important in the change, and there is a need to get people on-board in order to create a workplace where the employees can thrive. Many different things needs to be done in an implementation of Newwow and ABW, such as physical workplace, digitalisation, work culture and more. In this master thesis the human perspective have had more focus, as humans are going to work in the workplace and the goal is to improve their work. Many of the difficulties is usually to get humans on-board with the implementation. Making some deviations from the ABW is ok if the reasons are justified, for example someone gets to sit on an assigned seat due to health reasons. A clear and open communication has proven to be important factors for a successful implementation. Further research in Newwow and ABW is important, as many organisations are moving to ABW, which affects many employees. / Många företag har flyttat in till aktivitetsbaserat kontor (ABW), vilket har lett till stora förändringar för de anställdas sätt att arbeta. Arbetsplatsen ska tillhandahålla olika arbetsplatser/miljöer för dem anställda, där de kan välja det som bäst passar uppgifterna de har för stunden, så som koncentrationsområden eller  öppet plan. Detta innebär att de anställda inte har bestämda platser och kan fritt välja mellan olika arbetsplatser. ABW har för avsikt att förbättra faktorer så som samarbete, tillfredställelse, flexibilitet och produktivitet. För att de anställda ska jobba i ABW, så behöver deras sätt att arbeta förändras, och det är oftast kallad för New Ways of Working (Det nya arbetsättet, Newwow). Det är inte ovanligt att företag har haft problem med implementeringen av Newwow, där implementeringen inte varit så lyckat som man hoppats på.  Detta examensarbete tittar på problemen som uppstår när implementering av Newwow görs, och vilka faktorer som är viktiga för att minska motståndet när företag går över från traditionellt sätt att arbeta till Newwow. Det här arbetet har varit en kvalitativ studie, där intervjuer har gjorts med personer från tre svenska företag som har implementerat ABW, så väl som konsulter som hjälper sina kunder med implementeringen.  Människofaktorn är viktig i förändringen, och det finns behov av att få med sig folk för att kunna skapa en arbetsplats där de anställda kan lyckas i. Många olika saker behöver göras i en implementering av Newwow och ABW, så som fysiska arbetsplatsen, digitalisering, arbetskultur med mera. I detta examensarbete har människoperspektivet haft mer fokus, då människorna ska jobba i arbetsplatsen och målet är att förbättra deras arbete. Många svårigheter är oftast att få människor ombord på implementeringen. Vissa avvikelser från ABW är ok om det finns välbefogade anledningar, exempelvis att man får sitta på bestämd plats av hälsoskäl. En tydlig och öppen kommunikation har visat sig vara viktiga faktorer för en lyckad implementering. Fortsatta studier i Newwow och ABW är viktigt, då många företag flyttar in till ABW och det påverkar många anställda.

This thesis critically examines a national programme in mental health which has been driven by the implementation of National Institute of Health and Clinical Excellence (NICE) guidance. Assumptions which underpin research method, drawn from the natural sciences, are critiqued in terms of their adequacy in accounting for human relating and expert therapeutic practice. The work of Dreyfus and Dreyfus (1986) is problematized in how they account for proficiency and expertise as intuition and the leap that they make from calculative to deliberative rationality. An alternative source of understanding, based on non-linear causality and complex responsive processes, is developed, building on the work of Stacey (2001, 2005, 2007). The ineffability of expert practice (or clinical judgement) is contrasted with competence based, rule governed practice, which necessarily underpins the early stages of learning. It is argued that because research practices undertaken in randomised controlled trials (RCTs) must be describable, measurable and focussed on predictable outcomes, then these cannot account for expert practice, therefore the assertion that the Improving Access to Psychological Therapies programme (IAPT) is wholly based on research based, evidence based therapies, cannot be substantiated. The work explores professionalism and specifically considers the role of psychiatrists, psychologists and psychological therapists in mental health and in increasing access to psychological therapies. The role of managers and managerialism are explored, specifically how the NHS has sought to manage 3 professional staff and multi-disciplinary teams in adopting corporate and new ways of working (NWW). This includes the importance of and difficulty in countering professional identity using competence based approaches. The performance management processes in the NHS are recognised as an equally relevant source of evidence (to that of NICE), despite there being a poor (traditional) evidence base for it (Stacey, 2010; Seddon, 2008). Power relating in human relationships is identified as immanent, using the context of a management group, and it is argued that Foucault’s concept of disciplinary power (1994) can account for what is considered to be knowledge and truth, drawing on specialist expertise based on science and research, with a forceful potential for rendering others silent as well as pervasively self-silencing, in processes of inclusion and exclusion (Elias, 1978). It is argued that these on-going processes of relating influence policy decisions at national and local levels and how these policies are implemented in practice. The inevitability of unpredictable outcomes is highlighted, despite strong centralised programme management along with the provision of an explicit blueprint for implementation.

In this thesis, I challenge assumptions underlying my discipline of enterprise architecture that led to two choices facing practitioners: either to work with tools and techniques which predict and control changes towards predetermined ends or to accept informal processes that are unpredictable and wasteful. Orthodox enterprise architecture defines an enterprise as an organisation, which is a system, and prescribes methods that seek to provide control over the transformation of an organisation into a desired state of affairs by achieving complete knowledge of the system before initiating the desired transformation. Drawing on complexity sciences, I offer a different perspective on organisation and claim that organising what we do is an aspect of doing what we do. Organising is process. I furthermore claim that the people who are organising what we do can act spontaneously and surprise both themselves and others, but often they act habitually. Habitual ways of acting allow us to anticipate to some extent how others are likely to respond to us and, as we grow up, we learn how to behave ourselves, that is, how to adjust our behaviour to what we judge socially acceptable to increase the likelihood of being able to garner support and collaboration. I posit that social control is exercised in this way as mutual self-adjustment that forms what is normal and valued conduct. In other words, our shared social norms and values thus paradoxically and simultaneously form individuals and their conduct and are formed by individuals and their conduct. I claim that in this way we have partial, but never full, knowledge of how others generally respond to certain behaviour of ours. We can ever have only partial knowledge of that which is - in the words of Mannheim - in the process of becoming. I therefore reject the central assumptions upon which orthodox enterprise architecture is based. In organisations, we engineer and exploit mechanical mechanisms that can conduct certain action more effectively and efficiently than people can. Materiality, objects in the world, can resist attempts to shape them to suit our needs but do so without intentionality or spontaneity. Accommodating material resistance is thus repeatable. Enterprise architecture as a discipline grew out of engineering of physical mechanisms and assumes a similar repeatability and predictability when working with the social, which I find to be an unwarranted assumption. I argue against the claim of orthodox enterprise architecture that we can bring about a pre-determined state in a controlled fashion and against the claim that without such control we have informal processes that are inevitably unpredictable and wasteful. I posit that what emerges is paradoxically stable instabilities of socially enabled and constrained recognisable patterns of behaviour. When devising a mechanism in a physical object, such as a software programme, a repertoire of scripted action is transcribed into it which remains constant until transcription is renewed. Transcription has a tendency to render action less fluid. Some members of an organisation may judge particular scripted action to be awkward or detrimental while others may judge the same scripted action to be efficient and beneficial. Thus, determining which scripted action to transcribe into mechanisms is a highly political decision which attracts the attention of skilful political players. Enterprise architects can have a valuable role to play, since we have a better than average partial knowledge about technology, and since technology is increasingly important for many enterprises. I posit that becoming more aware of power and power plays, developing a feel for the game, and becoming more detached about our involvement will allow us to play into what is emerging socially with more political awareness and expertise.

Efter utbrottet av Covid-19-pandemin blev distansarbete den plötsliga normen för kontorsanställda. Trots att pandemin officiellt har förklarats vara över har många anställda fortsatt att arbeta hemifrån till viss grad. Detta fenomen har resulterat i att arbetsgivare börjat utforska nya arbetssätt för sina anställda. Vissa arbetsgivare har valt att förbjuda hemarbete då de anser att anställda inte utför sitt jobb lika effektivt hemifrån, men även på grund av de vill bibehålla eller stärka sammanhållningen genom det fysiska mötet på kontoret. Å andra sidan främjar vissa arbetsgivare distansarbete och beaktar det som en möjlighet till ökad frihet för sina anställda samtidigt som det minskar behovet av kontorsutrymme. För fastighetsägare kan ökade vakanser på längre sikt leda till sänkta fastighetsvärden. Därför är det i deras intresse att skapa attraktiva kontorsmiljöer som anpassas till det nya arbetssättet och fortsätter att locka hyresgäster. Syftet med studien var att identifiera de olika komponenterna som anses vara viktiga för framtidens kontorsutformning. För att uppnå precisa resultat valde vi att använda en kvalitativ forskningsmetod med semistrukturerade intervjuer av fastighetsägare, hyresgäster, arbetsplatsstrateger och förvaltare. Genom detta kunde vi få ett brett spektrum av åsikter och perspektiv. Resultatet visade att en behovsanalys kommer att vara avgörande vid utformning av framtidens kontor. För att locka tillbaka de anställda till kontoret är det viktigt att de upplever att kontorsmiljön överträffar fördelarna med att arbeta hemifrån. Detta kan åstadkommas genom att erbjuda möjligheter till ostört arbete i separata rum, tillgång till gemensamma servicetjänster i byggnaden och flexibilitet. Ett nyckelord som framkom i många av respondenternas resonemang var aktivitetsbaserat. Genom en analys där tre marknadsföringsteorier tillämpas på respondenternas svar och de utvalda avgörande komponenterna kunde vi i diskussionen komma fram till att det snarare kommer att växa fram en ny typ av kontorsutformning. Denna typ kan komma att kallas för “Analysbaserad” där det viktigaste är att en behovsanalys för varje enskild hyresgäst görs. / After the outbreak of the Covid-19 pandemic, remote work became the sudden norm for office employees. Despite the official declaration of the end of the pandemic, many employees have continued to work from home. This phenomenon has led employers to explore new ways of working for their employees. Some employers have chosen to prohibit remote work, as they believe that employees are not as productive when working from homeand because they want to maintain or strengthen employee relationships through physical interaction in the office. Other employers promote remote work and see it as an opportunity to provide increased freedom for their employees while reducing the need for office space. For property owners, increased vacancies in the long term can result in decreased property values. Therefore, it is in their interest to create attractive office environments that adapt to the new way of working and continue to attract tenants. The purpose of the study was to identify the different components considered important for the future design of offices. To achieve precise results, we chose to use a qualitative research method with semi-structured interviews of property owners, tenants, workplace strategists, and facility managers.Through this approach, we were able to obtain a broad spectrum of opinions and perspectives.  The results showed that an “analysis of needs” will be crucial in designing the offices of the future. To attract employees back to the office, it is important that they perceive the office environment as surpassing the benefits of working from home. This can be achieved by offering opportunities for uninterrupted work in separate rooms, access to shared services within the building, and flexibility. A keyword that emerged in the reasoning of many respondents was activity-based office design. After analyzing the respondents' answers and determining key components, we concluded that a new type of office design is likely to emerge. We choose to call this type "Analysis-based," where the most important aspect is conducting a “analysis of needs” for each tenant.