Nowadays, no successful organization can do without effective human resource management. Proper selection of employees, their evaluation, motivation, remuneration and care of them increases the competitiveness of the entire organizations, so it is very important to pay attention to all personnel activities in the organization. The aim of my thesis is to evaluate individual areas of human resource management in a selected organization and based on the analysis and evaluation of the current situation of the organization to suggest changes to improve the current state of human resource management. For the practical part I chose the joint-stock company Zemědělské služby Dynín. I used the form of a structured interview with the human resources officer. In the practical part, I first characterized the entire organization Zemědělské služby Dynín a.s., then I described the specific human resource management areas of the selected organization on the basis of the data from interviews with the human resources officer of the organization. Then, a questionnaire survey was carried out to gain the necessary views of employees on all areas of human resource management in the selected organization. After processing and analyzing the obtained information, I finally evaluated the state of human resource management in the organization and suggested several solutions to improve the current state that could be put into practice.

This work deals with the influence of a positive working environment in the work of nurses. At present, this issue is widely discussed, since there are large changes in the health sector. The problem concerns the lack of nurses, which is caused by nurses leaving to foreign countries to seek better working conditions. A lack of nurses is also caused by increasing demands on nurses, which is due to a reduced quality of health and nursing care. Furthermore, nurses are very badly paid. Another reason why nurses do not want to work in this profession is certainly the unhealthy working environment. An unhealthy environment reduces the performance of nurses, and often causes stress; long-term stress often has considerable consequences and nurses are forced to leave the workplace. If nurses are satisfied then patients are satisfied and the quality of care provided thus increases. This topic interested me because the issue of nurses working environment is currently very topical. I am also interested in how satisfied are nurses in the hospitals in which this research is carried out. In this research, I would like to learn how a positive work environment could be created for nurses. The research was conducted in hospitals in České Budějovice, Písek, Plzeň and Prague, through questionnaires and quantitative research. The research is based on a number of nurses working in these hospitals. The aim of this work is to see how a positive work environment affects nurses{\crq} work. The first hypothesis suggests that nurses need to perform their work a positive working environment. The second hypothesis should confirm that nurses need to perform their profession for a sufficient salary. The third hypothesis suggests that nurses need to perform their profession in a safe working environment. The fourth hypothesis should confirm that nurses welcome the opportunity of further education.

Bakgrund: Besöksantalet på akutmottagningar i Sverige har senaste åren ökat och hög arbetsbelastning är vanligt förekommande. Stort patientantal, för få vårdplatser och långa väntetider leder till stress hos sjuksköterskor och att patientsäkerheten minskar. Sjuksköterskor på akutmottagningar upplever att de är överansträngda och att de ej klarar av att ge den vård de önskar.   Syfte: Belysa hur sjuksköterskor upplever att patienter påverkas av arbetsmiljön på en akutmottagning.   Metod: En kvalitativ studie med 12 sjuksköterskor verksamma på en akutmottagning intervjuades genom semistrukturerade intervjuer. Kvalitativ latent innehållsanalys användes som analysmetod.   Resultat: Resultatet redovisas utifrån ett tema “Arbetsmiljön skapar brister i vården” med två kategorier “Risk för skada hos patienten” och “Negativ upplevelse för patienten”. När arbetsbelastningen är hög blir det brister i omvårdnad, kommunikation och triagering. Resurserna räcker inte till och patienterna får vänta på läkemedel. Patienterna känner sig inte sedda och upplevs vara till besvär. Integriteten blir bristande när arbetsbelastningen är hög och patienterna upplevs få utstå stress och oro av miljön.   Slutsats: Det finns risker för patienterna som söker hjälp på akutmottagningar. Sjuksköterskorna är stressade, glömmer och ger bristfällig vård och behandling. Arbetsmiljön behöver förbättras för att sjuksköterskorna ska ha möjlighet att ge den vård de vill samt den vård som patienterna förtjänar. Riskerna för patienterna är belysta från sjuksköterskornas perspektiv och fortsatt forskning behöver utgå från patienters egna upplevelser. Fortsatt forskning behövs kring rutiner för hur omvårdnaden kan förbättras på akutmottagningar. / Background: The number of visits to emergency departments in Sweden has increased in recent years and high workloads are common. Large patient numbers, lack of care places and long waiting periods lead to stress in nurses and patient safety decreases. Nurses in emergency department feel that they are overworked and unable to provide the care they wish. Objective:  The aim of this study is to clarify nurses’ experiences of how patients are affected by the working environment in an emergency department. Method: A qualitative study of 12 nurses working at an emergency department was interviewed through semi-structured interviews. The analysis has been conducted through a qualitative latent content analysis.   Result: The result is based on a theme "The working environment creates shortages in care" with two categories; "Risk of injury to the patient" and "Negative experience for the patient". When the workload is high, the nursing, communication and triage is lacking. Resources are not enough and patients can wait for medicines. Patients feels unseen and experience they are in the way. The result shows that integrity becomes insufficient when the workload is high and the nurses experience that patients feels stressed and anxious because of the environment.   Conclusion: There are risks for the patients seeking medical care at the emergency department. Nurses are stressed, forgets and provides insufficient care and treatment. The working environment needs to be better for the nurses in order to provide the care they want as well as the care that patients deserve. The risks to the patients are highlighted from the nurse's perspective and continued research needs to be based on the patient's own experiences. Continued research is needed on routines for improving nursing care at emergency departments.

Employers’ responsibility of the health and safety on the environment for the employee who is teleworking is one of the questions in this essay. What is teleworking, in relation to the aim for this essay, is the second question. Teleworking is an employment which is growing and the Swedish legislation is vague. The methods which have been used to investigate and understand the legislation is jurisprudence method and the legal dogmatic method. After the investigation of the aim and question of this essay it is possible to say, the Employers always have the responsibility for the environment of employees’ health and safety. But teleworking makes it hard for the employer to verify the health and safety on the environment, when they do not know where the employer is working.

Magister Scientiae Dentium - MSc(Dent) / ‘A satisfied worker is a happy worker’, this statement by Robbins (1998), sums up the importance of job satisfaction. Locke (1976), defined job satisfaction as the ‘positive emotional state resulting from the appraisal of one’s job and job experiences’. The Northern Cape province is the largest province in South Africa, by area. Oral health mainly focuses on primary health care and pain relief. Dental staff in the public sector are employed at district level, and not at sub-district level. This scenario requires dental staff (dentists, dental therapists, oral hygienists and dental assistants) to travel to rural areas that have working conditions that are not always optimal for dental treatment. Faced with numerous work-related challenges, it is believed that staff morale and motivation is particularly low in the province, as in the rest of South Africa in the public health sector (Howse, 2000). This research assessed the job satisfaction of dental staff in the public sector in the Northern Cape, and aims to make management aware of the need and the importance of oral health services, for staff and patients. The study found that the majority of the dental staff appear to enjoy their working environment (60%), love what their job entails (76%), and would like to continue their job in the long run (74%). Eighty percent of the participants reported that they experienced teamwork and 71% appreciated the support of their staff, which are very positive findings. However, it appears that the staff are not totally happy or satisfied with their work environment, and have identified various factors that need to be addressed to improve their job satisfaction. Seventy-four percent of the staff listed resources (human, financial, physical) as the major work-related factors that need to be addressed to improve their job satisfaction. iii The majority of the dental staff reported that the staff shortage, the poor communication with their administrator, the inadequate quantity and quality of equipment, the limited services being offered to patients, the lack of opportunities to make use of and improve their clinical skills, and their salary, are factors that need to be addressed to improve their job satisfaction. Just over half of the participants also stated that the salary they earn is not as important as the satisfaction gained from serving the public, and 80% of the participants felt that their job allows them to make a contribution to their community. Having a significant proportion of staff who feel that the salary they earn is not as important as serving their community is both interesting and praiseworthy. The dental staff seem to be giving of their best despite their current work environment, but expressed a need and willingness to deliver a more comprehensive oral health service that makes full use of their clinical skills, and that is not constrained by a lack of finances or limited treatment options. This is a positive foundation that needs to be built on to improve a service that clearly needs improving. The Department of Health of South Africa should provide adequate oral health services to the public, and should ensure that the dental staff are satisfied with their jobs. By identifying areas of concern that affect job satisfaction, these specific areas can be improved (Shugars et al, 1990). By increasing the dental staff’s job satisfaction, the staff morale can be improved. This will lead to increased productivity and quality of care (Harris et al 2008; Syptak et al, 1999). Satisfied practitioners are particularly important for a successful dental practice and the well-being of patients (Puriene et al, 2008a).

OBJECTIF. Ces travaux de recherche ont étudié l’association entre la qualité de vie au travail (QVT) et les facteurs d’organisation auprès d’une population de personnels hospitaliers. METHODE. Deux études par questionnaires et deux études par entretiens semi-directifs ont été menées. Les études par questionnaires ont exploré les caractéristiques psychosociales professionnelles (JCQ), la qualité de vie (SF-12) et les contraintes psycho-organisationnelles des personnels (NWI-EO). Les entretiens se sont focalisés sur l’organisation du travail, l’environnement de travail, les relations interpersonnelles et l’influence du travail sur la santé. RESULTATS. Un total de 452 professionnels a participé aux enquêtes par questionnaires et 36 professionnels ont été interrogés en entretien. Les professionnels ayant vécu un transfert de services ont présenté des tensions au travail associés à un isolement social accrus et déclarent de plus fortes contraintes concernant le manque de communication ainsi que les relations dégradées au sein des équipes. Dans notre population, les autres principaux facteurs d’organisation associés à la dégradation des caractéristiques psychosociales et de la qualité de vie sont le fait de travailler plus de 2 week-ends par mois, d’être régulièrement de garde, de travailler dans des environnements non fonctionnels et de ne pas participer à des réunions régulières. CONCLUSION. Ces résultats appellent la gestion des hôpitaux à concevoir des processus de communication plus adaptés, de fournir un bon équilibre entre vie professionnelle et personnelle ainsi qu’un environnement ergonomique et fonctionnel. / AIM. These researches examined the association between quality of work life (QoWL) and organizational factors within health care workers. METHOD. Two studies by questionnaires and two studies by semi-structured interviews were conducted. Studies by questionnaires explored the professional psychosocial characteristics (JCQ), quality of life (SF-12) and psycho-organizational constraints (NWI-EO). The interviews focused on the work organization, the work environment, the interpersonal relationships and the influence of work on health. RESULTS. A total of 452 professionals participated in the studies by questionnaires and 36 professionals were interviewed. Professionals who lived a department relocation have presented an increase of job strain associated with social isolation and declared greater constraints concerning the lack of communication as well as team relationships. In our population, the other main factors associated with the degradation of psychosocial characteristics and quality of life are to work more than two weekends a month, to be regularly on call, to work in non-functional environments and to do not participate in regular meetings. CONCLUSION. These results call the hospital management to design more appropriate communication processes, to provide a good balance between professional and personal life as well as an ergonomic and functional environment.

Befattningen enhetschef innefattar mängder av krav från brukare, anhöriga, politiker och även krav som följer med uppdraget. De arbetssituationer som chefer hanterar kan kräva resurser och stöd som underlättar och gör arbetet hanterbart. Lagförändringar inom funktionshinderomsorgen som skett de senaste åren och har gjort att förutsättningarna för enhetscheferna har ändrats (Socialstyrelsen, 2018). Syftet med denna studie är att belysa enhetschefers arbetssituation inom funktionshinderområdet och uppmärksamma det stöd som underlättar arbetet samt de strategier som enhetscheferna använder sig av. Datainsamlingen genomfördes genom öppna intervjuer med åtta respondenter. Intervjuerna transkriberades och analyserades genom en kvalitativ innehållsanalys. Resultatet visar att intervjuade enhetschefer upplever en hög grad av administrativt stöd från IT- och HR-avdelningarna. Brister i enhetschefernas arbetsmiljö uppstår också när möjligheten till ersättare är begränsad. Fysisk närhet och personligt förhållande till chefskollegor är en viktig aspekt av enhetschefernas stödsystem, men detta kan även vara en börda. Belastningen är stor i proportion till arbetets tids- och resursaspekt. Det finns en oförståelse från politikerna och ledningen när det gäller verksamhetsområdet och utformandet av insatserna för att tillgodose brukares behov. Aktuell studie bidrar med en förståelse av brister i enhetschefers arbetsmiljö vilket är en utgångspunkt för att skapa hållbara arbetsförhållanden och verksamheter med god kvalité. / The position as unit manager includes a number of demands from users, relatives and political decision makers as well as the demands of the assignment itself. The work situations that managers deal with may require resources and support in order to make the work manageable. The change in legislation of disability care during recent year has changed the conditions for unit manager (The national board of health and welfare, 2018). The aim of this study is to highlight the support the unit managers need and the strategies that they may use in order to function in a changeable and stressful work situation. The data collection of the study was conducted through open-ended interviews with eight respondents. The interviews were then transcribed and analyzed by a qualitative content analysis. The result shows that the interviewed unit managers experience a high level of administrative support from the IT and HR departments. Deficiencies in the unit managers' work environment arise when no substitute managers are engaged. Our interviews indicate that the burden of the unit manager’s assignment is too large in proportion to the time and resource that are allocated for the work. There is also a lack of understanding from politicians and management to design efforts that is needed to meet the needs of the end users and the unit manager. Physical closeness and personal relationships to senior colleagues are an important aspect of unit managers’ support system, but this can also be a burden. Current study contributes to an understanding of shortcomings in the unit manager's work environment, which is a starting point for creating sustainable work conditions and activities with good quality.

Vid byggnation av betongväggar på vatten- och reningsverk används dom tvåmetoderna platsgjutna och prefabricerade väggar. Metoderna ger liknande resultatmen skiljer sig avsevärt i genomförande. Vi har därför valt att studera ämnet och draslutsatser om vilken metod som är att föredra.För att studera ämnet valde vi Skebäcks Reningsverk i Örebro som studieobjekt därdom båda metoderna att uppföra nya mellanväggar i betong har använts i sambandmed ombyggnation av befintliga bassänger.Vi har valt att studera kostnader och arbetsmiljöfrågor kring dom två olikabyggmetoderna.Som underlag för kostnadsberäkningen har vi använt Wikells Sektionsdata samtprisuppgifter från leverantörer. För att studera arbetsmiljön har intervjuer genomförtsmed två yrkesverksamma betongarbetare. Intervjuerna gav sedan underlag för enenkät som skickades ut till yrkesverksamma betongarbetare.Vår studie visar att prefabricerade väggar beräknas ge en lägre byggkostnad änmotsvarande platsgjuten vägg vid ett reningsverk. Studien visar även attbetongarbetare föredrar prefabricerade lösningar ur arbetsmiljösynpunkt. Fysisktpåfrestande moment undviks och tiden som spenderas på arbetsplatsen minskar vidprefabricerade betongelement. / When building concrete walls at water and wastewater treatment plants , the twomethods are cast-in-place and prefabricated walls. The methods give similar resultsbut differ considerably in implementation. We have therefore chosen to study thesubject and draw conclusions about which method is preferable.To study the subject, we chose Skebäcks wastewater treatment plant in Örebro as astudy object where both methods of constructing newpartitions in concrete havebeen used in connection with the reconstruction of existing basins.We have chosen to study costs and work environment issues around the twodifferent construction methods. As a basis for the cost calculation, we have usedWikell's Sektion Data and price information from suppliers. To study the workenvironment, interviews were conducted with two professional concrete workers. Theinterviews then provided the basis for a questionnaire that was given to professionalconcrete workers.Our study shows that prefabricated walls provide a lower construction cost than thecorresponding cast-in-place wall at wastewater treatment plant . The study showsthat concrete workers prefer prefabricated solutions from a work environment pointof view. Physically stressful moments are avoided and the time spent in theworkplace is reduced when building with prefabricated concrete walls.

The world is in a pandemic situation. Shifting to remote working has become a priority for many companies and remote work has become new normal. In doing so, industrial organizations are experiencing new challenges. Moving to the online way of working, new working conditions and different practical challenges they bring have created empirical context highly relevant for studying leadership which is currently a hot topic among scholars. Almost all studies, in the context of remote working, emphasize the importance of leadership.  Nevertheless, it is argued that the most recent literature and work on leadership have remained the leader-centered approach highly employed within traditional leadership literature. The leader-centered approach focuses on individual leaders and their traits, abilities, and actions, and thus contributes to placing the abstract phenomenon of leadership into distinct individuals, thereby supporting the taken-for-granted assumption that leadership is a single-person, heroic, task. Instead, scholars call for more studies that investigate leadership as ongoing social production of direction through constructions of space of action by actors in certain practice/practices. This emergent movement in leadership research is known as leadership as practice.  Accordingly, the aim of this thesis is to investigate leadership within the remote working environment, from leadership as practice perspective and through the construction of actors’ space of action. This includes an analysis of current leadership practices in relation to the construction of space of action as well as the analysis of practices that might potentially contribute to improving the current ones in doing so.  An interview study has been carried out at the three companies in Serbia, Germany, and the UK with a qualitative approach. The thesis builds on a theoretical framework and empirical data that have been collected through an extensive literature review and semi-structured interviews using an open-ended interview guide.  The result suggests that the current leadership practices are narrowing down the space of action. Also, the analysis of empirical data revealed that certain leadership practices have the potential to contribute to the construction of space of action within a remote working environment. The thesis’s insights might help companies to improve their own practices.

The purpose of the study was to investigate how male employees experienced the Swedish Armed Forces as a workplace regarding gender equality and how they experienced the importance of having female colleagues. The method had a qualitative approach that consisted of semi-structured interviews. The sample involved five male Officers in the Swedish Armed Forces located in two places in Sweden. The interview material was analyzed by a thematic analysis method. The results were presented on the basis of the main categories: Internal gender equality work, external gender equality work and the importance of women in the Swedish Armed Forces. The main findings showed that the respondents experienced Swedish Armed Forces as an equal workplace based on the fact that they never experienced the opposite. They experienced that the Swedish Armed Forces actively are working with gender equality, both internally and externally. The respondents also said that their female colleagues are of great importance in order for Swedish Armed Forces to do their job. The conclusion is that male employees experience Swedish Armed Forces as a gender equal workplace while other studies showed that female employees did not. Therefore needs further research to understand why there is a difference in men's and women's experience / Syftet med studien var att undersöka hur manliga anställda vid Försvarsmakten upplevde sin arbetsplats gällande jämställdhet samt vilken betydelse de upplevde att kvinnliga kollegor har på den mansdominerade arbetsplatsen. Metoden hade en kvalitativ ansats och datamaterialet samlades in med hjälp av semistrukturerade intervjuer. Respondenterna bestod av fem manliga anställda officerare i Flygvapnet inom Försvarsmakten, på två olika orter i Sverige. Materialet analyserades utifrån en tematisk analysmetod. Resultatet presenteras utifrån tre huvudteman: Internt jämställdhetsarbete, externt jämställdhetsarbete samt kvinnors betydelse i Försvarsmakten. Resultatet visade att de manliga anställda upplevde Försvarsmakten som jämställd då de själva inte hade upplevt motsatsen. De upplevde att Försvarsmakten är tydlig med sitt ställningstagande gällande jämställdhet, både internt på arbetsplatsen och externt ut mot samhället i form av exempelvis reklamkampanjer. Respondenterna uppgav att kvinnliga kollegor var av stor betydelse för att Försvarsmakten ska kunna leverera goda resultat. Både för att de anställda ska representera samhällets befolkning, samt då män och kvinnor arbetar bättre tillsammans. Männen menade också att kvinnor kan vara helt avgörande i det operativa arbetet, kanske främst utomlands. Slutsatsen säger att manliga anställda vid Försvarsmakten upplevde arbetsplatsen som jämställd medan tidigare forskning som intervjuat kvinnor i liknande frågor inte gör det. Därför behövs ytterligare forskning för att förstå varför upplevelsen skiljer sig bland män och kvinnor.