Dagens arbetsmarknad är i ständig förändring och den aktivitetsbaserade arbetsplatsen (ABW) har ökat i popularitet de senaste åren. ABW kännetecknas av olika arbetszoner som anpassas utifrån arbetsuppgifternas olika krav. Inom denna kontorstyp har den anställde inte ett personligt skrivbord utan ändrar istället plats beroende på uppgiften. Syftet med denna studie är att undersöka medarbetares erfarenheter av sociala faktorer som påverkar relationer på lång sikt på arbetsplatsen efter implementeringen av ABW. Denna studie fokuserar på långsiktiga effekter eftersom flera tidigare studier har undersökt kortsiktiga konsekvenser av ABW. Detta gjordes genom att genomföra nio intervjuer med medarbetare från en stor offentlig organisation i Sverige. De långsiktiga begränsningar och möjligheter som är förknippade med ABW analyserades med de teoretiska begreppen i den aktivitetsbaserade flexibla kontorsmodellen (A-FO-M). Resultaten visar att medarbetarna rörde sig i ett större socialt sammanhang och att relationerna mellan kollegor som inte tillhör samma team hade förbättrats och att kommunikationen generellt hade förbättrats. Det fanns delade meningar om förhållandet till kollegor inom samma team. Majoriteten upplevde att relationen mellan kollegorna förbättrades medan andra upplevde att den minskade. Studien visade också att ABW skapade möjligheter för medarbetare med arbetsuppgifter som innebar mycket samarbete och informationsutbyte eftersom det underlättar den typen av arbete och att chefer spelade en viktig roll för att upprätthålla teamsammanhållningen. Sammanfattningsvis gjorde zonerna det möjligt för anställda att reglera och kontrollera sina sociala relationer.

In contemporary societies, such as Canada, the United Kingdom and the United States, an emphasis has been placed on moving individuals with mental illness into mainstream paid employment. Although mainstream employment may offer an inclusive environment, existing scholars argue that various problems can arise with this transition to paid work. For example, employers often report a minimal understanding regarding accommodations for someone with mental health issues and workers may be reluctant to disclose mental health issues for fear of workplace discrimination and/or discharge. Social enterprises have been created to address these problems and the available literature illustrates that these organizations are beneficial for individuals with mental illness because they offer necessary workplace accommodations that are often not found in mainstream jobs, allow for engagement in meaningful activity and provide the opportunity to earn a wage. However, scholars have primarily relied on secondary sources and/or surveys of these organizations and, as a result, there is a limited understanding of how social enterprise organizations work in practice. This thesis research seeks to address this gap by using participant observation, along with semi-structured interviews and focus group data, to produce an in-depth analysis that examines the daily operations of a social enterprise in Ontario, Canada, and the experiences of the workers within it. Key themes of analysis pertain to the nature of the work and the labour process; workers’ wages; the organization as a place for meaningful activity and social interaction; and the provision of workplace accommodations. The findings that have emerged from this project have empirical, methodological and conceptual contributions to the existing work on social enterprises for individuals with mental illness. / Thesis / Master of Arts (MA)

Union Square is a novel set in and around the City of New York .

In the post-pandemic era the implementation of hybrid workplaces has only increased within organisations. Offering the ability to work from home has resulted in increases in both satisfaction and performance on various levels. However, this new trend has brought new challenges for organisations. The onboarding process is crucial for the integration of new employees into the organisation and must be appropriately adapted to this new way of working. The thesis aims to provide valuable insight for organisations on how they can effectively manage organisational socialisation and the onboarding processes for hybrid workplaces. With the goal of effectively integrating new hires into the company culture and their role with a focus on how organisations can best adapt to the new employees' demographical differences during the process. The research was designed by using interpretivism philosophy with an abductive approach. Two Individuals with experience with hybrid work were interviewed in order to investigate the current hybrid work environment. In addition, a survey was distributed that inquired about participants' experiences and expectations of the hybrid workplace and their onboarding process where a total of 136 responses were used in the study. The study found that there exists a disparity between the perception and the reality of the hybrid workplace. The current socialisation and onboarding processes are inadequate for appropriately integrating all new hires into the company. Therefore, companies need to adapt their processes accordingly to generational differences in order to successfully onboard new hires into the hybrid workplace.

Indiana University-Purdue University Indianapolis (IUPUI) / As organizations use more and more work teams, selecting and assembling effective teams is becoming increasingly important. Past research and theory has demonstrated that informal roles serve as a critical linking mechanism between individual-level characteristics such as personality and team-level effectiveness. The present study builds upon this area of research and theory by testing the individual-level link between personality and informal roles and the team-level link between team informal role configuration and team effectiveness. These links were tested using a sample of 152 undergraduate students participating in 38 teams of four. The teams engaged in an information-sharing business simulation where the goal was to generate the highest possible profits across two simulated business years. At the individual level, the Big Five personality dimension Agreeableness positively and significantly correlated with the adoption of the Communicator role, while the relationship between Conscientiousness and the Contractor role approached significance. With regard to the team level, a positive relationship was found between the number of Completer roles performed within a team and the level of team effectiveness for the first simulated business year, and the relationship between the total number of informal roles performed within a team and team effectiveness in the first simulated year was found to be marginally significant. Using a criterion profile analysis approach, two criterion patterns were identified in which optimal informal role configuration patterns yielded high levels of team effectiveness. Overall, results from this study lend some support to the demonstrated links between personality and informal roles and informal role configuration and team effectiveness, which have important implications for organizational selection and employee development.

No description available.

The present study examined the relationship between an individual's disability and needed workplace accommodations and employability. The participants for this study were businessmen and businesswomen in Southwestern Virginia who possessed the ability to hire employees. Results indicated that an individual with a physical disability was thought of as more employable and favorable than a nondisabled individual, a blind individual, and an obese individual. Results also indicated that a physically disabled individual would be hired before a blind individual and an obese individual when workplace accommodations were needed. One possible explanation for these findings is that it is desirable to hire someone with a disability so that a company will possess the appearance of being diversified. Future studies may investigate the differences between small businesses and large businesses as it relates to the employing of individuals with disabilities.

The purpose of this autoethnography was to examine my personal experiences with workplace bullying through the lens of existing research and theory and original inquiry into how other faculty members characterize workplace bullying, their related experiences, and the behaviors and tactics involved. The study involved 2 phases. Phase I employed the use of 2 dyadic interviews garnering an additional tier of qualitative information where descriptors of additional analytical memos emerged, such as the regional and organizational cultural dynamics involved in workplace bullying. Phase II used my own personal experiences with bullying in higher education. Four indepth vignettes were provided chronologically: graduate student-experience, entry-career, midcareer, and doctoral dissertation research. Each vignette was analyzed using constant comparative method between the literature and interviews to confirm and disconfirm my own experience with bullying in higher education. Several themes emerged from this research: (1) The nature of my personal workplace bullying experiences highlighted themes involving: bullying behaviors (both victim and bully), position and power (both victim and bully), organizational structure and cultural constructs, and the impact on the victim. The commonalities between my experiences, the literature, and the bullying experiences of other faculty who provided information in this study were: (1) Organizational culture works to support and protect workplace bullies; (2) Organizations with multi-layered hierarchies support workplace bullying behaviors; (3) Workplace bullying results in reports of significant psychological impact (e.g., feelings of anxiety, embarrassment, humiliation, fear, etc.); (4) Workplace bullying involves overt attacks (e.g., intimidation, recruitment of others, threats, etc.); (5) The context of regional culture may influence workplace bullying (i.e. perceptions, tactics, reactions, etc.); and (6) Power (i.e. positional, legitimate, coercive, reward, referent) is a central element in bullying behaviors.

To not be discriminated against is a right that is expressed by the UN, EU and Sweden's government as a basic human right. Despite that, discrimination occurs daily, not least in the workplace. This essay describes the active measures in the form of preventive work to counter discrimination and promotional work for equal rights and opportunities in the workplace. These rules can be found in the third chapter of the Discrimination Act (2008:567). In the second chapter of the essay, the Discrimination Act is briefly described and what requirements there are as well as how cooperation between the parties takes place. A more detailed description of the employer's obligations can be found in chapter three. These obligations include, among other things, mapping and analyzing possible risks and obstacles within the working relationship, salaries, recruitment, skills development and the possibility of combining work with parenthood. The work is described in an action plan on how risks and obstacles are to be remedied and then followed up. In the essay's fourth chapter, the law's specific regulations are dealt with in areas such as guidelines and policies, salary charting, and documentation. The fifth chapter contains practical examples of how the work is carried out at a couple of different businesses. The law provides very limited guidelines on how the work should be carried out and so far, fines have only been imposed on one occasion. The essay's sixth chapter describes what responsibility DOs have and whether their work creates sufficiently strong incentives to motivate compliance. In the final chapter of the essay, what emerged from the legal investigation and interviews is discussed, as well as what changes could increase employers' willingness to comply with the law.

Introduktion/Bakgrund: Hot och våld mot sjuksköterskor är ett globalt och växande problem som riskerar att sänka arbetsmotivation och vårdkvalitet. Sjuksköterskor möter patienter och närstående i svår stress samt patienter med sjukdomstillstånd som ger ökad risk för ett beteende av hot och våld. Tydliga rutiner och strategier för hot och våld från patienter och närstående ökar tryggheten och säkerheten för sjuksköterskor på arbetsplatsen. Syfte: Syftet med litteraturstudien var att belysa sjuksköterskors strategier för hot och våld från patient och närstående på arbetsplatsen. Metod: Litteraturstudien är utformad enligt anvisningar av Rosén (2017), kvalitetsgranskningen var enligt Forsberg och Wengström (2016) och databearbetningen var induktiv i enlighet med Danielsson (2017). I resultatet användes sju artiklar, fyra var av kvalitativ design, en tvärsnittsstudie och två var av mixad metod. Databaserna var CINAHL och PsycInfo. Resultat: Resultatet i litteraturstudien är deskriptiv och består av tre huvudkategorier följt av underkategorier som presenterar data av lika karaktär. Slutsats: Litteraturstudien visar att det finns ett flertal förebyggande, verbala, sociala och praktiska strategier för sjuksköterskor att använda vid hot och våld från patient och närstående. Kompetensen inom området är bristfällig, sjuksköterskor önskar mer kunskap och riktlinjer för hur de ska identifiera och bäst hantera hot och våld från patient och närstående.