Syftet med studien var att undersöka skillnader i arbetsmotivation och arbetstillfredsställelse bland omsorgspersonal beroende på om de hade en fast eller flexibel arbetsplats. I studien ingick två deltagargrupper där den ena gruppen tillhörde en fast avdelning medan de anställda i den andra gruppen flyttade runt mellan avdelningar beroende på var det för tillfället fanns behov. Studien genomfördes som en enkätundersökning inom omsorgsförvaltningen i en mindre kommun. Totalt besvarade 55 personer på enkäten som var uppdelad i två delar; Basic need satisfaction at work scale som mätte arbetsmotivation med delskalorna autonomi, kompetens och samhörighet och Minnesota job satisfaction som mätte inre och yttre arbetstillfredsställelse. Studien visade att anställda med en flexibel arbetsplats hade lägre arbetsmotivation och arbetstillfredsställelse än anställda med fast arbetsplats. Autonomi, samhörighet och inre arbetstillfredsställelse visade ett signifikant resultat, kompetens och yttre arbetstillfredsställelse hade en tendens till signifikant effekt / The aim of the study was to examine differences in work motivation and job satisfaction among nursing assistants, depending on whether they had a permanent or flexible workplace. The study involved two groups of participants, the one belonging to a permanent ward while the employees of the other group moved around between wards depending on where they were currently needed. The study was conducted as a survey in care administration in a small municipality. A total of 55 people responded to the questionnaire, which was divided into two parts; Basic need satisfaction at work scale measuring the motivation subscales of autonomy, competence and connectedness and Minnesota job satisfaction scale measuring job satisfaction based on intrinsic and extrinsic aspects. The study showed that employees with a flexible workplace had lower motivation and job satisfaction than workers with permanent workplace. Autonomy, connectedness and internal job satisfaction showed a significant result, competence and external job satisfaction tended to significant effect.

Very often we are likely to hear how important it is as adults to help small children and pupils out of bullying situations, both for the bullied one and the bully. What we often tend to forget is that bullying situations among adults are as common as the ones children put up with. The only difference is that the ones adults go through is a much more silent one, and the bullies often have a better strategy on how to beat down their victims slowly. Some of the cases also show that the bullying that is happening among adults is similar to the one between children. The risks in the bullying that occurs in the work environment are such as: bad self-esteem, doubting in their roles as professionals, anger, depression, anxiety and in some cases can be so dangerous that the suffered one eventually commits suicide. Therefore I chose to examine what kind of view the interviewed educators have towards: What the definition of bullying is? What kinds of factors are causing the bullying? What kind of action-plans are there to prevent this from happening? Needless to say, the topic becomes more interesting when the authorities at work don’t show interest in taking the problems seriously, which almost give the bullies the impression that it’s acceptable to do so. Unfortunately, the results showed that the employees eventually decided to quit their jobs, because of all the harassments that didn’t stop and for the help they didn’t get from their bosses and neither did they’ve had contact with the Work Environment Agency. It is also of importance to mention that all three of the interviewed people are educators themselves and worked in a preschool environment during the bullying periods. The study has been examined by their perspective on the subject.

<p>This study appears to be one of few intervention studies with focus on eyestrain and lighting on non-computer workplaces. Previous studies have shown strong connections between eyestrain and musculoskeletal strain. The eyes “lead the body” and if the picture on the retina is unfocused the body adjusts the posture, trying to improve the image through changing the viewing distance. This can lead to an unnatural body posture which can contribute in the development of musculoskeletal disorders.</p><p>A good visual environment with proper illuminance, good luminance contrast relationship, good uniformity value of the illuminance and no glare are the best conditions in order to function well at a visually demanding work. Sorting mail is a task that needs good visual ergonomics and can therefore be improved by a change in the visual environment.</p><p>The overall purpose of this thesis is to investigate if a good visual environment have an impact on eyestrain, musculoskeletal strain, productivity, wellbeing, and work induced stress.</p><p>This thesis is based on a literature review and a lighting intervention, with one part before the intervention and two follow-up parts, summer and winter. The results are based on objectively measurements; lighting, time studies, and optometric eye examinations, and two questionnaires. The first questionnaire concerned visual ergonomics and the second had a focus on wellbeing and experience of work related tasks.</p><p>The postmen experienced the new lighting and labeling as improvement. A small decrease in the amount of eyestrain was present, and the younger postmen had a decrease of the musculoskeletal strain. The postmen with eyestrain got a small improvement of the sorting time. When the lighting was improved another factor that could cause strain appeared, the need for good correction in their glasses was identified as the main remaining factor that could cause the observed strain.</p> / Report code: LiU-Tek-Lic-2008:8.

The aim of the study was to look at the psychomotor skills in cardiopulmonary resuscitation and relate the results to sex, age and type of training. Place of training had three different categories: training at Finnish Red Cross (FRC) courses for general public, training at workplace or training at both places. The study was conducted on 310 trainees on different first aid courses and events in Finland. The psychomotor skills were evaluated by observation with help of a CPR evaluation standardized checklist with 11 moments. Age showed to have an impact on the skills. Age groups 20, 30 and 40 performed the skills better than the age group 50 and above. To explain the difference with anxiety is not likely, as 41.1 % of the trainees informed not to be afraid in a real situation and only 27.8% answered to be or did not know if they would be afraid. More likely the difference can be explained by self confidence to act as well as by the fact that different age groups need different teaching methods. Repeating has also a big role with the competence. Trainees with health care background or active at FRC succeeded to get better results. They also managed better with the essential moments like calling for help and opening the airways. Obvious is that those with 3-6 passed first aid courses managed to get better results than those with 0-2 courses. Motivation to have skills in CPR have an impact when comparing the skills and place where you got the training. All 11 moments right had 43.8% of the trainees who got their training at a FRC course, and 28.0% of those who were trained at workplace. Same difference can be shown when comparing skills with the essential moment, opening the airways. Out of the trainees at FRC courses 89.9% performed it right and 62.7% of trainees at courses at workplaces. When evaluating the skills it is just not enough to look at the right moments, but as well at the crucial, life saving, measures. In order to save more lives by CPR training an essential factor in the training is confidence to intervene in the event as well as repetition together with different teaching methods for different target groups. CPR skill tests are an important tool for the future development of the quality of the teachers. / <p>ISBN 91-7997-096-6</p>

In the light of the Global Era, post COVID-19 restrictions, companies have started to operate their businesses in virtual or hybrid workplaces. In the context of disruptive times, the importance of inclusive behavior in work environments has been denoted. Thus, this thesis aims to investigate if and how global companies and their leaders practice inclusive leadership in virtual and/or hybrid teams. Specifically, this concerns investigating the perceptions of individual employees and leaders of their respective companies’ inclusive behavior in virtual and/or hybrid work environments. In order to assess the different perspectives of employees and leaders, qualitative interviews were conducted. In addition, primary data was complemented with an investigation of official public company information regarding their work with inclusion. Empirical data was analyzed based on an adaptation of a theoretical model of inclusive leadership with the aim to identify and analyze different themes related to inclusive leadership as well as potential emerging themes. The findings indicate that global companies studied within the scope of this research practice inclusive leadership working in virtual and/or hybrid work environments. Twelve themes emerge as factors and behaviors of leadership, at global companies and their leaders, that facilitate an inclusive environment in hybrid and virtual settings.

There can be a lack of trust in distributed workplaces. Former studies have shown how agile frameworks can increase trust, and how to do it further. These studies mostly investigate scrum, but in this study, a modern framework called Shape up, is investigated. The study aims to answer the question “How can modern IT project management frameworks increase perception of trust, coworker to coworker, and towards the process, in distributed software development?” and does so through semi structured interviews on participants from an american software company, Ambassador Labs, and then analyzed through thematic analysis. The goal, and delimitation of the study, will be on personal experience and perceived trust, rather than measurements. This is partly due to the scarcity of participants and lack of time. Questions in the interview template are inspired by former similar studies, a definition of trust, and different types of trust. In total, 5 themes were found. This being, how the company applies Shape up and what additions they have, group and individual accountability and autonomy, communication and collaboration, pressure, stress, and focus, and shape up and trust. The most frequent topics of discussion being the flexibility of shape up, and how it gives increased accountability, autonomy and good group dynamics, and the lack of communication cross teams and regarding the future. Further studies could be qualitative or quantitative and have larger samples to strengthen dependability of the result. Furthermore, the results of this study can be used as a guide to what should be investigated and measured in a quantitative study. Lastly, continuous studies on how different variables, beyond using a flexible framework in a distributed workplace, affects trust should be done.

This study is based on a qualitative method to investigate how female police students and female police officers experience gender norms and how they are attributed gender roles during their education and in their workplace, which was done with semi-structured interviews. In summary, our study concludes that the female police students and female police officers are aware that gender norms exist within their profession. Because of these norms gender roles are assigned, and depending on one’s gender the individual is expected to have specific characteristics, which both produces and reproduces gender roles. Because of these norms and structures, gender differences arise that affects women, partly how others expect them to act and how it affects their work assignments.

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The environmental impact from our energy production and use today is a central concern for every major decision maker regardless of interest area. Together with transport and industry, housing and services is a major contributor to our energy consumption. In 2013 housing and services accounted for 38% of the energy consumption in Sweden Therefore, energy consumption in buildings has become an area of great importance with many technological solutions developing to meet the demands from investors and legislation. However, present solutions primarily aim to solve current problems, while ongoing technological and social development is setting new conditions for future buildings. This study investigates the future of office buildings heading towards a more flexible work environment. Advancement of technology accompanied with new emerging economic and social practices is facilitating the flexibility, as well as remote work and more out-of-office time, with possible decrease of the thermal energy produced by humans and equipment. In addition, desktop computers will be replaced by energy efficient thin clients, tablets, and phones while other equipment is also becoming more energy efficient, resulting in reduced secondary heat production and thus lower internal gains. This scenario supposes reduced internal gains, resulting in decreased cooling requirements but also increased heating requirements. However, an alternative scenario with increased internal gains is also likely, due to activity-based workplaces. Activity-based offices dispose of personal desks, instead utilising activity-based areas where employees choose an area or desk where to work, depending on their current task. Disposing of personal desks supports higher occupancy, as employees working elsewhere don’t occupy workplaces at the office. Thus, the amount of desks can be matched to the actual amount of employees working at the office during peak loads. These scenarios are developed, quantified, and used as a basis for the building simulation models. These models are then optimised to meet these new conditions, utilising simulation and multi objective optimisation. The key finding is that office buildings are resilient to changing conditions, and that a state-of-theart office from today meet the demands of tomorrow. / Miljöpåverkan från vår produktion och energianvändning är idag är en central fråga för varje större beslutsfattare oavsett intresse i området. Tillsammans med transport och industri, är bostäder och service en viktig bidragande orsak till vår energiförbrukning. År 2013 bostäder och service stod för 38% av energiförbrukningen i Sverige. Därför har energiförbrukningen i byggnader kommit att få stor betydelse, vilket driver utvecklingen mot nya tekniska lösningar för att möta kraven från investerare och lagstiftning. De nuvarande lösningarna syftar dock främst till att lösa nuvarande problem, samtidigt som teknisk och social utveckling skapar nya förutsättningar för framtida byggnader. Detta projekt undersöker framtiden för kontorsbyggnader, där utvecklingen verkar vara på väg mot distansarbete, outsourcing, och mer arbetstid spenderad utanför kontoret, vilket minskar mängden interna laster som värmer upp kontoret. Samtidigt utvecklas stationära datorer och annan utrustning som ersättas med energieffektiva tunna klienter, tablets, och smarta telefoner, vilket minskar de interna lasterna ytterligare. Ett alternativt scenario är aktivitetsbaserade kontor, där de anställda inte har sin egen arbetsyta, utan istället använder aktivitetsbaserade områden beroende på arbetsuppgift. Detta scenario kan tänkas leda till ökade interna laster då ytan kan användas mer effektivt, som kan kompensera för användning av mer energieffektiv kontorsutrustning. Projektet undersöker tänkbara framtida scenarier och hur framtida kontor kan anpassas för att möta dessa nya förutsättningar med hjälp av klimat- och energisimuleringsmjukvara. Resultaten tyder på flera tydliga trender i användningen av kontorsbyggnader, men effekterna av dessa trender kan resultera i flera scenarier. Därför projektet omfattar flera scenarier för att utvärdera spannet av möjligheter. Simuleringarna tyder på att kontorsbyggnader är motståndskraftiga mot förändrade villkor, och att ett modernt kontor från idag kan möta morgondagens behov.

Yes / Introduction It is easy to think of the Trade Union Act (2016) as ‘Thatcher Round 2’: the economic strategy of austerity once again pits the haves against the have-nots, creating the potential for a re-invigorated trade union movement to return to its economically disruptive habits, which the government seeks to constrict. Thus, TUC General Secretary Frances O’Grady condemned the Conservatives for ‘refighting the battles of the 1980s’ instead of taking a more constructive approach (O’Grady, 2016). However, while the trade union legislation of the 1980s followed a decade marked by entrenched union disputes, the Trade Union Act (2016) has been introduced against a very different backdrop. The UK currently has historically low levels of industrial action, stagnating levels of union membership and limited areas of union density (DBIS, 2015; Godard, 2011; Dix et al, 2008). Could it be that the Trade Union Act (TUA) has more to tell us about trade union weakness than their strength? The Act comes at an important moment in the history of the labour move- ment. The Conservative austerity agenda not only attacks living standards, but reduces union membership through extensive job losses. The significance of this for the movement is exacerbated because the public sector is the most heavily unionised sector. This matters for many reasons, not least because the movement’s ability to resist the worst excesses of the austerity agenda rests on its membership and strength. This situation in turn shines a spotlight on what is perhaps the most pressing question facing the movement – the need for a model of unionism which can reach beyond the public sector, and in particular which meets the needs of the ever-growing body of precarious workers.