Bullying and harassment is a common phenomenon that usually is associated with schools, but bullying among adults at workplaces is not as much discussed. Previous research shows that discrimination occurs in various social areas because of the individual's gender and ethnicity. Based on this there was a reason to suppose that bullying, which is a form of vulnerability, could also depend of belonging to a particular social category. The aim of this study was to get knowledge about the correlation between bullying at the workplace and concurrent collaboration of class, gender and ethnicity. The results of this quantitative study show that there is no correlation between the simultaneous interaction of gender, class and ethnicity towards bullying and harassment. (The concept immigration status is used instead of ethnicity). The results show, however, that there is correlation between individual social categories (gender, immigration status and class) and some specific types of vulnerability mentioned in the survey.

The topic of the thesis is counting the capacity calculations for two and three-shift operation of the four components of jet engines, deisgn layouts of each workstation of line, compare the cost of the two and three-shift operation and recommendation of appropriate option.

Bakgrund: Barnmorskor upplever att rotationsarbete och kontinuitet i arbetet leder till en god vård, bredare kunskap samt att det uppskattas av patienter. Barnmorskorna känner sig mer välmående i sin arbetssituation. Det leder även till en dubbel kompetens hos barnmorskorna. Syfte: Syftet med studien var att beskriva barnmorskors upplevelse av att arbeta roterande mellan mödrahälsovård och förlossningsvård. Metod: En kvalitativ intervjustudie där semistrukturerade intervjuer med åtta deltagande barnmorskor arbetande i mellansverige utfördes. En kvalitativ innehållsanalys utfördes vilken resulterade i fyra kategorier samt nio subkategorier. Resultat: Barnmorskornas upplevelser av att arbeta roterande beskrevs som ett omväxlande och givande arbete som gav glädje och tillfredsställelse, trots att det var arbetsamt. Samtidigt var det en utmanande uppgift då de behövde hålla sig uppdaterade på två arbetsplatser, få ihop tidboken på barnmorskemottagningen och bibehålla kompetensen på förlossningsavdelningen. Arbetsplatserna skiljde sig åt vilket var med fördelar och nackdelar. En viktig grundsten i arbetet var kollegialt stöd, och att ha en hemarbetsplats istället för två upplevdes positivt. Rotationsarbete ur patientsynvinkel ansåg barnmorskorna vara uteslutande positivt då de kunde ge ett utökat stöd till de födande vilket var en vinst för både barnmorskan och patienten. Slutsats: Trots att det kräver extra arbete från barnmorskorna är upplevelserna av att arbeta roterande övervägande positiva både ur barnmorskans eget perspektiv samt deras beskrivning av respons från patienterna. Det finns relevans för att genomföra ytterligare forskning inom området genom att intervjua en större grupp med barnmorskor. / Background: Midwives experience that working rotationally and with continuity leads to a quality of good care, bigger knowledge and the care is valued by patients. This also leads to a double competency for the midwives. Aim: The aim of the study was to describe midwives’ experience of working rotation between antenatal care and perinatal care. Method: A qualitative interview study with semi structured interviews were conducted, with eight participating midwives working in the central Sweden. An analysis was conducted, resulting in four categories and nine subcategories. Result: The midwives’ experiences of working rotationally were described as a varied and rewarding job that brought joy and satisfaction, even though the work was trying. The work was a challenging task, they needed to be updated at two workplaces, make sure the patients were being cared for at the maternity clinic and maintain the expertise at the maternity ward. The workplaces differed, which was advantageous and disadvantageous. An important cornerstone for the work was collegiate support and having one instead of two working places. From the patients’ point of view the rotationally work by the midwives was positive as they could provide increased support for childbearing women, which was beneficial for the midwives and the patient. Conclusion: Although it requires extra work from the midwives, the experience of working with rotation is mostly positive both from the midwife’s own perspective as well as their description of the patient’s response. There is relevance for conducting further research in the field by interviewing a larger group of midwives.

This research in the field of transport sociology explores how workplaces in Stockholm can become actors in managing transport demand and through soft measures contribute to an increase of sustainable and active commuting to work and short-distance travel on work purposes. It uses a mixed-method approach consisting of a review of official documents, publications and initiatives, a web-survey and semi-structured interviews with representatives of Stockholm’s public and private workplaces. The study uncovers the current role of workplaces in mobility management policies of Stockholm, analyzes internal and external factors that influence the likelihood of workplaces to encourage sustainable and active commute and travel to meetings within the city among their employees and provides recommendations on how workplaces engagement can be increased. Being occasionally mentioned in the policy documents or invited to take part in climate or cycling-focused initiatives, workplaces in Stockholm are now at different stages in their willingness to have travel policies and participate in on-site mobility management. Internal and external factors influence the motivation of public and private, larger and smaller workplaces differently. With further research, comprehensive communication, questioning the status quo and establishing a constant dialogue between the city and workplaces there is a big potential to involve workplaces as new actors into various existing initiatives.

Rapporter om mycket stillasittande och sämre folkhälsa lägger allt större fokus på våraarbetsplatser eftersom vi spenderar mycket tid där. En arbetsplats ska vara hälsofrämjande ocherbjuda friskvård, där vissa till och med kräver obligatorisk friskvård på arbetstid. Denna studieundersöker om det finns skillnader på hur personer uppfattar sin hälsa beroende på om de harobligatorisk friskvård eller inte. Vidare undersöks om de är mindre stillasittande, mer fysiskaktiva och mer motiverade till att utföra fysisk aktivitet. 61 respondenter svarade på en enkät,varav 23 respondenter hade obligatorisk friskvård på arbetstid. Enkäten innehöll förutomdemografiska frågor, självskattningsfrågor från tre skalor, Salutogenic Health Indicator Scale(SHIS), International Physical Activity Questionnaire (IPAQ) och Intrinsic MotivationInventory (IMI). Resultaten behandlades i Jamovi och redovisades genom medelvärde ochspridningsmått i tabeller och diagram. För att testa signifikansen användes T-test för oberoendegrupper Mann-Whitney U-test och Welch’s t-test. Resultatet visade att respondenterna medobligatorisk friskvård på arbetstid skattade sig själva högre på en egenskattad skala om hälsa,än de som inte hade obligatorisk friskvård. Respondenterna med obligatorisk friskvård skattadesig också utföra mer fysisk aktivitet än de andra respondenterna. Dock hittades ingensignifikant skillnad i motivation eller stillasittande. Resultatet pekar på att arbetsplatser medobligatorisk friskvård bidrar till bättre upplevd hälsa och mer fysisk aktivitet hos sina anställdamen förebygger inte stillasittandet. / Reports of a lot of sedentary behaviour and poorer public health are putting more andmore focus on our workplaces because we spend a lot of time there. A workplace must behealth-promoting and offer wellness and exercise activities, with some even requiringmandatory wellness and exercise activities during working hours. This study examines whetherthere are differences in how people perceive their health depending on whether they havemandatory wellness and exercise activities or not. Furthermore, it is investigated whether theyare less sedentary, more physically active and more motivated to perform physical activity. 61respondents responded to a survey, of which 23 respondents had mandatory wellness andexercise activities during working hours. The survey contained, in addition to demographicquestions, self-assessment questions from three scales, the Salutogenic Health Indicator Scale(SHIS), the International Physical Activity Questionnaire (IPAQ) and the Intrinsic MotivationInventory (IMI). The results were processed in Jamovi and reported through mean and variancemeasures in tables and diagrams. To test the significance, the Mann-Whitney U-test andWelch's t-test were used. The results showed that the respondents with mandatory wellness andexercise activities during working hours rated themselves higher on a self-rated scale abouthealth, than those who did not have mandatory wellness and exercise activities. Therespondents with mandatory wellness and exercise activities also rated themselves performingmore physical activity than the other respondents. However, no significant difference wasfound in motivation or sedentary behaviour. The results indicate that workplaces withmandatory wellness and exercise activities contribute to better perceived health and morephysical activity among their employees, but do not prevent sedentary behaviour.

Datum: 2024-05-28   Nivå: Kandidatuppsats i Företagsekonomi, 15 hp   Institution: Akademin för Ekonomi, Samhälle och Teknik, Mälardalens Universitet   Författare: Ronja Berglund (930413) & Rebecka Lindfors (990130)   Titel: Mot en jämställd arbetsplats: En undersökande studie av två företags jämställdhetsarbete och de anställdas upplevelse av det.    Handledare: Konstantin Lampou   Nyckelord: Jämställdhetsarbete, organisationskultur, inkludering,                             könsdiskriminering, mansdominerade arbetsplatser och jämställdhet.   Forskningsfrågor: Hur ser organisationens arbete ut för främjandet av jämställdhet? Hur blir de anställda involverade i processer som främjar jämställdhet?   Syfte:  Uppsatsens syfte är att undersöka jämställdhetsarbetet och hur jämställdhet tar sig i uttryck bland medarbetarna i två företag inom fastighetsbranschen, som länge har kännetecknats av att vara en mansdominerad bransch.   Metod: För att samla in det empiriska materialet har en kvalitativ forskningsmetod genom semistrukturerade intervjuer använts. Målgruppen för studien var medarbetare och chefer inom fastighetsbranschen. Vid analysen av data applicerades en tematisk analysmetod. En abduktiv forskningsansats har tillämpats som tillät flexibilitet vid utvecklingen av teorier.   Slutsats: Studien identifierar att det finns en saknad vetskap bland de anställda om organisationernas interna jämställdhetsarbete. Detta beror helt enkelt på att det inte presenteras några distinkta strategier för jämställdhetsarbete från ledningen och att de anställda inte inkluderas i frågor som berör jämställdhet. Organisationskulturen har dock en betydande påverkan på de anställdas upplevelse av jämlikheten mellan könen, där allt ifrån de subtila interaktionerna mellan kollegor och tydliga stereotypiska åsikter spelar roll. / Date: 2024-05-28   Level: Bachelor thesis in Business administration, 15 cr   Institution: School of Business, Society and Engineering, Mälardalens University   Authors: Ronja Berglund (930413) & Rebecka Lindfors (990130)                 Title: Towards an equal workplace: An exploratory study of two comapnies´ equality work and its employees´experience of it    Supervisor: Konstantin Lampou   Keywords: Equality work, organizational culture, inclusion, gender discrimination, male-dominated workplaces and equality.   Research questions: What does the organization´s gender equality work look like? How do the employees get involved in processes that promote equality?   Purpose: The aim of this essay is to investigate gender equality initiatives and how gender equality work is expressed among the employees of two companies operating in the real estate industry.    Method: To gather empirical data, a qualitative research method was employed through semi-structured interviews. The study targeted both employees and managers within the real estate industry. Data analysis utilized a thematic analysis approach. An abductive research approach has been applied, facilitating flexibility in theory development.   Conclusion: The study identifies a lack of knowledge among the employees about the organizations´ internal gender equality work. This is simply because no distinct strategies for gender equality work are presented by the management, and that the employees are not included in matters concerning gender equality. However, organizational culture has a  significant impact on employees´ perception of gender equality, where everything from the subtle interactions between colleagues to explicit stereotypical opinions plays a role.

The pandemic knocked over traditional ways of working in the office context, yet it is questionable whether, a couple of years after the pandemic, organizations have learned to utilize the workplaces in an efficient way, resulting in high employee experience. There was a transition of working practices from using offices before pandemic to remote work in pandemic and then start to settle in hybrid ways of working after pandemic. During this transition, flexible ways of utilizing and sharing workspaces were lost and activity-based workplaces may no longer be used as intended. A pilot project was conducted at one of the sections of a department of global Swedish organization to find behavioral gaps present when it comes to utilization of workspaces. This project’s aim was to develop and plan behavioral interventions to enhance effective utilization of activity-based workplaces. This thesis project focuses to contribute to knowledge regarding human behaviors’ impact on the utilization of workspaces and how tailor made solutions in form of behavioral interventions can be developed or created according to needs of workplaces facing similar challenges as the department of this case study. Results of this project points out the post-pandemic ways of working and the underlying reasons of behavioral gaps when it comes to utilization of activity-based workplaces’ workspaces at one of the sections of a department of a global Swedish organization. Based on these results and different stakeholders’ feedback, a package of behavioral interventions was suggested with an expectation of their positive outcome on utilization of workspaces. The study concludes that behavioral gaps or issues can be a reason for underutilization of workspaces in the activity-based workplaces and to improve the situation tailor made behavioral interventions should be developed. This study also gives recommendations for enhancing utilization of activity-based workplaces and what should be next steps at the department of this case study to improve the situation with long term positive outcomes on utilization of workspaces. / Pandemin störtade traditionella sätt att arbeta på kontor, men det är tveksamt om organisationer ett par år efter pandemin har lärt sig att använda arbetsplatser på ett effektivt sätt, vilket resulterat i en hög medarbetarupplevelse. Det skedde ett skifte i arbetsmetoder från att använda kontor före pandemin till att arbeta på distans under pandemin och sedan börja sätta sig in i hybrida sätt att arbeta efter pandemin. Under denna övergång förlorades flexibla sätt att utnyttja och dela arbetsytor och aktivitetsbaserade arbetsplatser får inte längre användas som avsett. Ett pilotprojekt genomfördes vid en av sektionerna på en avdelning av en global svensk organisation för att hitta beteendeklyftor som finns när det gäller nyttjandet av variationer av arbetsplatser. Detta projekts syfte var att utveckla och planera beteendeinsatser för att förbättra nyttjande av aktivitetsbaserade arbetsplatser. Detta examensarbete fokuserar på att bidra till kunskap om det mänskligt beteendets påverkan på nyttjandet av arbetsytor och hur lösningar i form av beteendeinsatser kan utvecklas eller skapas efter behov av arbetsplatsers med liknande utmaningar som på den här avdelningen. Resultatet av detta projekt visar arbetsvanor under den post-pandemiska eran och de bakomliggande orsakerna till beteendeklyftor när det gäller nyttjandet av aktivitetsbaserade arbetsplatsers på den undersökta sektionen . Baserat på dessa resultat och de anställdas och ledningsgruppens återkoppling föreslogs ett paket med beteendeinsatser med en förväntan om deras positiva resultat på användningen av arbetsytor. Studien drar slutsatsen att beteendeklyftor eller problem kan vara en orsak till underutnyttjande av arbetsytor och för att förbättra situationen bör beteendeinsatser utvecklas. Denna studie ger också rekommendationer för att förbättra nyttjandet av aktivitetsbaserade kontor och vad som bör vara nästa steg för avdelningen på global svensk organisationen för att förbättra situationen med långsiktiga positiva resultat för nyttjande av arbetsytor.

This master's thesis focuses on the manufacturing system of the company ADOZ, ltd. It describes some systems of production management that leaders of the company want to implement, the company itself, the condition of the default manufacturing system, its deficiencies and motives of the company that led leaders to decide to move to a new space. One section of the thesis describes the space of the new building into which the company wants to move its manufacturing system. The thesis also deals with the calculation of capacity, the quantity of staff, and the size of the areas of the new manufacturing system that should be placed into the new building. The workplaces of the manufacturing system have been divided into various type groups. The relationships between these groups have been analysed, whereupon accurate plans of the placement of workplaces of the new manufacturing system in the manufacturing space of the new building have been created. On the basis of two different attitudes towards calculation of capacity, two different proposals have been created, and a plan of workplace placement has been made individually for each proposal. Both proposals have been compared from a financial viewpoint.

Resident-centered care has been the standard philosophy in accredited personal care homes (PCHs) across Canada since 1990. Health care aides (HCAs) are the primary health care providers in PCHs and key to residents' quality of care and quality of life. However, studies have not examined HCA work satisfaction in relation to the four elements of resident-centered care: providing flexible scheduling, following residents' preferences, promoting a home-like environment and offering permanent assignment to promote consistency of care. This cross-sectional, ethnographic study was conducted using face-to-face interviews with nine HCAs working in four PCHs in Winnipeg, Manitoba, Canada. The results indicate that HCAs' work satisfaction was highly related to their caring relationships with residents and their working relationships with other HCAs and staff. The implementation of resident-centered care depended on institutional and managerial support. Lack of this support created stressful situations for HCAs and caused them concern about the quality of care and quality of life of residents. / May 2009

Resident-centered care has been the standard philosophy in accredited personal care homes (PCHs) across Canada since 1990. Health care aides (HCAs) are the primary health care providers in PCHs and key to residents' quality of care and quality of life. However, studies have not examined HCA work satisfaction in relation to the four elements of resident-centered care: providing flexible scheduling, following residents' preferences, promoting a home-like environment and offering permanent assignment to promote consistency of care. This cross-sectional, ethnographic study was conducted using face-to-face interviews with nine HCAs working in four PCHs in Winnipeg, Manitoba, Canada. The results indicate that HCAs' work satisfaction was highly related to their caring relationships with residents and their working relationships with other HCAs and staff. The implementation of resident-centered care depended on institutional and managerial support. Lack of this support created stressful situations for HCAs and caused them concern about the quality of care and quality of life of residents.