Abstract The Armed Forces are in an expansive period where the need for competent personnel is greater than ever. Partly due to the need to train soldiers and new officers being greater than in a long time and the need to maintain readiness in accordance with the interpretation of the world situation. This is a situation where the Armed Forces have a competence-preserving anorexic organization which, due to political decisions, has decreased by 70% since the 1990s. In 2015, due to Russia's annexation of Crimea, the political orientation changed to increase the capabilities of the Armed Forces. This intensified in 2022 with Russia's attack on Ukraine. The study was conducted at a unit where data was collected between the years 2017-2022. In 2017, the surveyed unit had 393 officers and 2022 318 officers, which is a decrease of 75 officers during the period. How can it be that a unit loses 75 officers in 5 years when politicians want the Armed Forces to grow?   The study shows that officers terminate their employment due to the tensions that arise between the three identified Sensemaking processes. These processes are the Authority, the Profession and the individual. • The resignations of officers arise when a person is faced with an ultimatum in which they are forced to choose between the Authority, the Profession and the Individual and its basic truths. • And when the Armed Forces are unable to give meaning to the forced change of meaning. The cumulative tension of meaning to which the professional officer is exposed during his career is increasing in relation to level and family situation. The triggers that lead up to the ultimatum are lack of opportunity to influence the organization as well as one's own situation, lack of support and trust from the manager, and lack of quality time with the family.  The conflict between the Authority and the Profession is based on the different views on the emphasis placed on training military units. The conflict between the individual and the profession is about the double loyalty between the family and the unit. The conflict between the Individual and the Authority is based on what the job gives in relation to the sacrifice the individual makes.  The study was carried out with the approach of understanding and interpretingthrough sensemaking why officers leave the Armed Forces to a greater extent than the unit wants. This is a hermeneutic, inductive and qualitative study where interviews and workshop are used to gather data which is then analysed in a GT inspired method.

This thesis focuses on the user experience in facilities and primary workplaces. In short, the purpose was to investigate what user experience is if applied in workplaces and also how to work with user experience in workplaces.  Initially, the literature indicated that the practice of user experience is known in the application in digital settings, yet it is still quite undiscovered when applied to physical settings. Or as to say, it's not particularly referred to as user experience if practiced. There is research touching on the area of study. However, there is room for further research on the real application of user experience methods and procedures. A pre-study with a representative from the research field of this topic was presented early on, followed by an extensive literature and theories review of the area of study. In addition, the study included numerous interviews with representatives from workplace teams (with different roles and perspectives) and users (employees). The interviewees worked for tech companies located in the San Francisco Bay Area, California, USA – an area known for its high density of tech companies with an innovative culture. Study visits, with the purpose of real scenario observation of how the workplaces were designed and operated, were another important contributor to the empirical findings.  The results showed applications of user experience in workplaces. That included perspectives of users, physical attributes, intangibles (such as feelings of connection and community created), and also external incitements. Additionally, to empathize with the diverse work among users and management, the workplace teams needed to be composed of various areas of expertise. Methods for empathizing included surveys, interviews, apps, service platforms, workshops, storytelling/listening sessions, ‘space champions’, and experiments. However, there was also an expressed need for improvement in the empathizing procedures. To summarize, there was an agreement of the exploratory time ahead in terms of workplaces, and users, which was further discussed in the reflection part of the thesis. / Avhandlingen fokuserar på användarupplevelsen (user experience) i byggnader och primärt arbetsplatser. Syftet har varit att undersöka vad användarupplevelse är om tillämpat på arbetsplatser och även hur man kan arbeta med användarupplevelse på arbetsplatser. Initialt indikerade litteraturen att tillämpandet av användarupplevelser främst associeras med digitala miljöer, men är fortfarande ganska outforskat när den tillämpas på fysiska miljöer. Och om tillämpat, inte alltid refererat som användarupplevelse. Det finns en del forskning som berör studieområdet, men ett stort utrymme finns för ytterligare studier om den verkliga tillämpningen av metoder och procedurer för användarupplevelser. En förstudie med en representant från forskningsområdet för detta ämne presenterades tidigt, följt av omfattande studier av litteratur och teorier i syfte att beskriva studieområdet. Dessutom inkluderade studien ett flertal intervjuer med representanter från arbetsplatsteam (med olika roller och perspektiv) och användare (anställda). Intervjupersonerna arbetade på tech-företag i San Francisco Bay Area, Kalifornien, USA – ett område känt för mängden av denna typ av företag med en innovativ företagskultur. Studiebesök, med syfte att realisera scenarioobservationer av hur arbetsplatserna utformades och förvaltades, var en annan viktig bidragande faktor till de empiriska iakttagelserna. Resultaten visade tillämpningar av användarupplevelse på arbetsplatser, vilket inkluderade användarperspektiv, fysiska attribut, immateriella faktorer (såsom känslor av anknytning och gemenskap), och även olika externa incitament. Därtill behövde arbetsplatsteamen vara sammansatta av olika expertområden för att praktisera empati med såväl olika användare som företagsledning. Metoder för detta inkluderade undersökningar, intervjuer, appar, tjänsteplattformar, workshops, berättande/lyssningssessioner, 'space-champions' och experiment. Det fanns dock även ett uttalat behov av förbättring av den praktiserade metodiken. Avslutningsvis indikerade intervjuerna, att det fanns en enighet kring den utforskande framtid, vad gällande arbetsplatser och användare, som vi står inför; vilket även var ett av de teman som diskuterades vidare i reflektionsdelen av uppsatsen.