<p>Introduction: </p><p>A job interview is for both the candidate and the company involved, an important</p><p>situation. It might be tempting for the candidate to adjust the answers to the job in question or what he</p><p>or she thinks the recruiter wants to hear. This behaviour is a part of what socialpsychology would call</p><p>impression management. This term means that you try to control the impressions you send out and</p><p>accordingly adjust your behaviour for the current situation.</p><p>Purpose: </p><p>Candidates usage of impression management is a widely debated subject where the</p><p>research mainly has focused on the candidates, their strategies and the efficiency of impression</p><p>management. Our purpose with this thesis is therefore to see how recruiters experience candidates</p><p>impression management in a job interview, how they handle it and what level of acceptance they have</p><p>for it.</p><p>Theoretical perspectives: </p><p>The theories and previous research used as models for explanation and</p><p>basis for discussion is mainly Erving Goffman´s (1974) dramaturgical perspective and thoughts about</p><p>impression management and Mark R Leary´s (1995) theories concerning impression management</p><p>tactics. In addition to these we also used more specific research concerning attribution, selfdescription</p><p>and problems with applicants use of impression management.</p><p>Methodology: </p><p>We carried out six qualitative semistructured interviews with recruiters from two</p><p>marketleading Swedish companies. The empirical foundation was analyzed through the method</p><p>concentration of meaning and thereafter put in relation to relevant theories and previous research.</p><p>Finally the empirical foundation was discussed on the basis of the thesis purpose.</p><p>Empirical foundation: The empirical foundation is mainly a description of the recruiters experiences</p><p>of different impression management tactics and their coping strategies. The result shows that there is</p><p>many different experiences of the various tactics and whether they are seen positive or negative is</p><p>dependent on which job it is and the candidates impression in general. The empirical foundation also</p><p>describes the recruiters thoughts about how a candidate carries out a successful interview and what</p><p>their interviewsituation looks like. The chapter ends with a description of which importance the</p><p>recruiters ascribe candidates usage of impression management.</p><p>Conclusions: </p><p>Our main conclusion is that even if the recruiters on direct questions concerning</p><p>different impression management tactics describe it as negative, the result shows that it often is seen</p><p>as a relevant social skill and something that is expected of a good candidate. We also think that the</p><p>recruiters are “unconciously aware” of the different impression management tactics. At first they show</p><p>no awarness concerning the tactics but after further discussions we found that they had several coping</p><p>strategies for them.</p>

Introduction: A job interview is for both the candidate and the company involved, an important situation. It might be tempting for the candidate to adjust the answers to the job in question or what he or she thinks the recruiter wants to hear. This behaviour is a part of what socialpsychology would call impression management. This term means that you try to control the impressions you send out and accordingly adjust your behaviour for the current situation. Purpose: Candidates usage of impression management is a widely debated subject where the research mainly has focused on the candidates, their strategies and the efficiency of impression management. Our purpose with this thesis is therefore to see how recruiters experience candidates impression management in a job interview, how they handle it and what level of acceptance they have for it. Theoretical perspectives: The theories and previous research used as models for explanation and basis for discussion is mainly Erving Goffman´s (1974) dramaturgical perspective and thoughts about impression management and Mark R Leary´s (1995) theories concerning impression management tactics. In addition to these we also used more specific research concerning attribution, selfdescription and problems with applicants use of impression management. Methodology: We carried out six qualitative semistructured interviews with recruiters from two marketleading Swedish companies. The empirical foundation was analyzed through the method concentration of meaning and thereafter put in relation to relevant theories and previous research. Finally the empirical foundation was discussed on the basis of the thesis purpose. Empirical foundation: The empirical foundation is mainly a description of the recruiters experiences of different impression management tactics and their coping strategies. The result shows that there is many different experiences of the various tactics and whether they are seen positive or negative is dependent on which job it is and the candidates impression in general. The empirical foundation also describes the recruiters thoughts about how a candidate carries out a successful interview and what their interviewsituation looks like. The chapter ends with a description of which importance the recruiters ascribe candidates usage of impression management. Conclusions: Our main conclusion is that even if the recruiters on direct questions concerning different impression management tactics describe it as negative, the result shows that it often is seen as a relevant social skill and something that is expected of a good candidate. We also think that the recruiters are “unconciously aware” of the different impression management tactics. At first they show no awarness concerning the tactics but after further discussions we found that they had several coping strategies for them.

Denna studie syftar till att undersöka om det finns en skillnad mellan könen i bedömning av barn som påvisar hyperaktivitet, sociala svårigheter och aggressivt beteende på förskolan. Det som intresserade författaren till att göra studien var författarens egen erfarenhet inom ämnet samt ett intresse för att veta mer om ämnet. Studien är gjord med kvalitativa intervjuer hos rektorer och förskollärare, sedan har materialet bearbetats och analyserats med en genusteoretisk utgångspunkt. I studiens resultat framgår rektorernas roll kring barn i behov av stöd med adhd symptom, samt hur det påverkar förskollärarnas ansvar i verksamheten. Även hur detta påverkar verksamhetens möjlighet till extra stöd, vilket framkommer i studien och har en påverkan på utbildningen. Studiens resultat visar även att det görs en skillnad mellan pojkar och flickor gällande adhd. Avslutningsvis, visar studien även hur vårdnadshavare väljer att inte se att deras barn möjligen har behov av stöd.

The purpose of the paper is to present work patterns from two perspectives, the art expert´s and art forger´s, as the patterns can be retrieved from two Swedish criminal cases of fraud, the case "T" and the case "M". A minor purpose is to create a knowledge base extracted from literature regarding more general work patterns used by art experts when they work with attribution.   The method used can best be named descriptive. Forged artwork from nine artists are described and comments on the fake procedures are provided from buyers, forgers/sellers, middlemen (auction houses), police, prosecutors, experts, lawyers and the Stockholm District Court. The result in the paper can be summarized as follows: 1/ General work patterns with attribution: The track-paradigm is governing the expert´s work. As a start we have a time-setting, by identifying general style patterns in the artwork. Then there is a search for a possible geographical area where the work could have been created, and also a search for art schools and artist groups in that area. If a possible attribution of the work to an artist can be done, a search starts for that artist´s characteristics when it comes to motive, color selection, composition, figures, brush movements etc. Different types of physical measurements and tests can provide a complement to the qualitative analysis. The signature, if there is one, is examined and the provenance for the work is searched for. Information about the work in different archives can strengthen the results. 2/ “T” &amp; “M” - the art expert´s patterns: All experts go directly to the alleged artist for a critical analysis of the specific work. First an overall evaluation is done, and that is often sufficient to reject the work. If necessary, details in the work are examined. If a signature is present, it is examined and compared with genuine ones. In some cases, technical studies are used to reach a definitive verdict. The police focus is to identify inaccuracies and fakes in the sales information, and to show efforts to hide information.    3/ “T” &amp; “M” - the forger’s patterns: Art works from recent years are used as models for the creation of pastiches. Craftsmanship is toned down. Pitfalls are being circumvented by selection of genuine material ingredients and selection of secure image content related to the chosen artist. There is a thorough work with information creation to ensure the prospective buyer's desire for proof of authenticity. In parallel there is a work with cover up, and to secure information gaps.

Syftet med föreliggande studie var att undersöka och jämföra motivationen hos amatör- och elitfotbollsspelare mot bakgrund av ålder, prestationsnivå och attribuering. Följande frågeställningar har besvarats: (1) Skiljer sig motivationen åt mellan elitidrottare och amatöridrottare? (2) Attribuerar elitidrottare och amatöridrottare olika? (3) Påverkar ålder motivationen? Försökspersoner (n=32) i ett amatörlag (n=16) och ett elitlag (n=16) fick fylla i en enkät, uppbyggd av Sport Motivation Scale och Attribution Theory. Ett oberoende t-test och ett korrelationstest utfördes. En signifikant skillnad upptäcktes mellan amatör och elit på kategorierna Inre Motivation och Amotivation. Elitspelare upplever en högre inre motivation och en högre amotivation än amatörspelare. Ett negativt signifikant samband mellan ålder och inre motivation, samt amotivation upptäcktes. Yngre individer upplever en högre grad av inre motivation, men de känner också en större amotivation till sitt deltagande.  Resultatet visar på viktiga faktorer för individens utveckling och deltagande i fotboll. / The purpose of this study was to compare motivation on amateur and elite football players regarding age, achievement level and attribution. The question of the study was to examine: (1) If motivation differ between amateur and elite players? (2) If the attribution technique is different? (3) Does age affect motivation? Respondents (n=32) from one amateur team (n=16) and one elite team (n=16) filled out a questionnaire constructed of Sport Motivation Scale and Attribution Theory. An independent t-test and a correlation test were performed. A significant difference was discovered between elite and amateur players Inner Motivation and Amotivation. Elite players experience a higher degree of inner motivation and also a higher degree of amotivation than amateurs, to why they play football. A negative correlation between age and inner motivation, and amotivation was discovered. Younger individuals experience a higher degree of inner motivation, but they also feel a higher amotivation to their participation. The result show important factors for the individual development and participation in football.