Bakgrund Möten har funnits i alla tider och är inget nytt fenomen. Dock har det skett en utveckling för mötesindustrin och innebörden av ett möte kan sägas ha förändrats. Mötesindustrin fann vi intressant att studera då möten förekommer inom alla typer av branscher och på olika nivåer. Syfte och forskningsfråga Uppsatsen syftar till att klaragöra marknadsutvecklingen för mötesindustrin samt att belysa hur aktörerna förhåller sig till denna utveckling samt behandlar även en kommande utveckling. Den forskningsfråga som ligger till grund för uppsatsen är: -          På vilka sätt influerar marknadsutvecklingen aktörerna inom mötesindustrin?   Metod En kvalitativ forskningsansats har använts då vi ämnar analysera och tolka respondenternas svar. Vidare är uppsatsen skriven ur en abduktiv ansats. Sammantaget har 10 personer intervjuats för att skapa en helhetsbild över mötesindustrin. Dessa personer representerar tre olika roller då de antingen kommer ifrån branschorganisationen Svenska Möten, anläggningar eller är företagskunder.   Slutsats De slutsatser vi dragit är att aktörerna är väl införstådda med att det har skett en utveckling för mötesindustrin dock upplever vi att deras förhållningssätt skiljer sig något. Den marknadsutveckling som tydligast präglar branschen är samhällets önskan om tidseffektivisering. Vi ser att flera av de utvecklingsfaktorer kan härledas till tidaspekten, så som senare bokningar. / Background Meetings have always existed in the society and are therefore not a new phenomenon. However, the business meeting industry has faced some changes and we find it out of interest to study this more thoroughly. Purpose This paper examines developments within the business meeting industry and how the actors involved respond to these changes. The paper also considers future developments. Specifically, we examine the question: -           In what way do market developments influence the actors within the business meeting industry? Methodology A qualitative research method has been applied when writing this thesis. An abductive approach has furthermore been used. We have conducted 10 interviews with participants representing either a Swedish company named Svenska Möten, hotels with conferences facilities and business customers. Conclusion We have come to the conclusion that the actors are well aware of the market developments within the meeting industry. However our comprehension is that the actors do not respond in the same manner to this market changes. As we can see it time is a key word considering that several of the development factors can be related to time efficiency. Yet is time efficiency per se not only related to the meeting industry but to the society in general.

Organisations are continually confronting challenges to remain competitive and successful, which compels organisations to regularly re-evaluate their strategies, structures, policies, operations, processes and culture. Managing change effectively is however a main challenge in the change management domain because of massive human involvement. Thus, managers and change agents are eager to know how to encourage and effectively prepare employees for change situation. The aim of this doctoral study was to examine the determinant of employee readiness for organisational change. The objectives were to investigate employee commitment to the organisation and career and social relationships factors in public sector higher educational institutions of Pakistan where various change reforms has been introduced recently. This empirical study proceeded by a systematic review of literature that led to development of a conceptual model. The data was collected from a sample of teaching employees by using a survey questionnaire. Data was analysed using descriptive statistics and exploratory factor analysis run on statistical package for social sciences and confirmatory factor analysis on the structural equation modelling as well as on applied analysis of moment structure to assess the model fit of the study and hypotheses testing. Results showed that independent variables (emotional attachment, feeling of pride, pay/wages/rewards, promotion, job satisfaction, job involvement and social relationships in the workplace) were positively and significantly correlated to the dependent variable (readiness for organisational change). However, two variables i.e. supervisor and peer relations, and training and skills development were not found positive and significant to the readiness for organisational change. This study has methodological limitations, as it is a cross sectional study that used a survey questionnaire only in public sector higher education sector. This study provides empirical evidence for employee readiness predictor variables for organisational change. This study may contribute to the literature on change management, particularly for Pakistan, and may assist the management, change agents and practitioners of human resources management and development, and organisational behaviour in assessing, designing and evaluating new or existing programmes for organisational change.

The topic of the diploma thesis named "Teacher´s Authority from the perspective of participants of educational process" is the authority perceived from the student´s and their teachers´ perspective. Besides other things, the thesis deals with different concepts and definitions of authority and its development from a historical point of view. A look at the teaching profession and the teacher´s position within the society also make a part of this thesis. The second part of the thesis is focused at the research dealing with finding out about the relationships of students and teachers towards authority within one school.

A number of practitioner surveys across a range of industries have cited the lack of senior female role models as a barrier to career progression. There is very little academic literature to explain this at a senior organizational level. An initial review of the extant role model literature led to the inclusion of two further related areas – organizational demographics, as a contextual factor affecting the availability of role models, and work identity development as a link between the lack of senior female role models and the lack of career progression. In seeking to answer the question of why and then how female role models are important for senior women, this study fills an identified gap in the comprehension of the concept of role models and their importance in the workplace. It addresses a need to understand both the key elements of the concept and the mechanism by which they come into play. The research uses qualitative methods, specifically in-depth semi-structured interviews. These were conducted with a senior group of 33 female directors from six global investment banks, in order to elicit their experiences of role models in demographically imbalanced work contexts. Analysis of interview data considered all three areas of role models, demographic context and work identity development. As the women forged their identities in the male-dominated context of global investment banks, what became clear was that who they are and have become was informed by the critical relationships they have had. Whilst clearly some of the women had found male role models with whom to develop these critical relationships, there were some identity issues, particular salient to women, which could not be addressed by men. Thus the findings demonstrated the utility of female role models. This thesis has a number of contributions to make on varying levels: On a conceptual level, this study adds to our understanding of the value of role models, particularly detailing the affective or symbolic value. It has added to the conceptualization of role models, detailing what were the core attributes of individuals chosen to be role models, who they were in relation to the women, how the women used them and why they were important. It has combined the three literature areas of role models, organizational demographics and work identity development in a way not previously done, and has shown empirically that they are related and explain each other. Organizational demographics affect the availability of role models. And it is suggested that the relatively new theory of relational identification is the mechanism that explicates how the presence of positive female role models is a key influence on women’s work identity development. It has clarified the value of role models in extreme gender demographic contexts, and how and why they are important to senior women’s professional development, thereby adding to the theory of role modelling. Practically, the study explains why women in surveys may have been citing the lack of female role models as such a prominent issue, and suggests what some of the issues are that organizations should pay heed to in trying to address this.

Management was once described as the art of getting things done through the efforts of oneself and other people (Follett, 1941) and is functionalised through acts of planning, organising, leading and controlling tasks and people for pre-defined objectives. These four cardinal pillars of management are translated into various models, tools and techniques of best practice of how to manage. While acknowledging that the substance of the current management models, tools and techniques have for years broadly contributed to how organisations are run, my research sheds more light on the shortcomings underlying some of the assumptions and ways of thinking behind these models and tools. My research findings based on my experience in working for the Department for International Development suggests that management practice and organisational change occur in the context of human power relationships in which people constrain and enable each other on the basis of human attributes such as identities, attitudes, values, perceptions, emotions, fears, expectations, motives and interests. I argue that these human attributes, human power relations and the totality of human emotions arise in the social, and understanding the ways in which these attributes shape local interaction and daily human relating is critical in making sense of the reality of organisational change and management. I suggest that management practice occurs in the context of everyday politics of human relating. It is that type of politics that takes place within families, groups of people, organisations, communities, and indeed throughout all units of society around the distribution of power, wealth, resources, thoughts and ideas. This way of thinking has enormous implications for the way we conceptualise management theory and practice. I am suggesting that managers do not solely determine, nor do employees freely choose their identities, attitudes, values, perceptions, emotions, fears, expectations and motives. These human dimensions arise from social relationships and personal experiences. As such, it is simply not for a manager to decide or force other employees on which of these human attributes to influence their behaviour. I am arguing that the social nature of management practice and role of human agents is inherently complex and cannot, in the scientific sense, be adequately reduced to discrete, systematic, complete and predictive models, tools and techniques without losing some meaning of what we do in management.