The dissertation addresses the negative consequences of the generally positive democratic ambition behind social planning: the good purpose may conceal less good actions. The aim is to study the thought-style of social planning and its most powerful topos, the denial of discrepancies. The focus of the dissertation is to exemplify how the denial of discrepancies and the consequences of denial become manifest. With emphasis on continuity and history, is shown how a Cartesian legacy shapes the thought-style of social planning, which is animated and upheld by the planning-collective: the integration of policy and science in planning. The planning-collective’s voice has become hegemonic through maintaining a harmony of illusions. The result is a lack of responsiveness to people’s varied modes of expression; voices that differ from the hegemonic thought-style are thus perceived as dissonance. Discrepancies in the form of differences of opinion and lack of consensus thus appear as sources of anxiety.  The mode of planning is based on a set of habitual thoughts and actions, topoi, that have become taken-for-granted. The result is an objectification of that which we call living, and the study shows through a number of examples, including “social economy”, how this form of objectification occurs. The epistemological frame of reference of the dissertation is constituted by Ludwik Fleck’s theory of thought-collectives, thought-styles and migrations of thought, and José Luis Ramírez’s action-theory, focused on language as action. Michel Foucault’s works on disciplining, political technologies, and discursive struggles are applied to create understanding of how the planning approach to representing people’s life activities has been shaped and how it influences them.

Förväntan på att företag arbetar aktivt med att minska sin miljöpåverkan växer sig större för var dag. Med en miljöcertifiering kan företag visa sig ansvarsfulla inför sina intressenter och chanserna för en säkrad plats på framtidens marknad kan öka. Miljöcertifikat såsom ISO 14001-standarden inkluderar behovet av ständiga förbättringar av en organisations processer och miljöstrategiskt arbete. Begreppet ständiga förbättringar har sitt ursprung i Toyota Motors framgångsrika arbetssätt - kaizen - och innebär att allt kan göras lite bättre än i nuläget. På så sätt klingar det väl med miljöförbäattringsarbete eftersom vi fortfarande är på en resa mot det mest miljövänliga sättet att leva på. Två företag inom elinstallatörsbranchen har genom den webbaserade applikationen System C2 TM utmärkt sig i sitt arbete med ständiga förbättringar inom miljö. Eftersom en framgångsfaktor för ständiga förbättringar är utbildning kan det antas att dessa två företag har genomgått ett lärande som har lett till denna framgång, men vad som kännetecknat detta lärande är inte specificerat. Syftet med detta examensarbete är därför att undersöka vad en sådan utbildning bör innehålla för att inte bara leda till fler miljöförbättringar, utan även för att skapa förutsättningar för ett lärande inom ekologisk hållbar utveckling. För att generera kunskap kring detta genomfördes kvalitativa fokussamtal i två omgångar, med två  olika företag. Samtalen analyserades med hjälp av en tematisk analys. Resultaten visar att en utbildningsinsats som ämnar leda till ett aktivt miljöförbättringsarbete och ett kontinuerligt lärande ska sträcka sig över flera utbildningstillfällen. Tillfällena i insatsen bör ta vara på verksamhetens kunskap genom inklusion av medarbetare, knyta miljöfrågan till verksamheten, drivas av en engagerad ledning och ta vara på medarbetarnas personliga engagemang. Dessutom ställs krav på företagets kultur i form av att den ska vara öppen för ifrågasättande av rutiner samt drivas av en vilja att utvecklas. Resultaten visar även på likheter mellan konceptet ständiga förbättringar och lärande, och vidare föreslås djupare studier kring dessa likheter. Vidare forskning föreslås även i form av att testa de faktorer som detta examensarbete har resulterat i. / The expectations for a company to actively work on reducing their environmental impact are higher today than ever before. With an environmental certification, companies can show their responsibilities towards the environment to their stakeholders, and improve the chances to securing a position on the future market. An environmental certification, such as the standard ISO 14001, includes the need for continuous improvements to an organization’s processes and strategic environmental work. The term continuous improvements origins from Toyota Motors successful way of working - kaizen. It implies that everything can be madea little better than it is right now. This interpretation of continuous improvements goeswell together with environmental improvements in business since we are still on a journeytowards the most sustainable way of living. Two electrical contracting companies have through the web-based application System C2TM excelled in their work with continuous environmental improvements. Since a success factor to continuous improvements has proven to be education, one can assume that the two studied companies have a learning culture in their workplace that has led to this success. However, this learning culture is not specified. The purpose of this study is to examine what a training session in ecologically sustainable development should involve, not only lead to continuous improvements, but also to continuous learning. To generate knowledge about this, a qualitative study has been made. Two focus group conversations with each of the studied companies were made to gather data about their work with continuous environmental improvements. The data from the focus group conversations were analyzed through a thematic analysis. The results show that a training session that aims to lead to continuous improvements and learning within the organization consists of several sessions. The training sessions should make use of the knowledge within the organization, connect the environmental issue to the organization, involve an engaged leadership, and make use of the personal engagement amongst the coworkers. Apart from this, demands on the company culture are being made in order to create a learning organization. The culture should be open to challenge the existing routines and strive to develop the company to the better. The results from this study show that there are similarities between continuous improvements and learning. Suggested as further research is to examine the similarities between learning and continuous improvements. Another example for further research is to test the factors presented in this study, in a training session about ecologically sustainable development.

The overarching question of the study was how common mutual love is, and to what extent attachment relates to relationship asymmetries. Four research questions and four hypotheses were posed and explored using a cross-sectional survey design with data analyzed using quantitative methods. Instruments were employed to measure passionate love, companionate love, partner value, emotional involvement and attachment. All four hypotheses found partial support. The main result show that a) asymmetries are relatively common on all scales b) mutual love means increased satisfaction, but mainly for women c) for most couples partners take turn at being the strong link, and this fluctuating dynamic leads to increased satisfaction c) attachment anxiety is related to asymmetries in romantic obsession rather than general passion d) avoidance in men relate to asymmetries in passionate love whereas avoidance in women relate to asymmetries in companionate love e) it seems common to have some form of positive illusions about whether one’s relationship is mutual or not. Finally, disagreeing about emotional involvement affects satisfaction more than actual asymmetries in love. The conclusion drawn is that honest communication is more important than mutual love.