Building energy consumption has presented itself as one of the biggest proportion inenergy industries. Focus could really be placed on this field with a view to conservingenergy. One popular way to achieve ideal energy identification is to conduct an energyaudit. An energy audit is of interest in pinpointing energy losses. For small households,it could be a way of reducing energy spending, while for large companies it could beone crucial way to decrease energy expenditure and improve efficiency in operation.The Brynässkolan has been in use for many years and performing the audit is anattempt to increase its energy efficiency and ultimately cut down cost. Byinvestigating the school building’s climate envelope and lighting and measuringventilation unit we gained knowledge about its energy losses. We came up with someenergy-saving plans, among which some are inapplicable, the others are feasible.Finally some constructive suggestions are presented to the school administration.

In today’s competitive business world, every company wants to be more profitable. In order to keep the profit margin high, the companies need to work more. It is very hard to find any company which works on a single project. Actually it is not only any specific company’s practice rather it is a practice of the entire human being to do multiple works at the same time. The practice has also become quite common in the companies. Although the practice of working on multiple projects simultaneously has become popular for the companies overtime, the important thing is to manage all the projects efficiently so that all projects can be finished according to the plan. Multiple project management deals with a lot of challenges in terms of resource and time. The facts like resource sharing and resource constraint add more complexity to the management of such multiple simultaneous projects. It is difficult to understand the correct workload during the project and the effects of running all the simultaneous projects to the project deployment time. The situation becomes even critical if the projects run in a dynamic environment which may provide changes during any phase of it. Software development is such a process that deals with multiple projects and also the dynamic environment. The master study will focus on such case where the study has conducted in a software development company named ActionWave Development AB. ActionWave Development AB is dealing with multiple projects with having resource constraint. In this study, readers will come to know about the challenges of ActionWave Development AB in terms of resource scenario and deployment time in case of managing multiple projects simultaneously. The study will analyze the effect of having multiple simultaneous projects to the limited resource of ActionWave Development AB and will also show the effects on projects deployment time. The study does the analysis for the current case and an imaginary test case. Later solution has been provided to overcome the problem. Further recommendations were made in order to conduct an effective project management within the company.

Bemanningsbranschen i Sverige är expansiv. Arbetet som konsult innebär ständiga anpassningar till nya miljöer. Arbetsmiljön består av psykosociala och fysiska aspekter och idag är problemen inom psykosociala arbetsmiljön mer uttalade än på 1990-talet. Syftet med studien är att undersöka hur personer som arbetar på ett bemanningsföretag inom lager, verkstad och industri, uppfattar att deras fysiska- och psykosociala arbetsmiljö påverkar arbetsutförande och välbefinnande på arbetet samt om demografiska faktorer inverkar på hur arbetsmiljön uppfattas. Studien är en tvärsnittsstudie, där bedömningsinstrumentet Work Environment Impact Scale (WEIS) har använts. I studien har 30 konsulter inom bemanningsbranschen intervjuats. Resultatet visar att de faktorer som uppfattas mest stödjande för utförandet av arbetet är ”Medlemskap i arbetsgrupp”, ”Interaktion med andra” samt ”Förväntningar i utförandet av arbetet”. De faktorer som uppfattades som mest hindrande för utförandet av arbetet var ”Arbetsuppgiftens krav”, ”Förmåner” samt ”Samspel med överordnade”. Sammanfattningsvis visade sig gemenskapen med andra, såväl med medarbetare som med kunder vara mest stödjande. De hindrande faktorerna utgjordes främst av ett bristande ledarskap från bemanningsföretagets överordnade, i form av stöd och uppskattning gentemot konsulterna. / The Swedish employment agency industry is expanding. Working as a consultant implies constant adjustments to new environments. The work environment consists of physical and psychosocial factors. Today, psychosocial problems in the work environment are more complex than in the 1990s. The aim of the study is to examine how people working in an employment agency that provides staff for warehouse, workshops and industries, perceive that their physical– and psychosocial work environment affects work performance and wellbeing at work and whether demographical factors influence how the work environment is perceived. The study is a crosssectional study, and the assessment tool Work Environment Impact Scale (WEIS) has been applied. In the study 30 consultants in an employment agency industry were interviewed. The result shows that environmental factors perceived as most supportive of work performance and wellbeing at work were ”Work group membership”, ”Interaction with others” and ”Work role standards”. The environmental factors of work that were perceived as most limiting of work performance, satisfaction, and wellbeing at work were “Task demands”, “Rewards” and “Supervisor interaction”. In conclusion, fellowship with others - co-workers as well as customers - was shown to be the most supportive environmental factor. The limiting factors were mainly failing leadership from the employment agency's superior, and lack of support and display of appreciation towards the consultants.

Arbetsmiljöverket har under 2008 och 2009 gjort inspektioner hos Hudiksvalls kommun. Arbetsmiljöverket konstaterade i samband med dessa inspektioner att chefer och arbetsledare saknade kunskaper om arbetsmiljölagen och dess föreskrifter. En utbildningsplan inom kommunen var lagd under 2009 för att rätta till dessa brister. Hudiksvalls kommun har en önskan att veta om utbildningen i det systematiska arbetsmiljöarbetet gav förbättrade kunskaper inom området. För att ta reda på om utbildningen gav förbättrade kunskaper har en undersökning gjorts mellan två grupper, varav den ena inte har gått arbetsmiljöutbildningen. Undersökningens syfte har varit att se eventuella skillnader bland grupperna, och resultatet visar att de som gått utbildningen hade bättre kunskaper i arbetsmiljöarbete. / The Work Environment Authority, made visits to themunicipalityofHudiksvallin 2008 and2009. Inconnection with the visit The Work Environment Authority noted managers and supervisors insufficient knowledge of work environment and its regulations. An education within the municipality was laid  in 2009 to remedy these deficiencies.HudiksvallMunicipalityhas a desire to know about education in the systematic work resulted in improved knowledge of the field. To find out if the training resulted in improved knowledge, a study was made between the two groups, which one of has not been educated in working environment training. The purpose of the surveys has been to see any differences among the groups, and the results showed that the education had increased the knowledge on these issues among supervisors and managers.

The Water Framework Directive (WFD, 2000/60/EC) was introduced in 2000. In implementing the WFD in Sweden expert knowledge in areas relating to the WFD was much needed resulting in establishment of national water management authorities, as the five water authorities, boarded in appointed county administrative boards across the country. As much noted in literature, uncertainties appear when implementing the WFD. Previous literature,with the exception of e.g. Raadgever et al (2011), Brugnach et al (2008) and Sigel et al (2007 and2010), has not put much focus on the types of uncertainty experienced by water management officials working with the implementation of the WFD on a daily basis. There are also few studies in Sweden, such as Gipperth & Elmgren (2010), Hammer et al (2011) and Entson & Gipperth(2010), touching upon the subject although not entirely focusing on practical experiences of uncertainty. Therefore, the aim of this study is to reveal the types of uncertainties experienced by water management officials from: SMHI, the county administrative board in Östergötland and Bothnia Bay, the water authority in the Southern Baltic Sea district, the Northern Baltic Sea and the North Sea, as well as the SEPA. In analysing the empirical data, six types of uncertainties emerged. They showed that water management officials experienced uncertainties in interpreting the WFD e.g. recommendation and manuals from supervisory authorities, measurement techniques, the typology of water bodies, what methods to use in e.g. assessments, knowing the effects of action programmes and lack of data ordata deficiency. In combating these uncertainties, the water management officials used communication as an strategy. Furthermore, responsibility in pointing out uncertainties and ways of reducing uncertainties was also seen as ways of handling uncertainties.

Organisationer är beroende av ledare och medarbetare. I yrken som berör andra människor har kommunikation och bemötande stor betydelse och kräver vissa egenskaper hos personalen. Där möten med andra sker uppstår ibland konflikter. Studien omfattar både en kvalitativ och en kvantitativ del. Syftet med studien var att studera ledare och medarbetares upplevelse och hantering samt konsekvenser som kan uppstå i samband med konflikter.  En intervjustudie med tre ledare och en enkätstudie med 59 medarbetare genomfördes i tre organisationer som har sin verksamhet inom LSS. Resultatet visade att konflikter kan upplevas både positivt och negativt. Ledarna hade olika strategier för hur de hanterade konflikter. De flesta medarbetare upplevde att konflikter löstes på ett bra sätt samt att de flesta trivdes med sitt yrke och arbetsuppgifter. Ledarskap, personliga egenskaper, arbetsmiljö, trivsel, kommunikation och bemötande inverkar på konflikter. Konsekvenser av konflikter berör hälsa och utveckling både hos individen och hos organisationer. / Organizations are dependent on their leaders and their staff. In occupations which integrate with other people, communication and reception are of great importance and require certain qualities of the staff. Sometimes conflicts turn out, where people meet.This study amounts one qualitative part and one quantitative. The purpose of this study was to see leaders and co-workers and to learn about their experiences, their actions and also the consequences that may appear together with conflicts. An interview was performed with three directors and a questionnaire was made and answered by 59 co-workers. The results showed that conflicts can be taken as something both positive and negative. The leaders had different strategies how to handle the conflicts. Most of the staff felt they solved the conflicts in an appropriate way and also that they were comfortable with their occupation and their responsibilities. Leadership, individual personality qualities, work environment, communication and reception have all together effects on conflicts. The consequences of conflicts are affecting both health and progress to individuals as well as the organization as a whole.

Disruptive times often paved the way for great leaders to rise. This thesis intends to reveal organisational leaders behaviour during times of crisis, portraying the course of events and their influence from their and a subordinates perspective. The environmental context of the research is regarded through the application of the organisational ecology approach, emphasising the analogy of the struggle for life in nature and business. This intends to depict the challenges that leaders have to meet in the current times considering environmental changes. The identified behavioural patterns sum up to a certain leadership style with is identified and discussed later to draw conclusions and determine crucial patterns that have a decisive impact on the events. The findings are discussed on the background of the recent leadership theory to drawing conclusions and find analogies with the recent research.

The purpose of this thesis is to achieve a greater understanding of how the social workers at the family unit in one of Stockholm municipalities comprehend the work environment at the workplace. Our aim is also to find out how the work environment can affect the health of the social workers in the form of their wellbeing and comfort at the workplace. In order to answer our purpose we conducted interviews of all social workers at the family unit in one of Stockholm municipalities that describe how they experience the work-environment in the workplace and how it influences their health.  We have analyzed the interview material in a thematic analysis based on three theoretical perspectives; SOC, claim – control - support and Human relations. We have also coupled the interview material to the background chapter in this thesis that describes how a good working environment should be structured.  The chosen method characterizes an abductive process. Our finding shows a relation between work-environment and health. This is evidence for that all social workers at the family unit experiences that the work- environment affects their health in the form of wellbeing and comfort. Furthermore, it appears that the unity among the group at work is perceived as an important factor within the work-environment as it has an influence on the health of social workers. In the discussion part, we highlight possible formulated questions that have not had space earlier in the thesis.

VEMap (virtual emotion map) can be seen as an advanced application of virtual environment (VE) technology to aid with design activities in architecture and urban planning, which can assist designers to understand users’ opinions. The aim of this research and development work is to create a software application that allows designers to evaluate a user’s emotional response to virtual representations of architectural or urban planning environments. In this project, a galvanic skin response (GSR) test is adopted as an objective measurement for collecting skin conductance data representing emotional arousal. At the same time, the user’s self-reports are used as a form of subjective measurement for identifying emotional valence (i.e. positive, neutral, and negative). Finally, all of the information collected from both GSR readings (objective measurement) and self-reports (subjective measurement) are converted into coloured dots on the base map of the corresponding virtual environment (VE). According to the results of the VEmap evaluation and validation procedure, the beta-testing and evaluation of this project has been confirmed that VEmap may interpret users’ emotional changes as evoked by VE mostly. From a usability perspective, there is no obvious difficulty present for participants on all the controls. Moreover, according to participants’ comments, VEmap may increase users’ interests and promote their involvement if it is applied in architectural design and urban planning. However, gender might have influence on self-report part, and virtual reality usage or 3D game experiences might affect navigation in VE.

The majority of galaxy formation studies which explore beyond local redshifts do not typically probe down to the dwarf galaxy stellar mass range of ∼ 10^9 Msun . Thus trends in the observed evolution or characteristics of galaxy formation at a particular epoch are based upon populations of massive galaxies. However the currently favored Λ-Cold Dark Matter (Λ-CDM) theory is based upon hierarchical clustering and merging of lower mass systems, which proceed to make the higher mass, complex morphology of galaxies we observe. Thus it is clear that within the dwarf galaxy mass regime there should be a significant phase of galaxy formation and evolution. This work aims to uncover the influence of local environment on the formation and evolution of dwarf and massive galaxies beyond local redshift, probing down to a mass range lower than that which has been explored by previous studies. A previously successful study titled the Redshift One LDSS-3 Emission line Survey (ROLES), released results for a redshift of z ∼ 1, which compared the [OII] luminosity and galaxy stellar mass functions ([OII] LF and GSMF respectively), star formation rate density (SFRD), and specific star formation rate (sSFR) relations, with a local SDSS dataset. This led to the expansion of the study to lower redshift (this work) which explored low stellar mass galaxies at a redshift of z ∼ 0.75. This follow-up study referred to as ROLES75 (z ∼ 0.75) targeted the same two deep fields explored by the z ∼ 1 study (GOODS-South, MS1054-03 FIRES), which have extensive public photometry. Low mass targets were selected for study by their K-magnitudes (22.5 < KAB < 24) leading to a dwarf mass range of 8.5 < Log(M∗/Msun) < 9.5, and which were most likely to be within our redshift range (0.62 < z < 0.885). Follow-up multi-object spectroscopy targeted the [OII]λ3727A emission line star formation tracer in these targets allowing us to identify and obtain secure spectroscopic redshifts, SED-fit stellar masses and observed [OII] luminosity calibrated star formation rates down to limits of Log(M∗/Msun) ∼ 8.85 and SFR ∼ 0.1 Msun/yr . Science results presented here are similar to those published by the ROLES z ∼ 1 study, however we also studied the influence of the high versus low density environment in which the galaxy populations reside. This study confirmed that while the [OII] luminosity was higher in earlier times, environment does not influence galaxy formation at z ∼ 0.75. The faint-end slope of the [OII] LF, α ∼ 1.25 measured here, is also observed to become increasingly more steep with increasing redshift. The [OII] luminous GSMF is observed to not have significantly evolved since z ∼ 2.75, confirming the result of the previous ROLES work. However the impact of environment on the GSMF is apparent in the high mass end where the imprint of structure from the CDFS field enhances the stellar mass function above the field population. There is also weak evidence of a bi-modal [OII] luminous GSMF indicated by an ‘upturn’ near ∼ 10^9 Msun in the low density field population. The SFRD at z ∼ 0.75 does not confirm the picture presented by the ROLES z ∼ 1 study where a constant scale factor was applicable to the local SDSS SFRD to obtain the z ∼ 1 SFRD. The SFRD in the high mass end at z ∼ 0.75 is lower than would be expected based upon a constant scale factor, while the low stellar mass end exhibits some consistency with this picture. In the high density environment, this dominant SFRD (over the low density field population) is driven by the high density [OII] luminous GSMF in the high stellar mass end, rather than through an enhancement of the SFR. The normalization of the sSFR − M∗ relation at z ∼ 0.75 is found to lie between those corresponding to z ∼ 1 and present day. There is a subtle ‘upturn’ in the sSFR − M∗ relation confirming this observation which was also present in the ROLES z ∼ 1 study but not present in the local SDSS sSFR − M∗ relation. The sSFR of active galaxies does not depend upon the local density in which they are forming, confirming the same conclusion based upon the [OII] LF. However, there is redshift evolution of the sSFR − M∗ relation with respect to local density. The high density sSFR − M∗ relation for star forming galaxies was dominant over its low density counterpart at early times, with the opposite the case at present day. There is suggestion of the crossover or rollover transition occurring at z ∼ 0.75.