This diploma thesis deals with diminutives, a special type of words that can express something smaller than usual (i.e. quantitative modification) or the speaker's attitude and feelings (often positive) towards an object or a person (i.e. qualitative modification). In flectional and agglutinant languages (such as Czech and Finnish), diminutives are mostly formed by adding a diminutive suffix to the stem of a base word. This work aims to examine whether Czech diminutives are also translated to Finnish with the use of a diminutive form. If they are not directly translatable, this work is to find out what equivalent does the translator use instead. In the theoretical part, I give a brief description of diminutive suffixes in Czech and Finnish. Most of these suffixes can have more functions than just forming diminutives. Another problem is the process of lexicalisation when a diminutive form acquires a new meaning and becomes a new lexical unit of the language. This means that a selection is needed to be made to exclude words that have a diminutive form but not a diminutive meaning. The practical part is based on an analysis of data from a corpus that contains fifteen Czech books and their translations to Finnish. I selected fifteen frequent diminutives and attempted to find out how they are translated...

In the business world facilitation of corporate communication through the use of a single language has become almost a standard procedure. There is little knowledge, however, regarding how working in a language other than the mother tongue affects our thought processes and functionality at work. This study is an attempt to clear some issues around the subject.   The purpose of this study is to explore the impact of the corporate language, English, on managers’ communication within the organisation.  The target group includes Finnish and Swedish managers working at a Nordic IT corporation, TietoEnator. The study was conducted by combining theoretical material on communication, language and culture with the empirical results of 7 qualitative interviews.   The results show us that using a shared corporate language has both advantages and disadvantages. English helps in company internationalisation and in creating a sense of belonging, but also complicates everyday communication. The main disadvantage that English has caused is the lack of social communication between members of different nations in an unofficial level.   The main conclusion is that the corporate language is not at all times sufficient fulfil the social needs of the members of the organisation. Through this lack of socialisation it is possible that the functionality of the organisation loses some of its competitive advantage in the business markets.

Finnish teachers continue to receive significant attention among educators, educational leaders, and policy makers in the United States and around the globe. In addition, teacher collaboration continues to receive support as a meaningful part of teacher work and practice. Teacher collaboration is frequently described in various ways within different contexts. This study aims to: (a) better understand the nature of Finnish teacher collaboration by examining three teacher collaboration behaviors (sharing information and knowledge, planning, and problem-solving); (b) explore the extent to which Finnish teacher collaboration is formal (or school-required) collaboration and informal (or voluntary) collaboration; and (c) investigate the extent to which Finnish teachers attribute teacher learning to teacher collaboration. Using both qualitative and social network methods, the sample included 19 teachers from two comprehensive Finnish schools (1st–9th grades) who completed an online survey of professional network and open-ended questions. Analyses highlights the following: (a) Finnish teachers at a comprehensive school engage in the three teacher collaboration behaviors (sharing information and knowledge, planning, and problem-solving); (b) Finnish teachers at a comprehensive school value and collaborate in both formal and informal network structures; and (c) Finnish teachers at a comprehensive school attribute a degree of teacher learning, in terms of teacher improvement, to teacher collaboration.

The Kalevala, first published in 1835 by Elias Lönnrot, is the Finnish national epic and was fundamental in formalizing the Finnish language. It is a collection of stories Lönnrot collected over many years, pieced together to create a coherent epic. The stories in the Kalevala stem from an oral tradition, in which singing and music was integral. The stories in the epic contain many different characters, with Väinämöinen and his quest in to find a wife at the forefront. Other major characters discussed include Kullervo, Lemminkäinen, and Luonnotar. Extensive research exists about the history of the Kalevala itself, as well as its impact on music in Finland in the areas of pop music, symphonic music, choral music, and opera. However, little scholarship exists, regarding how the texts from the Kalevala have been incorporated into 19th and 20th century art song. The lack of research about the Kalevala in art song is due partly to the fact that no catalogue of related songs exists. Also, works based on the Kalevala are hard to obtain, as many are only available in manuscript form, or are found only in the Finnish National Archives. This essay aims to bridge the research gap on art song inspired by the Kalevala, while evaluating the works available in the context of their incorporation of the folk singing tradition that would have been used in the early performance of these Kalevala texts. Songs analyzed include works by Gabriel Linsén, Emil Kauppi, Jean Sibelius, Otto Kotilainen, and Erkki Melartin.

<p><strong>Aim:</strong> The aim of this study is to explore, discuss and analyse patterns that make up a successful multicultural labour marketing and management. Riihimäki Würth Ltd. employees´ experiences have been used as an example of multicultural labour management.</p><p>In the report, the following research questions have been answered:</p><ul><li><p>What are the main cultural differences in multicultural working place?</p></li><li><p>What are the benefits and challenges of multicultural working environment?</p></li><li><p>How do Finnish managers prepare employees on multicultural working environment, prevent, solve problems that are caused by multicultural working environment and, promote multicultural working environments.</p></li><li><p>What are the lessons learned from multicultural working environment?</p></li></ul><p>Culture can be best expressed in the interactions of values, attitudes and behavioural assumptions of society. We must be able to unpack the culture concept (Schwartz 1994).</p><p>I have worked as a government labour consultant/officer in Finland for 7yrs. I used my knowledge of today’s Finnish labour market condition to get a full picture of the cultural labour marketing possibilities.</p><p>Method: I picked four big companies in Finland that practice multicultural labour strategies from our clients’ registration data system and send them an email offer to interview their employees. Only Riihimäki Würth Ltd. took my offer and booked me in as a visitor. I interviewed five natives and five migrant employees in Riihimäki Würth Oy company in Finland that fix and assemble materials like screws, screw accessories, dowels and plugs, chemical products, furniture and construction fittings, tools, and stock keeping and picking systems.</p><p>Common denominator for all ten respondents was an over one-year experience in multicultural working environment. I walked around the building, selected 10 employees by random, contacted face-to-face oral interviews and recorded their answers using my Video camera.</p><p>Findings on how the respondents have handled their multicultural working environment are discussed in the analysis. Employees’ suggestions on how to create and manage multicultural working environment have been reviewed too.</p><p> </p><p><strong>Result and conclusions:</strong> My conclusion is that cultural differences may not affect unskilled working environment (like the researched warehouse operating Würth Ltd. company), as long as all the employees are treated equally. Carrying out of given duties in unskilled working place is the same in a warehouse company despite of the country of origin.</p><p>The Würth Ltd. unskilled labour respondents provided evidence that equal salary, treatment, sharing of duties and other benefits could be the key to successful multicultural working environment, marketing and management. It creates harmony, kindness and friendliness in the air that I too, witnessed while walking around the building before the interview.</p><p>Learning the native or working language is very important to enable communication and career progress even in Würth’s unskilled warehouse multicultural working environment, marketing and management.</p><p><strong>Researched company has 126 employees in 379 departments of which 28 are migrants from Vietnam, Morocco, Kosovo, Germany, Russia, Estonia, Egypt, Kuwait, Bangladesh, Japan and Philippines. It hired the first foreign employee in 1990 but none of foreign employees has ever been promoted. This could be a multicultural working environment dark side or failure. Multicultural marketing in Finland might not be the right strategy or solution for ambitious foreigners who are interested and looking for quick career advancements or career progress if this is the case in most of the Finnish multicultural working places.</strong></p><p>I suggests the following for future research:</p><ul><li><p>A deeper study on communication in a multicultural working environment: How can information be easily and successfully communicated in a working environment where employees do not share a common language.</p></li><li><p>Promotions: How can foreign employees advance their career in a foreign labour market if their native language skill is below the native or required standard, but the job skills are excellent?</p></li><li><p>Why Finland attracts and uses more foreigners for unskilled labour than skilled?</p></li></ul><p>Contribution of the study: The study offers a pattern and lays down a background for further studies on multicultural labour force. It may reduce the fear of multicultural working environment. It might help the managers and companies to overcome prejudices on cultural differences and barriers. Some organisations and networks (e.g. The Municipality of Riihimäki town, TJS ; STTK and AKAVA union education institute and Mosaiikki project sponsored by Ministry of Migration) have already copied my research interview DVD to use as a guideline for training new foreign employees and managing multicultural working environments strategies. I believe that it might help marketing managers to create better multicultural labour marketing strategies.</p>

Aim: The aim of this study is to explore, discuss and analyse patterns that make up a successful multicultural labour marketing and management. Riihimäki Würth Ltd. employees´ experiences have been used as an example of multicultural labour management. In the report, the following research questions have been answered: What are the main cultural differences in multicultural working place? What are the benefits and challenges of multicultural working environment? How do Finnish managers prepare employees on multicultural working environment, prevent, solve problems that are caused by multicultural working environment and, promote multicultural working environments. What are the lessons learned from multicultural working environment? Culture can be best expressed in the interactions of values, attitudes and behavioural assumptions of society. We must be able to unpack the culture concept (Schwartz 1994). I have worked as a government labour consultant/officer in Finland for 7yrs. I used my knowledge of today’s Finnish labour market condition to get a full picture of the cultural labour marketing possibilities. Method: I picked four big companies in Finland that practice multicultural labour strategies from our clients’ registration data system and send them an email offer to interview their employees. Only Riihimäki Würth Ltd. took my offer and booked me in as a visitor. I interviewed five natives and five migrant employees in Riihimäki Würth Oy company in Finland that fix and assemble materials like screws, screw accessories, dowels and plugs, chemical products, furniture and construction fittings, tools, and stock keeping and picking systems. Common denominator for all ten respondents was an over one-year experience in multicultural working environment. I walked around the building, selected 10 employees by random, contacted face-to-face oral interviews and recorded their answers using my Video camera. Findings on how the respondents have handled their multicultural working environment are discussed in the analysis. Employees’ suggestions on how to create and manage multicultural working environment have been reviewed too.   Result and conclusions: My conclusion is that cultural differences may not affect unskilled working environment (like the researched warehouse operating Würth Ltd. company), as long as all the employees are treated equally. Carrying out of given duties in unskilled working place is the same in a warehouse company despite of the country of origin. The Würth Ltd. unskilled labour respondents provided evidence that equal salary, treatment, sharing of duties and other benefits could be the key to successful multicultural working environment, marketing and management. It creates harmony, kindness and friendliness in the air that I too, witnessed while walking around the building before the interview. Learning the native or working language is very important to enable communication and career progress even in Würth’s unskilled warehouse multicultural working environment, marketing and management. Researched company has 126 employees in 379 departments of which 28 are migrants from Vietnam, Morocco, Kosovo, Germany, Russia, Estonia, Egypt, Kuwait, Bangladesh, Japan and Philippines. It hired the first foreign employee in 1990 but none of foreign employees has ever been promoted. This could be a multicultural working environment dark side or failure. Multicultural marketing in Finland might not be the right strategy or solution for ambitious foreigners who are interested and looking for quick career advancements or career progress if this is the case in most of the Finnish multicultural working places. I suggests the following for future research: A deeper study on communication in a multicultural working environment: How can information be easily and successfully communicated in a working environment where employees do not share a common language. Promotions: How can foreign employees advance their career in a foreign labour market if their native language skill is below the native or required standard, but the job skills are excellent? Why Finland attracts and uses more foreigners for unskilled labour than skilled? Contribution of the study: The study offers a pattern and lays down a background for further studies on multicultural labour force. It may reduce the fear of multicultural working environment. It might help the managers and companies to overcome prejudices on cultural differences and barriers. Some organisations and networks (e.g. The Municipality of Riihimäki town, TJS ; STTK and AKAVA union education institute and Mosaiikki project sponsored by Ministry of Migration) have already copied my research interview DVD to use as a guideline for training new foreign employees and managing multicultural working environments strategies. I believe that it might help marketing managers to create better multicultural labour marketing strategies.

The aim of this thesis is to investigate the relationship between Finnish and non-Finnish by-names in the church registers of Nedertorneå in the nineteenth century. The investigation shows that the by-names are rather heterogeneous in character and a portion of them consists of elements from different languages. The by-names are divided into Finnish, non-Finnish and parental names, i.e. patronymics and metro-nymics. In order to study the development within the by-name stock in the rural communities of Nedertorneå and in the town of Haparanda, the numbers of Finnish and non-Finnish by-names and of parental names (including comibnations with these bynames), found within the population over the age of 20, are calculated at approximately 20-year intervals during the period 1825-1886. The investigation shows that the by-name stock in Nedertorneå is far more stable than in Haparanda. Individual changes of by-name from one selected year to the next are also taken up, together with certain causes and their possible effect on the changes in the byname stock for the population. By-name changes seem to be more common in Nedertorneå than in Haparanda. However, no real tendencies towards Swedicized forms emerge before the 1890s and the name changes tend rather to have social causes. Finally, an attempt is made to relate the number of Finnish and non-Finnish bynames (including combinations with these by-names) to certain population figures for men and women for the different selected years. The instability in Haparanda's byname stock depends on the faster population growth in the town. The value of various church registers for investigating by-names in the nineteenth century is also discussed. / digitalisering@umu

ABSTRACT Granite Butterfly is a novel about three women—grandmother, mother, and daughter—and the unusual attachments that break apart their family. Tuula Laine is a Rockport, Massachusetts, native of Finnish descent, whose parents moved to Cape Ann for work in the area’s granite quarries. Her life changes one afternoon when her son Henri, a brilliant surgeon who has never seriously dated anyone before, visits with his pregnant girlfriend, Coreen. Tuula immediately senses that Coreen not the right match for him in terms of age, education, or temperament, and as the couple separates and unites over the course of one summer, Tuula witnesses, for the first time, the pattern of desire and abandonment that will define their relationship. By the time Tuula’s granddaughter, Suvi, is fourteen years old, she, too, has established a destructive relationship pattern with Coreen: whenever Coreen and Henri separate, Suvi’s mother clings to her until they develop a bond closer to that of sisters than a mother and child. In the final movement of the novel, this bond, and the bond between Suvi’s parents, is finally put to the test. Granite is cut into precise blocks—dynamite is never used, lest it shatter the stone. In a few short weeks, the Laine family is pulled apart, but unlike with quarrying, there is no way to divide them in a careful manner, no way to detach them that isn’t violent and abrupt, no way to predict, or guide, where they will split.

No description available.

The civil war in Finland became a great political battle between the Swedish Social Demo- cratic Party (SAP) and the Swedish Social Democratic Left-Wing Party (SSV) during spring 1918. Few studies about Swedish media report have been published that has a connection to the Finnish civil war. This composition has compared three socialist newspapers – Folkets Dagblad Politiken (FDP), Norrskensflamman and Social-Demokraten – formation of opinion. In the Swedish parliament’s lower chamber a significant interpellation debate took place, which this composition compares with the newspapers, in order to identify if the debate affected the newspapers reports.This composition administers a qualitative method by the use of text analytical elements. This allows findings of differences in the media reports during February 1918. The newspapers media opinion and the lower chamber members’ statements’ has been studied throughout three aspects: which causalities they gave to the civil war, how they related to the Swedish government commitment to Finland and how they related to the national political “Finnish debate”. In general, the Left-Wing Party supported the Finnish social democrats rising, whereas the Swedish Social Democrats couldn’t authorize the rising. Instead they emphasized that they acted on the will of the Swedish population, by keeping Sweden out of the war.The differences between the Left-Wing Party and the Social Democrats were vast during the debate. One could understand this polemic by applying Gunnar Sjöbloms theoretical concept of how parties construct their political ambitions in a multiparty system. The Left-Wing was more idealistic in the debate, compared to the Social Democrats who were more practical. The Social Democrats was for the first time in Swedish history in a ministry cabinet, together with the Liberal Party. Thus the ambition for the SAP was to show their voters that the party was “governmental capable”. SAP couldn’t legitimize nor admit the Finnish rising, thus they accentuated the democratic inviolableness. SSVs’ more idealistic standpoint became clear when they supported the Finnish Social Democratic rising. Therefore, SAPs’ focus was to maximize their parliamentary influence, while SSVs’ focus was to realize their political, ideological program. Thus the parties’ had different political ambition, which became clear during the “Finland debate”.Keywords: Finnish civil war, SAP, SSV, Folkets Dagblad Politiken, Norrskensflamman, Social-Demokraten, formation of opinion.