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The aim of our thesis is to examine how audio and music can be used for marketing purposes. To answer our purpose, we have conducted interviews with six respondents with experience and knowledge of using audio and music in marketing. The respondents came from three different specializations within the industry; producer, bureau and company. We have also analysed the respondents answers through theories such as content marketing, sensory marketing, musical fit and sonic branding. Our results show that knowledge of how audio and music affects us is of great importance to successfully use it in marketing. Further, our study indicates that audio and music tends to be used as a compliment rather than being in focus, which could risk that it instead becomes a deficient, rather than a winning concept. / Syftet med vårt examensarbete är att undersöka hur ljud och musik kan användas i marknadsföringssyfte. För att kunna besvara vårt syfte har vi intervjuat sex respondenter som har erfarenhet och kunskap relaterat till att använda ljud och musik i marknadsföring. Respondenterna representerar tre olika inriktningar inom branschen; producent, byrå och företag. Vi har analyserat respondenternas svar utifrån bl.a. teorier och begrepp som involverar content marketing, sinnesmarknadsföring, musical fit och sonic branding. Vårt resultat visar att kunskap om hur ljud och musik påverkar oss är av stor vikt för att lyckas använda det effektivt i marknadsföring. Vidare indikerar vår studie att ljud och musik tenderar att användas som ett komplement i marknadsföring snarare än att vara i fokus, vilket riskerar till att det istället blir bristande än ett vinnande koncept.

Organizacijų psichologijoje vis labiau domimasi asmens – darbo aplinkos darna ir atsiranda vis daugiau empirinių studijų, patvirtinančių teigiamą jos reikšmę individui ir organizacijai. Vis dėlto, kai kurios šios darnos formos sulaukė labai mažai tyrėjų dėmesio, duomenys apie jas ir jų ryšius su kitomis darnos formomis ar kitais kintamaisiais labai negausūs ir kai kuriais atvejais prieštaringi. Šiuo darbu siekėme išanalizuoti ryšius tarp asmens – profesijos ir asmens – organizacijos darnos bei panagrinėti šių darnos formų sąsajas su darbuotojų pasitenkinimu darbu ir ketinimais palikti organizaciją. Tuo tikslu naudotos kelios metodikos: Lietuviškas profesinių interesų klausimynas (LPIK); Organizacinės kultūros profilis (OCP); Minesotos pasitenkinimo darbu klausimynas; šio darbo autorės sukurtas ketinimų palikti organizaciją klausimynas. Tyrime dalyvavo 147 darbuotojai iš keturių skirtinga veikla užsiimančių Vilniaus organizacijų. Iš jų – 78 vyrai ir 69 moterys. Tiriamųjų amžiaus vidurkis 31,8 metai. Šiuo tyrimu ryšys tarp dviejų nagrinėtų darnos formų nustatytas nebuvo. Visgi, mūsų darbas atskleidė, kad individui ir organizacijai svarbu tiek tinkamas asmens profesijos, tiek tinkamos organizacijos pasirinkimas. Nustatėme, kad ir asmens - profesijos, ir asmens - organizacijos darna yra teigiamai susijusios su darbuotojų pasitenkinimu darbu. Be to, asmens - organizacijos darna yra neigiamai susijusi su darbuotojų ketinimais palikti organizaciją. Ryšys tarp asmens - profesijos... [toliau žr. visą tekstą] / Organizational psychologists pay more and more attention to person – work environment fit and there are more and more studies proving positive value of this fit to individual and organizational outcomes. However, this is the lack of research about some of the fit types and the findings about their relationships with other types of fit or outcomes are spare and in some cases inconsistent. The purpose of this study was to explore the relationships between person - vocation and person - organization fit and their association with employee‘s job satisfaction and intentions to leave the organization. In this research we used methods: Vocational interests questionnaire (LPIK); Organizational culture profile (OCP); Minesota satisfaction questionnaire; the questionnaire drawn up by the author of this paper to evaluate employees‘ intentions to leave the organization. 147 employees from four different types of organizations took part in this research. By gender there were 78 man and 69 women. The average age of participants was 31,8 years. The relation between person – vocation and person organization fit was not established in this study. Our work disclosed that it is very important for individual and organization, person to find the right vocation and also to find the right organization. Results show, that person - vocation and person – organization fit were both positive related with employee’s job satisfaction. Moreover, person - organization fit was negative associated with... [to full text]

Acquisitions for a value of approximately $2 trillion are conducted globally every year with the motives of i.e., enhanced market power and increased shareholder value. Despite the interest in acquisitions the failure rate on acquisitions in 2011 was estimated to 70-90 %. Thus researchers have called for further examination on acquisitions and especially on the acquisition process, and strategic fit and organizational fit, which is believed to facilitate the outcome of the acquisitions. The acquisition process is described as a linear process con- sisting of two sub processes, pre-acquisition and post-acquisition, that acquiring organiza- tions progress through step-wise. The purpose of this study is to examine how the acquisition process and strategic fit and organizational fit can be handled to facilitate successful acquisitions. In order to get a deep and comprehensive understanding of the acquisitions process, the authors of this thesis have conducted a case study. The company, ITAB Shop Concept AB, has a background of 20 successful acquisitions, which have contributed to a steady growth in both turnover and share price. ITAB Shop Concept AB has been researched through in- depth interviews with key persons in the management, responsible for the acquisitions conducted. By adopting a dynamic approach to the acquisition process and taking an overall view of the strategic fit and organizational fit in each phase of the acquisition process, organiza- tions can understand and prevent the possible issues leading to failure. Furthermore organ- izations might benefit from having an acquisition process adapted for each acquisition tar- get. For example it is found that by conducting due-diligence in the post-acquisition pro- cess instead of the pre-acquisition process, and keeping the same persons in the acquisition team, more efficient use of resources and prior experience is facilitated.

abstract: Teacher mobility is a policy issue that affects students and school across the country. Despite a long-standing body of research related to teacher mobility, relatively little is known about how teacher-school pairings affect teachers’ decisions to stay at or leave their schools. Therefore, this study tested a model of teacher-school fit with a focus on the value that teachers and principals place on standardized test scores. Survey responses were collected from 382 K-8th grade public school teachers from 22 schools in two school districts. The results show that teachers who placed higher values on standardized test scores reported slightly higher levels of teacher-school fit and were slightly less likely to leave their schools within five years. Additionally, teachers’ self-assessed teacher-school fit showed a strong, positive relationship with teacher retention. These findings suggest that a better understanding of the factors that affect teachers’ sense of teacher-school fit may help reduce teacher mobility. / Dissertation/Thesis / Doctoral Dissertation Educational Leadership and Policy Studies 2017

abstract: Tolerances on line profiles are used to control cross-sectional shapes of parts, such as turbine blades. A full life cycle for many mechanical devices depends (i) on a wise assignment of tolerances during design and (ii) on careful quality control of the manufacturing process to ensure adherence to the specified tolerances. This thesis describes a new method for quality control of a manufacturing process by improving the method used to convert measured points on a part to a geometric entity that can be compared directly with tolerance specifications. The focus of this paper is the development of a new computational method for obtaining the least-squares fit of a set of points that have been measured with a coordinate measurement machine along a line-profile. The pseudo-inverse of a rectangular matrix is used to convert the measured points to the least-squares fit of the profile. Numerical examples are included for convex and concave line-profiles, that are formed from line- and circular arc-segments. / Dissertation/Thesis / M.S. Mechanical Engineering 2013

Generation y has received a sad image of them as employees, which has led to that employer’s has started to see them as difficult to manage. Because of this, a large amount of the literature has started to focus on highlighting the manageability of the generation. Knowledge has been made by comparing the characters of generation y to older generations, which has created a rather one- sided understanding. In 2015 a study was published making speculations about a weak fit between the audit profession and generation y. The fit between organizations and their employees has in existing research been referred to as Person-Organization fit. This research shows that a weak fit between the two gives a negative effect on the organizations overall performance. At the same time a study shows that eighty percent of the workforce within on of the big four audit firms consists of individuals from generation y in 2016, which indicates a strong entrance in the profession by them. This creates a need to generate a stronger fit with the generation. However, there is a lack of studies that investigates the real dynamic between the two and makes suggestions on how the fit can be increased between the generation and the audit profession. Because of this, this paper has the purpose of examine the fit between generation y and one of the big four audit firms and to discuss suggestions on how the fit between the two can be increased. The study was performed through a qualitative interview study with fourteen respondents from the firm. The study’s result shows a stronger fit between the generation and the audit firm then previous literature has suggested but still some incongruence is present. The incongruence emerged from structural and cultural factors, which decreased the effect of the socialization process from the firm. A suggestion is made to widen the hierarchical structure. A change that need culture changes which is seen to even the work load and strenghten the link between advancement and reward which is seen to create incentives to advance within the firm. Keyword: Generation y, Person-Organization fit / Generation y har i den befintliga litteraturen fått ett tråkigt skimmer över sig som arbetstagare vilket bidragit till att arbetsgivare har börjat se dem som vanskliga att hantera. Detta har gjort att studier har växt fram som påvisat hanterbarheten av generation y. Kunskap har skapats genom att jämföra generation y:s karaktärer mot äldre generationer vilket bidragit till en relativt ensidig förståelse av generationen. År 2015 publicerades en studie som antyder om en svag matchning mellan generation y och revisionsbranschen. Matchningen mellan organisationer och dess anställda har i befintlig forskning benämnts som Person-Organization fit (P-O matchning). Denna forskning visar på att en svag matchning mellan de båda parterna kan resultera i negativa effekter på organisationers prestationsförmåga. Generation y utgjorde år 2016 cirka 80 % av arbetskraften inom en av de fyra största revisionsbyråerna, vilket indikerar på att generationen på allvar har gjort inträde inom branschen. På grund av detta är det av vikt att en stark matchning mellan parterna infinner sig. En avsaknad av studier som undersöker den verkliga dynamiken och kommer med förslag på hur matchningen kan ökas mot generation y inom revisionsbranschen går att utläsa. På grund av detta är denna uppsats syfte att undersöka hur P-O matchningen mellan generation y och en av de fyra största revisionsbyråerna ser ut samt diskutera förslag på hur matchningen kan ökas mellan de två parterna. Studien har bedrivits som en kvalitativ intervjustudie med fjorton respondenter inom revisionsbyrån. Studiens resultat visar på en starkare matchning än tidigare forskning antytt mellan parterna men fortfarande kvarligger ett antal inkongruenser. Inkongruenserna ses uppkomma av strukturella och kulturella faktorer som begränsar effekten av det närvarande socialiseringsarbete inom revisionsbyrån. Ett förslag ges om att bredda den hierarkiska strukturen inom revisionsbyrån. En förändring som ses kräva kulturförändringar vilket bidrar till en jämnare arbetsbelastning samt en förstärkt koppling mellan belöning och avancering för att skapa incitament för individerna att avancera inom revisionsbyrån.

The thesis first addresses the typology of cutting problems and their relationship to the packing problems. These are categorized (Wascher et al (2005)) according to 5 basic kriteria into the so-called "refined problem types", which is the sufficiently detailed and practical segmentation of cutting problems. The thesis deals with a selected sample of some of the most interesting algorithms from the wide range of those used to solve the cutting problems. The Viswanathan-Bagchi algorithm for the exact solution of constrainted two-dimensional orthogonal Cutting stock probléme with gillotine cuts is briefly described. It enables to process a wide range of additional problem constraints. The body of the thesis concentrates on heuristic algorithms used to solve orthogonal Open dimension problems. The Best-fit algorithm according to Burke et al. (2004) is described in detail. The work introduces two modifications of this algorithm that helped improve the solution in 42 out of the 89 benchmark problems, while a worse solution was achieved only in 10 of them. Moreover, new and more effective data structures and procedures that enable to solve the testing exercise with approx 50 000 rectangles in just about 2,5 seconds have been introduced.

Syftet med studien var att undersöka om person-organization fit påverkar arbetstillfredsställelse. Vidare var syftet också att undersöka om kön och ålder påverkar person-organization fit och arbetstillfredsställelse. P-O fit är kongruensen mellan individens och organisationens mål eller värderingar. P-O fit är en faktor som påverkar arbetstillfredsställelse. Undersökningen utfördes genom en enkät som delades på sociala medier med totalt 106 respondenter mellan åldrarna 21 till 69. Alla deltagarna arbetade minst deltid upp till heltid. Enkäten baserades på Minnesota Satisfaction Questionnaire (MSQ) ochPerson-Organization Fit Scale (POFS). Resultatet visade att både P-O fit och ålder korrelerar med arbetstillfredsställelse. Vidare visade resultatet att män upplever högre skattad arbetstillfredsställelse. P-O fit är därför en viktig faktor som influerar den anställda att nå en hög arbetstillfredsställelse, eftersom en anställd vill arbeta på en organisation som är i samma linje som ens egna värderingar. Genom att uppleva hög arbetstillfredsställelse ökar även flexibiliteten vilket vidare bidrar till mer effektivt arbete från arbetstagaren. / The purpose of the study was to investigate whether person-organization fit affects job satisfaction. Furthermore, the purpose was also to investigate whether gender and age affect person-organization fit and job satisfaction. P-O fit is the congruence between the individual's or the organization's goals or values. P-O fit is a factor that affects work satisfaction. The survey was constructed and shared on social media with a total of 106 respondents between the ages of 21 to 69. All participants worked at least part-time with most full-time. The survey was based on the Minnesota Satisfaction Questionnaire (MSQ) and the Person-Organization Fit Scale (POFS). The result showed that both P-O fit and age correlate with job satisfaction. Furthermore, the results showed that men experience higher estimated work satisfaction. P-O fit is therefore an important factor that influences the employee to achieve a high level of job satisfaction, since an employee wants to work at an organization that is in the same line as one's own values. By experiencing high job satisfaction, flexibility also increases, which further contributes to more efficient work on the part of the employee.

Work meaningfulness is fundamental to how employees approach, enact, and experience tasks and interpersonal relationships, and to maintain mental well-being in the workplace. However, research on the antecedents of work meaningfulness is unbalanced, i.e., the heavy emphasis on the supplies (or sources) of work meaningfulness and the insufficient attention on the individuals’ survival and psychological needs. This paper aims to address this research gap of work meaningfulness by incorporating the person-environment fit framework with a special focus on needs-supplies fit type. Drawing on research concerning needs for survival and three basic psychological needs from self-determination theory, a set of needs-based antecedents of work meaningfulness were examined, viz., needs-supplies fit for survival, autonomy, belongingness, and competence (S-ABC needs-supplies fit). Additionally, the interaction effects of S-ABC needs-supplies fit and work orientation (work as jobs, careers, or callings) on work meaningfulness were investigated. The current study applied the two-phased explanatory sequential mixed methods research design (QUAN --> qual = Explain). Results from the phase 1 quantitative survey (N = 363) suggest that work meaningfulness increased as autonomy supplies approached the needed levels and decreased when supplies exceeded the needed levels. Meanwhile, work meaningfulness increased as survival, belongingness, and competence supplies approached the needed levels and remained high or continued increasing (as opposed to an expected decrease) when supplies exceeded the needed levels. Further, the study found interaction effects between work orientation and autonomy and belongingness needs-supplies fit on work meaningfulness, while no interaction was found between work orientation and survival and competence needs-supplies fit on work meaningfulness. Contrary to expectations, the results suggest that individuals who view work as jobs were more susceptible to autonomy and belongingness needs-supplies fit/misfit; while work as callings or careers acted as a buffer and mitigated the otherwise negative effects of autonomy and belongingness needs-supplies fit/misfit on work meaningfulness. Specifically, for people who viewed work as jobs, work meaningfulness increased as autonomy supplies approached the needed levels but decreased when supplies exceeded the needed levels; and work meaningfulness increased as belongingness supplies approached the needed levels and continued increasing as belongingness exceeded the needed levels. When people viewed work as careers or callings, autonomy and belongingness needs-supplies fit/misfit did not significantly influence work meaningfulness. The phase 2 qualitative interview (N = 23) results generally corroborated with the quantitative results and provided empirical evidences that were explanatory to the quantitative results. Implications, limitations, and future research directions are discussed.