I följande rapport behandlas ämnet förnyelsebar energi i samband med textila material. I resultatet ges förslag till möjliga tillvägagångssätt för integrering av flexibla solceller i väv- och varptrikå. Alternativ till maskintillverkare och maskintyper redovisas och potentiella användningsområden diskuteras. Även förlag på typ av flexibel solcell presenteras. Teorin vilket rapporten grundar sig på är humanekologisk. Den metod vilken följts är tolkande och har drivit arbetet framåt. Kunskap har hämtats från experter inom områdena textil och solcellsteknik. Arbetsprocessen har varit av teoretisk karaktär vilket uteslutit eventuella laborationer. Slutsatsen visar att dye solar cells (DSC) kan användas med fördel, på grund av dess flexibla egenskap. De maskiner vilka kan tillverka solcellstextil är i standardutförande, dock kan eventuella justeringar på maskinkomponenter vara nödvändiga. Då främst vad gäller nålavstånd, täthet i sked och solv. Engelsk titel: Flexible solar cells in a textile material - Alternatives for integration of renewable energy in weave and warp knittingEngelska nyckelord: Weave, Warp knit, Solar cell textile, Technical textile, Flexible solar cells, DSC / Program: Textil produktutveckling och entreprenörskap

<p>This thesis approaches the problem of estimating the arm angles of an industrial robot with flexibilities in joints and links. Due to cost-cutting efforts in the industrial robots industry, weaker components and more cost-effective structures have been introduced which in turn has led to problems with flexibilities, nonlinearities and friction. In order to handle these challenging dynamic problems and achieve high accuracy this study introduces state observers to estimate the tool position.The observers use measurements of the motor angles and an accelerometer and the different evaluated observers are based on an Extended Kalman Filter and a deterministic variant. They have been evaluated in experiments on an industrial robot with two degrees of freedom. The experimental verification shows that the state estimates can be highly accurate for medium frequency motions, ranging from 3-30Hz. For this interval the estimate were also robust to model inaccuracies.The estimation of low-frequency motions was relatively poor, due to problemswith drift for the accelerometer, and it also showed a significant dependence on the accuracy of the model. For industrial robots it is mainly the medium frequency motions which are hard to estimate with existing techniques and these observers therefore carries great potential for increased precision.</p>

This thesis approaches the problem of estimating the arm angles of an industrial robot with flexibilities in joints and links. Due to cost-cutting efforts in the industrial robots industry, weaker components and more cost-effective structures have been introduced which in turn has led to problems with flexibilities, nonlinearities and friction. In order to handle these challenging dynamic problems and achieve high accuracy this study introduces state observers to estimate the tool position.The observers use measurements of the motor angles and an accelerometer and the different evaluated observers are based on an Extended Kalman Filter and a deterministic variant. They have been evaluated in experiments on an industrial robot with two degrees of freedom. The experimental verification shows that the state estimates can be highly accurate for medium frequency motions, ranging from 3-30Hz. For this interval the estimate were also robust to model inaccuracies.The estimation of low-frequency motions was relatively poor, due to problemswith drift for the accelerometer, and it also showed a significant dependence on the accuracy of the model. For industrial robots it is mainly the medium frequency motions which are hard to estimate with existing techniques and these observers therefore carries great potential for increased precision.

The Swedish construction industry is dominated by men; however this is starting to change. The average age of Construction Engineers is high and approximately 40 per cent of the employees will retire by the year 2015. Currently, female engineers dominate the graduating classes of Swedish Universities but this is not reflected in the Swedish Construction industry. With so many female engineers available, why is this? Does it require a change in company culture and their condition of work to attract them? Is it the attitude towards women in the industry among the employees that has to be changed? Or is it a woman’s thoughts and prejudices of the industry that creates obstacles? The purpose of this final thesis is to describe how contracting firms in the construction industry can make themselves more attractive for female engineers. To reach the purpose, a study among salaried employees and craftsmen was conducted. The study examines attitudes towards women as co-worker and leaders in the industry. The thesis also presents conclusions based on whether women require specific benefits at the company or a possible change of conditions to attract them to contracting firms and to make them stay in the company. The study is conducted through surveys and interviews of male and female salaried employees, craftsmen and personnel managers at Peab Sverige AB. Female students of construction engineering are also included in the study. Based on the results, some recommendations for Peab were suggested. Properly realized, these recommendations can result in a more attractive company for female engineers. Recommendations to make Peab more attractive: → Play a key role in the choice of industry for pupils in nine-year compulsory school and for upper-secondary school. Also, become actively involved in the choice of employer for current students. → Change of conditions at the company Offer trainee posts Offer guidance for recent and present employees Make part-time work possible for all the employees → Offer more benefits at the company Offer a female network at the company Offer a bigger opportunity for flextime

<p>The Swedish construction industry is dominated by men; however this is starting to change. The average age of Construction Engineers is high and approximately 40 per cent of the employees will retire by the year 2015. Currently, female engineers dominate the graduating classes of Swedish Universities but this is not reflected in the Swedish Construction industry.</p><p>With so many female engineers available, why is this? Does it require a change in company culture and their condition of work to attract them? Is it the attitude towards women in the industry among the employees that has to be changed? Or is it a woman’s thoughts and prejudices of the industry that creates obstacles?</p><p>The purpose of this final thesis is to describe how contracting firms in the construction industry can make themselves more attractive for female engineers. To reach the purpose, a study among salaried employees and craftsmen was conducted. The study examines attitudes towards women as co-worker and leaders in the industry. The thesis also presents conclusions based on whether women require specific benefits at the company or a possible change of conditions to attract them to contracting firms and to make them stay in the company.</p><p>The study is conducted through surveys and interviews of male and female salaried employees, craftsmen and personnel managers at Peab Sverige AB. Female students of construction engineering are also included in the study.</p><p>Based on the results, some recommendations for Peab were suggested. Properly realized, these recommendations can result in a more attractive company for female engineers.</p><p>Recommendations to make Peab more attractive:</p><p>→ Play a key role in the choice of industry for pupils in nine-year compulsory school and for upper-secondary school. Also, become actively involved in the choice of employer for current students.</p><p>→ Change of conditions at the company</p><p>Offer trainee posts</p><p>Offer guidance for recent and present employees</p><p>Make part-time work possible for all the employees</p><p>→ Offer more benefits at the company</p><p>Offer a female network at the company</p><p>Offer a bigger opportunity for flextime</p>

<p>The aim of this study is to clarify the Swedish government’s purpose of participating in the</p><p>European Union Emission Trading Scheme. Taking as its departure point state-centric</p><p>international political economy this study presents three plausible hypotheses on what the</p><p>purpose might be. Either it is to promote consumers interests, or to promote the Swedish</p><p>national climate goal “Reduced impact on climate”, or to promote the profit of Swedish</p><p>companies. The study sets out to test the hypotheses through four different methods in order</p><p>to disprove them. Through a text analysis of four different government proposals, through a</p><p>questionnaire sent out to 98 companies included in the Swedish National Allocation Plan,</p><p>through an interview with a ministerial civil servant and through a game theoretical matrix</p><p>based on the government’s own preferences.</p><p>The conclusion should be of interest to industry, environmentalists, politicians as well as to</p><p>journalists and scientists. From a theoretical point of view the conclusion explains the reason</p><p>for priorities and setting of rules by the government within energy politics as well as within</p><p>climate politics. The study concludes that the climate is priority number one and industry is</p><p>priority number two and this explains why, according to an industrial spokesperson, industrial</p><p>interests are not being met to a full extent. However the tide may turn in the future if the</p><p>government decides to include carbon dioxide sinks in the Emission Trading Scheme. The</p><p>government believes that storing carbon dioxide for a limited amount of time is worse than</p><p>reducing actual emissions.</p>

Syfte: Syftet med den här uppsatsen är att öka förståelsen för hur organisationer kan arbeta med flexibla arbetsformer. Vi vill belysa vilka konsekvenser som kan uppstå med flexibla arbetsformer och hur de påverkar organisationer. Vi önskar även att fylla gapet vi uppmärksammat i forskningen kring flexibla arbetsformer ur ett organisatoriskt perspektiv.      Metod: Uppsatsen är en kvalitativ studie med en induktiv ansats som behandlar fenomenet flexibla arbetsformer ur ett organisatoriskt perspektiv. Datainsamlingen för studien har skett genom sju kvalitativa intervjuer på Kalmar kommun.   Slutsats: Slutsatsen av studien har visat att organisationer arbetar med flexibla arbetsformer utifrån olika förutsättningar delvis i form av; tekniska förutsättningar, ständig förändring av arbetsmarknaden, konkurrens samt de anställdas förutsättningar. Genomförandet av studien har det även bidragit till att vi har kunnat identifiera både positiva och negativa konsekvenser som kan uppstå för organisationer som använder sig av flexibla arbetsformer. En positiv konsekvens som vi har kommit fram till är att organisationen blir en attraktiv arbetsgivare. En negativ konsekvens är att anställda kan ha en svårighet att balansera privatliv och arbetsliv, vilket i sin tur påverkar organisationen i form av sjukfrånvaro och produktionsbortfall.

Flexible working conditions is used extensively in organizations today as a way to create flexibility for the employer. Recently we’ve been reading in the newspapers that this approach is a growing problem and the EU has warned Sweden twice that abuse of these forms of employment must be stopped. The Government has recently submitted a proposed rule change to reduce the possibility of stacking one temporary contract after another. Borlänge kommun makes themselves more flexible with the intermittent employments. This study aims to examine why infrequent employments, such as the intermittent employment is used and preferred by Borlänge kommun and how it’s perceived by affected employees in the organization. The questions related, besides why the intermittent employment is used by the organization and how its perceived by those involved, also includes the management of intermittent employment and how the organization is handling work contracts. The background information on the employment law implications gives the reader an insight into how the regulatory framework works surrounding the topic. The theory section highlights the main theories about flexibility and its different shapes and perspectives. For the study a qualitative approach is used. A case study with semi-structured interviews was performed. The respondents were employees involved in the staffing of intermittent employees and also members of the staff with an intermittent employment. The results show that the employment and contracts is correctly handled by labour law regulations. This study shows that Borlänge kommun uses intermittent employments extensively, with its 1 320 intermittently employees. If this is abuse, or not, is not clear from the result. The authors discuss, however, if that is the case. The intermittent employment is used mainly because of the great needs. This is because society is changing and the average age is increasing, both by those using the services and the employees. All respondents perceive the intermittent employment as most flexible for the employees. Respondents working in the staffing department say that they are not flexible enough. The intermittent employees’ working today does not cover the great need. Borlänge kommun think that the flexibility should benefit them more and is currently trying to become more flexible. The employees were generally satisfied with their work situation. Some tendencies of insecurity and uncertainty could be inferred from the intermittent employees answers. The author’s conclusions are that flexibility and the intermittent employment contracts mainly benefit the employer and the employees who actively choose this type of work, such as students. This kind of employment affects, however, the society and those who need a secure lifestyle. The necessary permanent contracts are becoming fewer and replaced by precarious and flexible employment conditions. / Flexibla arbetsformer används i dag flitigt i organisationer som ett sätt att skapa flexibilitet för arbetsgivaren. Nyligen har man kunnat läsa i tidningarna att detta arbetssätt är ett växande problem och EU har vid två tillfällen varnat Sverige att missbruk av dessa anställningsformer måste upphöra. Regeringen har i dagarna lagt ett föreslag på ändrade regler för att minska möjligheten att kunna stapla tillfälliga anställningar på varandra. Borlänge kommun gör sig mer flexibla med den intermittenta anställningen. Studien syfte är att undersöka varför den intermittenta anställningen används av Borlänge kommun och hur den upplevs av vissa berörda i organisationen. Frågeställningarna berör förutom, varför den intermittenta anställningen används i organisationen och hur den upplevs av berörda, även hanteringen av den intermittenta anställningen. Bakgrundsinformation om den arbetsrättsliga innebörden ger läsaren en inblick i hur regelverket ser ut kring anställningen och vad som krävs när det gäller avtalshantering. De teorier som används belyser främst teorier om flexibilitetens olika former och perspektiv, då den intermittenta anställningen är en del av den flexibla arbetsmarknaden. För undersökningen användes en kvalitativ metod. En fallstudie med semistrukturerade intervjuer genomfördes. Respondenterna var personal som arbetar med bemanningen av intermittent anställda samt intermittent anställda medarbetare. Denna studie visar att Borlänge kommun använder sig av timanställda i stor utsträckning, med sina 1 320 intermittent anställda. Om detta anses vara ett missbruk eller inte framgår inte av resultatet, författarna diskuterar dock om så är fallet. Resultat visar att anställningen och avtalen kring den intermittenta anställningen hanteras efter arbetsrättens regelverk. Den intermittenta anställningen används främst i kommunen för att behoven är stora. Detta främst på grund av att samhället förändras och medelåldern blir allt högre, både bland brukare och medarbetare. Den intermittenta anställningen upplevs idag av de respondenter som deltagit i undersökning som mest flexibel för arbetstagaren. De respondenter som arbetar på bemanningsavdelningen menar att de idag inte är flexibla nog. De timvikarier som arbetar idag täcker inte det stora behovet. Kommunen vill att flexibiliteten ska gynna arbetsgivaren mer och arbetar idag för att bli mer flexibla, bland annat genom att utöka den numeriska flexibiliteten med hjälp av utvecklade system för intermittenta anställningar. Medarbetarna var överlag nöjda med sin arbetssituation. Vissa tendenser till otrygghet och osäkerhet kunde utläsas ur respondenternas svar. Författarna har dragit slutsatsen att flexibiliteten och den intermittenta anställningen främst gynnar arbetsgivaren och de medarbetare som aktivt väljer denna typ av tjänst, till exempel studenter. Anställningen drabbar dock de som behöver en säker försörjning och samhället i stort. Nödvändiga tillsvidareanställningar blir färre och ersätts av otrygga och flexibla anställningsförhållanden.

Syfte: Det nya arbetslivet har inneburit en rad förändringar för den lönearbetande populationen i Sverige, gällande allt ifrån tid, rum och tillgänglighet i de alltmer flexibla arbetsvillkoren. Syftet med denna studie är därför att undersöka ett antal faktorer i det nya arbetslivet som kan ha inverkan på den lönearbetande populationens livsbalans. Studien undersöker också om det finns skillnader mellan chefers och övriga anställdas livsbalans samt även om chefens nivå i hierarkin påverkar livsbalansen. Metod: Datamaterialet som används i denna kvantitativa studie är hämtat från European Social Survey 2010. Studien bygger på en svensk population bestående av 832 lönearbetande respondenter. Den beroende variabeln är ett index som mäter livsbalans. Kontroll- och oberoendevariablerna mäter bakgrund, familjesituation samt arbetsförhållanden. Analyserna består av medelvärdesjämförelser, korrelationer samt multipel regressionsanalys. Resultat/slutsats: Den huvudsakliga slutsatsen av denna studie är att den faktor som inverkar mest negativt på livsbalansen hos den lönearbetande populationen är om den anställda har personalansvar eller inte. Resultatet av studien visar även en negativ inverkan på livsbalansen för anställda som har barn. En positiv inverkan på livsbalansen är om den anställda har möjlighet att påverka arbetets tempo. Genom denna studie kan även slutsatsen dras att chefsnivå inte har någon inverkan på livsbalansen. / Purpose: Todays changed work-life has caused a number of changes to the wage-earning population in Sweden, regarding everything from time, space and availability in increasingly flexible working conditions. The purpose of this study is to examine a number of factors in the changed work-life that may have caused an impact on the life balance of the wage-earning population. The study also examines whether there are differences between managers and other employees' work-life balance, and also if the manager's level in the hierarchy affects life balance. Methodology: The data used in this quantitative study is taken from the European Social Survey of 2010. Study is based on a Swedish population consisting of 832 wage-earning respondents. The dependent variable is an index measuring life balance. The control and independent variables measures the background, family situation and working conditions. The analyzes consist of mean comparisons, correlations and multiple regression analysis. Results: The main conclusion of this study is that the factor that has the largest impact negatively on work-life balance of the wage-earning population is whether the employee is responsible for supervising other employees or not. Results of the study also shows a negative impact on work-life balance for employees who have children. A positive impact on work-life balance is if the employees are allowed to choose/change pace of work. influence the work. Through this study can also be concluded that the managerial level has no impact on work-life balance.

Bakgrund och Syfte: Tidigare forskning visar att delegering ökar känslan av empowerment hos medarbetarna. Mer forskning önskas kring hur delegering av schemaläggningen påverkar empowerment hos medarbetarna. Syftet med denna studie är att öka förståelsen för hur delegering av flexibla arbetstider till medarbetarna påverkar medarbetarnas upplevda empowerment. Metod: Studiens grund är av ett hermeneutiskt och socialkonstruktivistiskt perspektiv. Forskningsansatsen som använts är en abduktiv forskningsansats. Studiens insamlingsteknik är av en kvalitativ metod. Den empiriska informationen har samlats in med hjälp av semistrukturerade intervjuer. Den teoretiska referensramen har tidigare forskning som grund. Den empiriska informationen som framkommit under intervjuerna har kategoriserats och sammanställts i ett kapitel. Analysen av studien är framställd utifrån den empiriska samt teoretiska informationen som presenterats i studien. Slutsats: Studien tyder på att delegering av flexibla arbetstider påverkar medarbetarnas upplevda empowerment, i form av kompetens och självbestämmande. Flexibla arbetstider har även en större påverkan på medarbetarna än själva delegeringen i sig. Studiens bidrag: Studien visar på att delegering av flexibla arbetstider påverkar upplevd empowerment. Ur ett praktiskt perspektiv ges rådet till ledarna att med fördel delegera flexibla arbetstider till medarbetarna för att öka upplevd empowerment i form av ökat självbestämmande och kompetens. Förslag till fortsatt forskning: Till vidare forskning finns ett behov av att undersöka kopplingen mellan flexibla arbetstider och empowerment på ett mer grundligt sätt. Vi föreslår att detta syfte studeras med medarbetare som varit anställa en kort tid och att syftet studeras med andra geografiska utgångspunkter. / Background and Aim: Previous research shows that delegation increases the sense of empowerment among employees. More research is requested about how delegation of scheduling affects empowerment among employees. The purpose of this study is to increase understanding how the delegation of working hours to employees’ affecting employees' psychological empowerment. Method: The basis of the study is of a hermeneutical and a social constructivist perspective. The research approach that has been used is a deductible research approach. The study's collection technique is of a qualitative method. The empirical information has been collected using semi-structured interviews. The theoretical frame of reference has earlier research as a basis. The empirical information found during the interviews has been categorized and compiled in a chapter. The analysis of the study is based on the empirical and theoretical information presented in the study. Conclusion: The study suggests that delegation of flexible working hours affects employees' psychological empowerment, in terms of competence and self-determination. Flexible working hours also have a greater impact on employees than the delegation itself. Contribution: The study shows that delegation of flexible working hours influences psychological empowerment. From a practical perspective, the advice is given to leaders to delegate flexible working hours to employees to increase psychological empowerment in the form of increased self-determination and competence. Suggestions for further research: For further research, there is a need to examine the link between flexible working hours and empowerment in a more thorough way. We propose that this purpose be studied with employees who have been hiring a short time and that the purpose is studied with other geographical starting points.