Syftet med studien är att undersöka mäns engagemang i organisationer som arbetar för jämställdhet. Totalt har sex män som på olika sätt engagerar sig i jämställdhetsfrågor intervjuats med en semistrukturerad intervjumetod. Utifrån genus och maskulinitetsteori analyseras frågor som varför männen engagerar sig, vad de vill uppnå samt vilka reaktioner de möter i sitt engagemang. Resultaten i studien visar att männen motiveras till att engagera sig främst av en vilja att förändra maskulinitetsnormer utifrån individuella skäl, men vill i sitt engagemang påverka andra män och på så sätt även bidra till en strukturell förändring. Det blir även tydligt hur männens vilja till engagemang utgår från ett antivålds perspektiv där de anser att deras plats som män är efterfrågad och central. Vidare visar resultatet att männen främst möter positiva reaktioner i sitt engagemang och att de upplever sig bli bekräftade, negativa reaktioner och svårigheter i engagemanget kopplas till sammanhang där en machokultur råder och de försöker bryta mot maskulinitetsnormer. / <p>2019-06-03</p>

Title: A study of “Situational followership”.Level: Final assignment for Bachelor Degree in Business AdministrationAuthor: Lykke SilfwerbrandSupervisor: Jonas KågströmDate: 2011 – JanuaryAim: This study looks at the new concept: “situational followership”. It discusses how followership and leadership are connected and takes the approach of the follower. The study mainly looks into the following questions: · How can situational followership can be described? · What is the most important parameter for a follower? · Does the choice of leader differ according to the situation? · How is situational leadership and situational followership connected?Method: This is a qualitative study with ten respondents. The voluntary engaged respondents are representing two different organizations. In interviews follower-situations are discussed in depth and the respondents also asses their impression of each situation. The analysis of the data takes a qualitative approach to interpret the situations discussed. Result &amp; Conclusions: The results point out that followership is to make a decision to follow a leader in a specific situation. A follower wants to feel safe and secure with the leader and with the situation. The leader must want to lead. Suggestions for future research: This study should be widened with a larger number of respondents in order to verify the result. Other studies that use the perspective of the follower rather than the leader would broaden the understanding of the leader-follower relation. Contribution of the thesis: This study has contributed to understanding how voluntary followers understands their role and their relation to the leader. Key words: Situational leadership, situational followership, Sense Of Coherence, SDT, motivation, qualitative study.

Both authors of this study have been involved in the School of Business at Umeå University Student Association (HHUS) and is due this discovery deficiencies and problems within the association. The pressure to engage in HHUS is compared with other financial organizations around the country very low. This led us to consider why this is the case. From experience we know that communication between the association and its members are not functioning optimally. Communication itself is essential for motivating students and for that motivation should be high for the students to experience good quality on the engagement.   The purpose of this study is to identify lines of communication and motivational factors that affect students who are members of HHUS to get involved or not. By demonstrating and explaining any shortcomings of this study, we show how these deficiencies affect engagement in HHUS. In carrying out this study we have used the theories in communication, motivation and service quality.   The study has been conducted in an objective manner with a positivistic approach. Through a deductive research approach with elements of induction, we start from theories in the above areas that concern our problem. Based on these theories, we have created a questionnaire that we distributed to all members of the HHUS group at Facebook, 113 of them completed the questionnaire. Based on the collected data received the survey have been analyzed by using SPSS.   Our study shows that the communication channels that work least well for HHUS is the plasma screen, closely followed by the website. Best working channels was communication through Facebook and friends. We also discovered weakness in communication between HHUS and their members, which affects the ability to motivate students. What motivates students to become involved proves to be both to develop personally, but also to sharpen their resume. The biggest reason that students choose not to get involved is because they perceive the work environment within HHUS to be bad.   Finally, we also examined how the quality of service commitment HHUS delivers. Through the use of a gap analysis, we investigated whether there were any deficiencies in the service. There has revealed that HHUS not really know what students want to engage in and as a result of this, they are also poor at adapting their entries by students' preferences.

Syfte: Syftet med vår uppsats är att utreda om det kontaktnätverk som knyts genom frivilligt engagemang under studietiden vid Uppsala universitet förbättrar anställningsmöjligheterna efter studierna, jämfört med kontaktnätverk som skapas utan frivilligt engagemang. Metod: Vi har använt oss av en kvantitativ ansats där vi över telefon, i samspråk med respondenterna, har fyllt i en elektronisk enkät och sedan utfört en jämförande analys mellan två urvalsgrupper. Urvalsgrupperna har bestått av personer som varit tidigare förtroendevalda vid någon studentförening i Uppsala samt personer som inte varit frivilligt engagerade men som har examinerats från Uppsala universitet. Slutsatser: Utifrån våra avgränsningar indikerar resultatet från vårt urval att ett frivilligt engagemang förbättrar framtida anställningsmöjligheter via kontakter. Vårt resultat indikerar på att personer som varit frivilligt engagerade i högre utsträckning både erhåller information om arbetstillfällen och hjälp till första arbetet efter examen av kontakter. Majoriteten av dessa kontakter har de frivilligt engagerade träffat just genom sitt engagemang.