In the generational shift, sharing the knowledge of the older generation to the younger coworkers is an important consideration. The aim of this study is to explore knowledge sharing from aging workers to younger workers and the potential of improving knowledge sharing within organizations. A multiple case study was executed in three different organizational contexts: The Municipality, The School and The Manufacturer. The data collection consisted of semi-structured individual interviews, focus interviews, document analyses and statistics. The results were analyzed in within-case and cross-case analysis, triangulated and related to previous research. The conclusion is that knowledge sharing is generally perceived as a ninformal activity and an issue lacking strategic relevance in organizations. There are however possibilities to make knowledge sharing in the generational shift into a legitimate strategic consideration, if activities are formally created to support strategic objectives. A process for choosing and evaluating knowledge sharing programs is presented.

This thesis deals with the generational shift in women's attitudes towards the upbringing of their own children in the early 21st century. The aim of this thesis is to determine how today's generation of mothers reflects the upbringing of their parents, reflection of their own experience with upbringing and whether that leads to some inter- generational shift or change within the approach itself. Possible causes and influences of shifts and changes are discussed. To achieve this goal a qualitative analysis of semi-structured interviews with women - mothers was conducted. The research shows that in fact shifts in these approaches actually occur and that the main criterion is a reflection of one's own childhood in particular, reflection of one's parents and reflection of the current relationship with one's parents.

This paper aims to look at changes in work values among the Swedish population and whether it relates to an ongoing individualization process in the work sphere. Using quantitative data from the International Social Survey Programme, the study investigates the changing of work values between the years of 1997 and 2015 using an age cohort study. Ronald Inglehart’s theory of Postmaterialism is used to analyze the results of the analysis. The theory states that people’s values are shaped by their environment growing up and change relatively little thereafter. If the social context is shaped by scarcity, people tend to prioritize more material or external values, such as economic and physical safety. If the environment is prosperous and the material needs are fulfilled, the theory states that people rather tend to prioritize postmaterial or internal values, such as self-fulfillment and self-actualization. Regarding the work sphere, external values refer to people prioritizing job and income safety while the internal values emphasize autonomy and personal development. The findings show that younger generations in Sweden tend to prioritize more external work values in relation to older generations. It also shows that this change in values is due to a generational shift rather than people becoming more postmaterialist as they age. We argue that this has to do with younger generations growing up in an unsecure personal environment during the 1990’s while the global economic crisis resulted in the labor market becoming more individualized, leaving individuals in unsecure employment and higher competition due to a widespread education development.

La tesi ha ad oggetto il passaggio generazionale nelle imprese di famiglia costituite in forma di società a responsabilità limitata, valutandone l’impatto sulla disciplina dell’amministrazione. Si rileva che i meccanismi tradizionali fondati esclusivamente sul trasferimento delle quote sociali non riescono a conciliare le esigenze di continuità dell’impresa e le norme di diritto successorio. Si individuano, allora, regole in grado di assicurare la stabilità dell'amministrazione anche dopo le modifiche alla compagine sociale conseguenti all’ingresso degli eredi. Lo studio si riferisce, da una parte, a regole convenzionali che garantiscono la permanenza dell’amministratore nella carica; dall’altra, a clausole con lo scopo di arginare l’interferenza dei nuovi soci sulle scelte di governance. Si dimostra, infine, la legittimità di una previsione statutaria che impone la successione automatica di un beneficiario nella carica di amministratore. / The thesis deals with the generational shift in family enterprises constituted as a limited liability company, assessing the impact on the discipline of the administration. It notes that traditional mechanisms based solely on the transfer of shares can not reconcile the needs of business continuity and the rules of inheritance law. Then, are identified rules that ensure the stability of the administration even after the changes to the shareholding structure resulting from the entrance of the heirs. The study refers, on the one hand, in the conventional rules which ensure the permanence of the administrator in charge; on the other, to clauses in order to curb the interference of new members on the choices of governance. It shows, finally, the legitimacy of a statutory provision requiring the automatic succession of a beneficiary in the position of director.