With this study, the authors will examine what generation Y values the highest when applying, and accepting, a job. The study will also examine if this is something that changes if the organization has a harmed reputation. The authors own experience is that the business students at Linköping University, who belong to generation Y, tend to look for jobs and organizations that would make their classmates envious. The status symbol could be seen as an extrinsic factor according to Ryan & Deci’s (2000) definition, leading us to the belief that extrinsic factors are a great motivator for generation Y. However, literature such as studies from Universum (2016) indicate that generation Y are more motivated by intrinsic values. The study is divided into three parts where the first part examines to what extent intrinsic motivational factors affect generation Y in the recruitment process. The second part examines to what extent a harmed reputation affects generation Y in the recruitment process. In the third and final part, the study aims to seek if there is a match between what organizations with harmed reputation offer and what generation Y wants. The data collection methods are interviews and document studies of five organizations, in order to examine the organizational view. However, only three of the organizations had time for an interview. The result of the organizational view was also used when a survey was designed to understand generation Y’s view. The survey was sent out to, and answered by, 49 last year business and industrial engineering and management students at Linköping University. The findings of the study are that when generation Y is asked out of context, ceteris paribus, they value intrinsic motivation factor highest, but when retested in various scenarios generation Y lean towards extrinsic motivation factors. Regarding the question about what impact a harmed reputation has on the decision of new-graduate students of generation Y, it seems that it only affects when the harmed reputation is connected to a lack of transparency. Furthermore, the study concludes that value congruence is of importance for generation Y and this is something that has been observed that the organizations of the study are lacking in some cases. However, one source of error in the process of matching could be the impact of brand name, that could be seen as a significant factor to make an organization attractive according to employer branding, has been taken away in this study and this could be interesting to look into in further studies. The study has a low respond rate, this is why no generalization could be done.

The thesis compares automobile insurance system in the Czech Republic with that of the province of Alberta, Canada. Automobile insurance system represents the framework consisting of third party liability coverage and first party coverages regardless of how many policies in total it is required to arrange. The first part of the thesis introduces the readers into automobile insurance system in the Czech Republic, the second part deals with the system being in existence in Alberta, Canada. The primary conclusion coming out of the thesis is the definition and explanation of the distinctions between the two systems, the consideration of implementing some components of the Canadian system into the Czech system (and conversely) is discussed afterwards.

Syftet med denna studie var att undersöka vilka hinder och framgångsfaktorer yrkesverksamma inom skola och socialtjänst upplevde i samverkan med varandra kring barn som far illa eller riskerar fara illa, samt vad som gör att dessa faktorer upprätthålls. En kvalitativ innehållsanalys har använts för att analysera insamlad empiri från semistrukturerade kvalitativa intervjuer, med tre yrkesverksamma inom socialtjänst och två yrkesverksamma inom skola. Goffmans dramaturgiska teori och interorganisatoriskt perspektiv har använts som teoretiska ramverk för att analysera studiens resultat. Studiens resultat visade på att både framgångsfaktorer och hinder yttrade sig, i relationen och interaktionen mellan yrkesverksamma inom skola och socialtjänst. Personliga relationer, kunskap om samverkanspartens förutsättningar/begränsningar, förväntningar, attityder och tillit till varandra lyftes fram som avgörande faktorer för en fungerande samverkan. Dessa faktorer upprätthölls av organisatoriska förhållanden där de yrkesverksamma inte gavs tillräckligt utrymme, att överkomma hindren och främja de framgångsfaktorer som belystes i resultatet, så som gemensamma rutiner och forum, kontinuitet, insyn, samt öppna kommunikationsvägar. Slutsatsen var att skola och socialtjänst behöver ges utrymme att arbeta regelbundet med varandra i olika forum för att uppnå en positiv förändring. Satsningar görs frekvent på både lokal och nationell nivå för att belysa vad som blir en utmaning i samverkansarbetet. För att dessa satsningar inte bara ska göras för sakens skull, behöver organisationerna ges utrymme att arbeta regelbundet med varandra för att motverka att hindren upprätthålls. / The purpose of this study was to investigate what obstacles and success factors professionals in schools, and social services experienced in collaboration with each other around children who are harmed/risk of harm, and what enables these factors to be maintained. A qualitative content analysis has been used to analyze collected material from five semi-structured qualitative interviews, with three social service professionals and two school professionals. Goffman's dramaturgical theory and inter-organizational perspective have been used as theoretical frameworks to analyze the study's results. The results of the study showed that success factors and obstacles manifested themselves in the relationship and interaction between professionals in school and social services. Personal relationships, knowledge of each other's conditions/limitations, expectations, attitudes and trust were highlighted as decisive factors for a functioning collaboration. These factors were maintained by organisational conditions in which professionals were not given sufficient scope to overcome the obstacles and promote the success factors highlighted in the outcome, such as common procedures/forums, continuity, transparency and open communication paths. The conclusion was that schools and social services need to be given space to work regularly together in different forums in order to achieve positive change. Investments are made frequently at both local and national level to highlight what will be a challenge in the collaboration work. In order for these efforts not only to be made for the sake of it, organisations need to be given the space to work regularly with each other to prevent obstacles from being upheld.