The purpose of this essay is to study the political horse-trading in 1933 have laid the foundation for political bloc solutions and have become a common occurrence in Swedish politics. Both the political horse-trading in 1933 and the bloc agreement in 1992 where solutions to help the nation out of severe economic crises, reduce unemployment and avoid extra election.  The high unemployment in the 1990s affected a generation who now had something in common with their grandparents who lived through the 1930s.  This essay describes the selected newspapers reporting on both the political horse-trading in 1933 and the bloc agreement in 1992 in Kalmar. This essay also describes the selected parties view of the two agreements in Kalmar.

Many companies must undergo organizational changes to achieve a more efficient business. This essay has focused on studying a small company, its development as well as its need for change. The company, Pärlans Konfektyr AB, is a manufacturing company located in Stockholm that has been operating since 2010. The company has in recent years, firmly increased its sales and is facing a number of changes as the company has grown.   The need for changes was mainly identified as technical, because of the need to implement a new business system. Understanding how a change takes place and how an organization can accomplish an implementation effectively is important as it requires a lot of time and resources. This has been investigated by studying theories and models for successful change and implementation work in previous research. The purpose of the study is to create an understanding of what kind of organizational changes a small company stands in front of and how these can be implemented in a successful way. The survey is a qualitative study and in order to be able to answer the study's research question, an interview survey has been applied, where the data has been analyzed and compared with previous research in the field. The conclusion of this study is that Pärlans Konfektyr AB is in a stage of ‘’growing pains’’ which leads to different challenges for companies that have strong growth in a short time. In combination with this growth, there is a need for new structures and routines in the business, for which several models from previous research can serve as auxiliary tools.

Bakgrund & problem: Digitaliseringen har under det senaste årtiondet brett ut sig i Sverige. Under denna tid har det skett nya satsningar som påverkat arbetssättet inom olika verksamheter. Revisionsbranschen är en av flera institutioner vars arbetsprocess påverkats av digitaliseringens förändringar. Tidigare studier har undersökt revisorers upplevelser kring vikten av digitala verktyg. Det denna studie kan bidra med är en fördjupad kunskap kring revisorernas upplevelser av den förändring som revisionsarbetets digitalisering har inneburit.  Syfte: Syftet med denna studie är att bidra till djupare förståelse kring hur revisorer upplever digitaliseringen av revisionsarbetet. Metod: I denna studie utförs kvalitativ forskning utifrån en deduktiv ansats. Arbetsgången i studien har utgått från en fenomenologisk forskningsmetod för att fånga revisorernas egna upplevelser. Den fenomenologiska forskningsmetoden gav möjligheten att utföra en fördjupad analys av upplevelsernas essens. Detta illustrerades i de intervjufrågor som ställdes under de semistrukturerade intervjuerna som genomfördes med 8 revisorer från The Big 4. Vid analyserandet av empirin användes även en egenillustrerad teoretisk modell, baserad på Lewins trestegsmodell, för att uppnå syftet.   Slutsats: Revisorerna upplever i allmänhet att användningen av digitala verktyg har ökat legitimiteten i deras yrke. En central bidragande faktor till digitaliseringen av revisionsarbetet upplevdes vara att skapa och behålla konkurrenskraft. Även Covid-19-pandemin drev på den digitala utveckling i form av fler digitala möten och mindre resande. Det upplevdes att revisionsarbetet blivit roligare tack vare att digitala verktyg har möjliggjort automatiseringen av tråkiga uppgifter. De flesta respondenterna upplever att användandet av analysverktyg har bidragit till en säkrare och mer effektiv revision. / Background & problem: Digitalization has expanded in Swedish society during the last decade. There have been developments that affect the work process in different types of organizations. The auditing industry is one area that has embraced the changes caused by digitalization. Earlier research has studied auditors’ experiences of the importance of digital tools. This study can bring a deeper understanding of how auditors experience how digitalization has changed the audit work.  Purpose: The purpose of this study is to contribute to a deeper understanding of how auditors experience the digitalization of audit work.  Method: This study uses a deductive approach to perform qualitative research. A phenomenological research method has been used to capture the pure experiences of the auditors. This method enabled a deeper analysis of the essence of the captured experiences. This was made possible by the interview questions posed to the Big 4 interview subjects during 8 semi-structured interviews. To analyze the empirical data and fulfill the purpose, a unique and self-created theoretical model, based on Lewin’s changing model, was used.   Conclusion: The respondents experienced that the usage of digital tools improved the legitimacy of their profession. Creating and maintaining a competitive advantage was deemed to be a driving force behind the digitalization of the audit work process. The Covid-19 pandemic also furthered the digital developments by increased number of digital meetings which led to less traveling. The automation of dull tasks was seen as a reason for the job becoming more fun. Most interviewees experienced that the usage of analytical tools has contributed to making auditing more safe and efficient.

We are today facing an industrial revolution called Industry 4.0. Earlier in the human history, we have seen multiple industrial revolutions, but only after they actually happened. This is the first time we can see that an industrial revolution is on its way. Witht his knowledge, we have the chance to prepare for this large‐scaled technological change that we are standing in front of. Because of the impact that earlier industrial revolutions had on organizations, we can assume that Industry 4.0, as well, will impact and change work, tasks and the organizations themselves; especially when it comes to new high‐tech knowledge and skills that need to be learnt. Implementation, change, and high‐tech learning, together with a constantly running production can be stressful for anyone involved. For this reason, the purpose of this study is to come up with solutions on how you can facilitate the implementation of Industry 4.0, for employees and in an organizational point of view. We do this by conducting a literature study as well as interviewing organizations within the Swedish manufacturing industry. The structure of the analysis is built upon Lewin’s Three‐stage Model of Change. Here, we discuss and present solutions according to the stage in which they fit during the change process. Additionally, we investigate the concept of gamification as a tool to facilitate change. From our research, we conclude that motivation and engagement are keys in a technological change project such as Industry 4.0. Involvement, transparency and clarity are important aspects to make employees engaged throughout the project. Additionally, we present practical solutions for how organizations can educate their employees within Industry 4.0 techniques, as well as increase their motivation and engagement. / Vi står idag inför en industriell revolution som kallas Industri 4.0. Tidigare i historien har vi sett industriella revolutioner först efter att de inträffat. Det är nu första gången vi kanse att en industriell revolution är på väg. Med denna kunskap har vi idag en möjlighet att förbereda oss för den teknologiska utveckling som vi står inför. På grund av de tidigare industriella revolutionerna och den stora påverkan som de har haft på organisationer, kan vi anta att Industri 4.0 också kommer förändra jobb, uppgifter och organisationer – framför allt när det kommer till den nya teknologiska kunskap som nya maskiner och system kommer kräva av de som använder dem. Implementering, förändring och en hög nivå av teknologiskt lärande, samtidigt som produktionen fortfarande kommer snurra dygnet runt, kan vara stressigt för vem som helst. Därför syftar detta examensarbete till att ta fram lösningar för hur man kan förenkla implementationen av Industri 4.0, ur ett medarbetarperspektiv och för organisationen som helhet. Vi gör detta genom en litteraturstudie och genom intervjuer med organisationer inom den svenska tillverkningsindustrin. Strukturen på analysen bygger på Lewins trestegsmodell för förändring. Här diskuterar och presenterar vi lösningar enligt vilket steg de passar in i under förändringsprocessen. Vidare utvärderar vi gamification som ett verktyg för att underlätta förändringen. Detta arbete kommer fram till att det viktigaste för att genomföra ett förändringsarbete i denna omfattning är motivation och engagemang från både anställda och ledning. Involvering, transparens och tydlighet är viktiga delar för att göra anställda engagerade genom hela projektet. Vidare presenterar vi lösningar för hur man kan utbilda sina anställda inom Industri 4.0‐tekniker, och även för hur man kan öka motivation och engagemang.