Cultural diversity is a subject that has been getting growing attention not just internationally but also in Sweden in the 21st century. The globalization of economies and the migration has dramatically increased opportunities while also affecting organizations in a manner that it requires it to be more open and accommodative towards a heterogeneous working environment. Unfortunately many companies do not see the advantages that cultural diversity could bring and how a well managed cultural diversity could essentially achieve competitive edge in the market. Therefore there is little to be found regarding how organizations today view and manage a culturally diverse workforce, especially in a Swedish working environment. The lack of this typeof research in a Swedish context creates a possible research gap and leads to this study ininvestigating the organizations in Västerbotten and their view and management of cultural diversity. Thus the research question: How do Swedish organizations view and manage cultural diversity? In order to gain insights to this question, previous research has been investigated and some main theories have been selected. Through this it has been found that cultural diversity is a complex subject that can bring both positive and negative effects to an organization. These are in turn affecting how cultural diversity is viewed by that organization. Furthermore, this view affects how cultural diversity is managed, and the management in turn affects the result this concept brings to the company. This in turn has been represented in a theoretical model representing the relationship between these concepts. The main theory that is used throughout thenstudy and in analyzing the empirical data is Adler’s approaches to answer the research question. This study takes view of interpretivism and constructionism as its philosophical stance. This has led to the choice of conducting a qualitative research approach with mixed method that is a combination of both the deductive and inductive way of collecting data. The research is conducted through multiple case study design with semi structured interviews as the way of gaining empirical data. These interviews have been conducted on seven organizations within Västerbotten that represents different types of industries within this region. As it is shown in this study the cultural diversity is viewed in a positive way and managed to achieve synergy within the organizations in Västerbotten. The firms believe that in order to develop and gain competitive advantage, they need to accommodate cultural diversity and create an atmosphere that is open and flexible. Still most of the firms lack the holistic view as they fail to articulate diversity at the strategic level and consequently in all dimensions of the organization.In addition the study has also identified different influential factors of cultural diversity, such as the geographical location, organizational culture, cultural diversity leading to cultural diversity, customers’ diversity and managers’ perspectives affects the existence of cultural diversity within an organization. These findings have been presented in the developed analytical model in the conclusion.

The scale of computing systems has extensively grown over the past few decades in order to satisfy emerging business requirements. As a result of this evolution, the complexity of these systems has increased significantly, which has led to many difficulties in managing and administering them. The solution to this problem is to build systems that are capable of managing themselves, given high-level objectives. This vision is also known as Autonomic Computing. A self-managing system is governed by a closed control loop, which is responsible for dynamically monitoring the underlying system, analyzing the observed situation, planning the recovering actions, and executing the plan to maintain the system equilibrium. The realization of such systems poses several developmental and operational challenges, including: developing their architecture, constructing the control loop, and creating services that enable dynamic adaptation behavior. Software frameworks are effective in addressing these challenges: they can simplify the development of such systems by reducing design and implementation efforts, and they provide runtime services for supporting self-managing behavior. This dissertation presents a novel software framework, called StarMX, for developing adaptive and self-managing Java-based systems. It is a generic configurable framework based on standards and well-established principles, and provides the required features and facilities for the development of such systems. It extensively supports Java Management Extensions (JMX) and is capable of integrating with different policy engines. This allows the developer to incorporate and use these techniques in the design of a control loop in a flexible manner. The control loop is created as a chain of entities, called processes, such that each process represents one or more functions of the loop (monitoring, analyzing, planning, and executing). A process is implemented by either a policy language or the Java language. At runtime, the framework invokes the chain of processes in the control loop, providing each one with the required set of objects for monitoring and effecting. An open source Java-based Voice over IP system, called CC2, is selected as the case study used in a set of experiments that aim to capture a solid understanding of the framework suitability for developing adaptive systems and to improve its feature set. The experiments are also used to evaluate the performance overhead incurred by the framework at runtime. The performance analysis results show the execution time spent in different components, including the framework itself, the policy engine, and the sensors/effectors. The results also reveal that the time spent in the framework is negligible, and it has no considerable impact on the system's overall performance.

This project proposes is focus on having diversity in workforces of different cultures within theglobalized world that we live in. It is not enough to be perceived as effective in a singleorganization or by one nation. Leaders must look to understand how this can create acompetitive advantage and really should have skills that are perceived as effective by manydifferent people, despite cultural differences.The aim of this research is to have a better knowledge of how a leader can be perceived aseffective in a diverse workforce in Swedish and Thai context. And we also would like to knowthe employees’ expectation toward their future manager.To figure out the employees’ expectation, we conduct a questionnaire which was send to ourrespondents in both Thailand and Sweden. We are choosing currently workforce and futureworkforce of both countries to be our respondents. We also interview manager who have beenworked in multinational company about their experience of working in internationalenvironment.

Background and Research Problem: Universities are complex and diversified institutions playing an active role in society. Besides education and research universities are now assigned a new role of commercialization of academic research. There is pressure on universities to act as a bridge for transfer of knowledge to industries and generate resources. As this role of commercialization is comparatively new for the universities so they face challenges and difficulties in managing commercialization along with education and research. In order to overcome these challenges some support structures has been introduced in the form of Technology Transfer Office (TTO) or Industry Liaison Office (ILO). As the role and support structures are new, so there is a need to develop such a managerial system which can better integrate the activities related to commercialization of academic research.   Research Purpose: This is a case study of Umeå University conducted to understand and evaluate the commercialization activities and functioning of support structures. The specific purpose is to investigate and suggest that, how universities having support structures but lacking success stories and track records, should manage its commercialization activities.   Method: Qualitative research methods are used and semi-structured interviews have been conducted from eight respondents. Umeå University has been used as a case study. Concluding Comments: On the basis of this study we would like to comment that, Umeå University is committed to perform its third role of contribution towards society and there is adequate infrastructure available in terms of support structures. But still as this role is new for the university and carrying on commercialization activities while insuring freedom of research is a challenging task. So, a detailed evaluation of existing support structures and reorganization of their existing activities is required. It may also require better understanding and communication of the concept of commercialization, generation of new ideas and a greater attention, both from the support structures and central management of the university.

The scale of computing systems has extensively grown over the past few decades in order to satisfy emerging business requirements. As a result of this evolution, the complexity of these systems has increased significantly, which has led to many difficulties in managing and administering them. The solution to this problem is to build systems that are capable of managing themselves, given high-level objectives. This vision is also known as Autonomic Computing. A self-managing system is governed by a closed control loop, which is responsible for dynamically monitoring the underlying system, analyzing the observed situation, planning the recovering actions, and executing the plan to maintain the system equilibrium. The realization of such systems poses several developmental and operational challenges, including: developing their architecture, constructing the control loop, and creating services that enable dynamic adaptation behavior. Software frameworks are effective in addressing these challenges: they can simplify the development of such systems by reducing design and implementation efforts, and they provide runtime services for supporting self-managing behavior. This dissertation presents a novel software framework, called StarMX, for developing adaptive and self-managing Java-based systems. It is a generic configurable framework based on standards and well-established principles, and provides the required features and facilities for the development of such systems. It extensively supports Java Management Extensions (JMX) and is capable of integrating with different policy engines. This allows the developer to incorporate and use these techniques in the design of a control loop in a flexible manner. The control loop is created as a chain of entities, called processes, such that each process represents one or more functions of the loop (monitoring, analyzing, planning, and executing). A process is implemented by either a policy language or the Java language. At runtime, the framework invokes the chain of processes in the control loop, providing each one with the required set of objects for monitoring and effecting. An open source Java-based Voice over IP system, called CC2, is selected as the case study used in a set of experiments that aim to capture a solid understanding of the framework suitability for developing adaptive systems and to improve its feature set. The experiments are also used to evaluate the performance overhead incurred by the framework at runtime. The performance analysis results show the execution time spent in different components, including the framework itself, the policy engine, and the sensors/effectors. The results also reveal that the time spent in the framework is negligible, and it has no considerable impact on the system's overall performance.

Postoperativ smärta är en smärta som är förväntad av både patient och sjuksköterska. Mötetmellan sjuksköterska och patient med postoperativ smärta innefattar sjuksköterskans kunskap och fördomar om smärta, samt patientens känsla av utlämnande och upplevelse av smärta. Syftet var att genom en litteraturstudie belysa viktiga faktorer i mötet mellan sjuksköterska och patient med postoperativ smärta. Därtill två frågeställningar; Vad är viktigt för sjuksköterskan i bemötandet av patienter med postoperativ smärta? Vad är viktigt för patienten med postoperativ smärta i mötet med sjuksköterskan? Metod Litteraturstudie med Graneheim och Lundmans analysmetod som verktyg. Litteraturstudien grundar sig i vetenskapliga artiklar. Resultat Nio betydelsefulla faktorer i mötet mellan sjuksköterska och patient med postoperativ smärta framkom ur artiklarna. Resultatet presenteras i sjuksköterskan perspektiv och ur patientens perspektiv. Föreliggande studier visar på att det finns hinder i kommunikationen mellan sjuksköterska och patient med postoperativ smarta. Diskussion En rak och klar kommunikation är en viktig faktor i mötet mellan sjuksköterska och patient med postoperativ smärta. Sjuksköterskan hjälper patienten att uttrycka sig och är beroende av förmågan att observera även det icke-verbala kroppsspråket. Genom att sjuksköterskan ger patienten god information skapas en trygghet och mötet mellan sjuksköterska och patient med postoperativ smärta blir mer optimal.

The impact on the UK recorded music industry of digital music files distributed via the Internet has been studied using Clayton M. Christensen's Disruptive Innovation Theory. The study has identified that the recent innovation of Internet retail and distribution of digital music files was indeed disruptive (rather than sustaining) in nature in its impact on the established UK record manufacturers and retailers. Furthermore, Christensen's theories have been used to investigate the factors (assets, culture and capabilities) that impeded the established UK recorded music manufacturers from adopting and promoting the new technology to create a digital consumer proposition. The reluctance of the established record manufacturers to embrace and therefore control the new technology of digital music files distributed via the Internet allowed new retailers like Apple's iTunes to become the dominant providers to the new digital consumers. The study therefore considers and identifies the organisational assets, culture and capabilities that created the most successful Internet retailing operation for digital music and in so doing reveals how to incorporate and harness disruptive technology for commercial gain within the established recorded music industry. Finally, the study proposes a strategic framework for UK recorded music companies so that they can respond successfully to disruptive technologies that will in future alter their market sector, including consumer attitudes and music usage. This framework will give the record companies the opportunity to manage the impact of disruptive technologies, enabling them to adapt their business strategies and tactics to provide a service that meets consumer needs the next time an innovative technology impacts the established manufacturing and retailing paradigm.

This master thesis is a portion of the DySCAS project and work is performed at Enea AB. DySCAS (Dynamically Self-Configuring Automotive Systems) is a research project funded by the European This thesis concentrates on future vehicle electronic systems. During a life cycle of the car vehicle manufacturers desire to upgrade or add new functions into the vehicle electronic systems, this is not possible with the static-runtime environment that employed into today’s car. To tackle this difficult problem many technologies were gathered and a dynamically self-configuring automotive system was introduced by combining technologies like self-managing, service-based and middleware. The obtained results fulfilled most of DySCAS requirements. However, the system has a few limitations and these are caused by the immature of distributed reconfigurable embedded systems in the market.

Socialinių paslaugų administravimo specialistai savo darbe vadovaujasi Lietuvos socialinių darbuotojų etikos kodeksu, tačiau neretai patenka į konfliktines situacijas, kurių išsprendimas reikalauja išgyventi vertybių kovą. Darbuotojui kylančios etinės dilemos apsunkina sprendimo priėmimo procesą. Dėl subjektyvių išgyvenimų kartais nukenčia ir teikiamos paslaugos kokybė, ir darbuotojo savijauta. Tokie konfliktai didina perdegimo sindromo atsiradimo galimybę, darbuotojas nusivilia savimi, nes neįstengia suprasti, kad sudėtingi procesai, lydintys jo veiklą –daugelio darbuotojų patiriamas išgyvenimas. Šiame darbe siekiama atskleisti, ko reikia, kad pavyktų sėkmingai spręsti socialines paslaugas administruojančio specialisto veikloje kylančias etines dilemas. Darbo tikslas - atskleisti socialines paslaugas administruojančių specialistų darbe kylančių etinių dilemų sprendimo ypatumus. Tikslo pasiekimui buvo iškelti šie uždaviniai : • Apibūdinti socialinio darbuotojo etikos kodekso ypatybes. • Nustatyti, kas sąlygoja etinių dilemų kilimą socialines paslaugas administruojančių specialistų veikloje. • Aptarti socialines paslaugas administruojančių specialistų priimtų etinių dilemų sprendimų ypatumus. • Atskleisti veiksnius, sąlygojančius socialines paslaugas administruojančio specialisto veikloje kylančių etinių dilemų sėkmingą sprendimą. Kokybinio tyrimo metu į pusiau struktūrizuoto interviu klausimus atsakė 5 tikslinės patogiosios tyrimo imties atstovės, dirbančios socialinių... [toliau žr. visą tekstą] / Social services management specialists organize their work and duties according to Lithuanian Republic social workers ethical code; unfortunately, very often they are involved in conflicts. An arrowed conflicts solving requires avoiding values arguing. Employees arising ethical dilemmas makes difficulties in decision acceptance. Regarding of subjective experience, sometimes a fulfilling service quality and workers wellbeing are hardly injured. Such conflicts alter fuse syndrome appearance possibility, employee disappointed by oneself, because of he is not motivated to realize that difficult processes, leading his work – a various number of other employees sustained experience. This work aimed to discover, what needed to make a successful social services management and social worker arising ethical dilemmas solving possibilities. The tasks of this work: • To define social employee ethical codec specifications • To define, what is determines the appearance of ethical dilemma for social employees during their social services management process • To discuss social services specialists accepted ethical dilemma features management • To disclose the actions which descript successful aroused ethical dilemma decision for social services employer During qualitative research, to a half structural interview questions we have got 5 objective convenient research sample test respondent, who works with social services management and coped with a n ethical dilemma during their work. ... [to full text]

The purpose of this study is to portray conflict managing associated with children in a small class and what problems they may face each day at school. What types of conflicts and what consequences do teachers practice? This study is based on these following questions: Is there any difference for solving/measure for students with psychosocial problems or ADHD in a conflict or does teachers still works with the same methods? What types of conflict solving does schools use? What is important to consider with students in a small class who has psychosocial problems and ADHD to prevent conflicts? Summary: To answer my questions in this study, I´ve used qualitative methods, interviews and observations. I have used my cellphone for recording the interviews so that all content from the informers are accurate. My theoretical points concerns on having strict rules both inside and outside the classroom. Teachers in school use first one method in conflict solving, a need based approach, which means that teachers first listens to the involved students and interacts thereafter. Every school in Sweden has a document called Plan for equal treatment, which guides teachers on how to deal with conflicts. They also use other rapports such as arrangement plan and incident rapport. The conclusion of my study is that children with psychosocial problems do feel better harmony with strict rules. They need guidance and goals so they know what to do and what is expected of them. If the rules bend, it is more likely that conflicts and other disorder in the classroom emerges.