In the construction industry the number of female managers is very low, only four percent (SCB, 2010). In fact, women with management positions has risen by six percentage overall, the last seven years (SCB, 2010). If women in managerial positions continue to grow at this rate, the proportion of women managers will be equal to that of male managers in 2033. More women are needed in the maledominated construction industry in particular because it is deemed that they have a different way of thinking and acting (Granér, 1994). Nelton (1991) believes that companies can take advantage of female managers to be more competitive on the market, the reason why is because women can see other possibilities when solving problems. Rapacioli (2010) argues that the recruitment of women into management positions not only benefits the individual itself but also the company.  We have used a qualitative study with a deductive approach. Six respondents from the same company were interviewed, two of them have management positions and the other four were underemployed. The research question of this paper is: What differences and similarities are seen between male and female leadership in terms of their characteristics in the construction industry? The purpose of this paper is to examine similarities and differences in leadership in the construction industry where the focus is on the female and male characteristics. To fulfill our purpose we chose a qualitative study. We have interviewed six respondents at one company in the construction industry. Two of the six respondents have management positions and the remaining four are employed.   In this paper we have concluded that there are some differences and similarities between men and women´s leadership in terms of their characteristics. The similarities we can see is that there´s a priority of characteristics, the difference is that it´s different characteristics that´s prioritized depending on which gender that´s asked. Another difference we can see is how the leaders are using their characteristics in leadership. Similarities that can be seen after that difference is the result, both leaders achieve results that are effective and they´re both good leaders according to the employees.

Denna uppsats analyserar Astrid Lindgrens roman Vi på Saltkråkan (1964), det enda av Lindgrens alla verk som till en början skrevs som manus till TV-serien innan den publicerades som bok. Syftet med denna uppsats är att analysera Lindgrens verk utifrån ett genusperspektiv. Boken kommer att granskas utifrån hur flickor och pojkar framställs samt ifall dessa framställs i motsatsförhållande till varandra. I slutet av uppsatsen diskuteras även hur lärare på mellanstadiet kan använda sig av Vi på Saltkråkan i undervisningen för att belysa genus. I uppsatsen tillämpas metodansatsen kvalitativ textanalys med ett genusperspektiv. En karaktärsanalys av de fem huvudkaraktärerna: Malin, Pelle, Tjorven, Melker och Stina, genomförs utifrån hur de framställs genom handlingar och hur de är beskrivna. För att genomföra analysen av karaktärerna används två analysverktyg: Maria Nikolajevas (2017) motsatsschema för manliga och kvinnliga egenskaper samt Maria Österlunds (2005) indelning av det stereotypa manliga och kvinnliga. Resultatet visar att Lindgren tillskriver alla fem karaktärer såväl normbrytande som stereotypa, utifrån dess egenskaper. Varje huvudkaraktär framställs med både manliga och kvinnliga egenskaper, oavsett det biologiska könet.