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<p>During half a century the society has been changed from an industrial to knowledge-driven society. Industry companies have standardized requirements and companies that works with development in production has unique qualifications. The public employment office was created during a time that each tailored to then general requirements were dominating and the adaptation average appropriate worker and appropriate work where general. When the monopoly was stopped, crew companies begun to settle down on the market that flexibly adapt themselves to carried out now specialized needs that require sophisticated adaptation average work and job seekers. Companies lose the confidence for the public employment office and politicians threaten the organization with big closure. If the public employment office can continue to exist the adaptation of the average appropriate work and appropriate job seeker must function better. This led to the essay's aim: Which differences are between the public employment office and the private employment offices with respect to change ability?</p><p>In order to reply to the aim deductive run-up and qualitative survey method with semi structured interviews on a public employment office and private employment office were used. A higher manager and two section managers were interviewed on the public employment office and a manager on Adecco with snowball selection stem to get higher results that otherwise could not have been possible.</p><p>The result showed that the public employment office is devoting too much time to administrative information and meetings that instead would give results through communicating with carried out. But the personnel is motivated and becomes encouraged to giving new proposals, but that the legislation does not permit all changes. The crew company Adecco is a profit driven company that aims itself on profitable trade groups and does not have an extensive legislation what do that changes easy can come to levels. A lot of resources are imposed carried out and the adaptation goes good.</p><p>The conclusion is drawn that the public employment office can deliver a customer value to carry out. In order to that all companies will experience a value the public employment office also needs to concentrate against companies that require university graduates.</p> / <p>Under ett halvt sekel har samhället förändrats från industrisamhälle till kunskapssamhälle. Industriföretag har standardiserade krav och företag som sysslar med produktionsutveckling har unika kvalifikationer. Den offentliga arbetsförmedlingen skapades under en tid som var anpassad till då generella krav var dominerande och anpassningen mellan lämplig arbetare och lämpligt arbete var generell. När monopolet avvecklades började bemanningsföretag etablera sig på marknaden som flexibelt anpassar sig till företagens numera specialiserade behov som kräver förfinad anpassning mellan arbete och arbetssökande. Företag mister förtroendet för den offentliga arbetsförmedlingen och politiker hotar organisationen med stora nedläggningar. För att den offentliga arbetsförmedlingen skall kunna fortsätta existera måste anpassningen mellan lämpligt arbete och lämplig arbetssökande fungera bättre. Allt detta ledde fram till uppsatsens syfte: Vilka skillnader finns mellan den offentliga arbetsförmedlingen och de privata arbetsförmedlingarna med avseende på förändringsförmåga?</p><p>För att svara på syftet användes deduktiv ansats och kvalitativ undersökningsmetod med semistrukturerade intervjuer på en offentlig arbetsförmedling respektive privat arbetsförmedling. En högre chef och två mellanchefer intervjuades på den offentliga arbetsförmedlingen samt en chef på Adecco med snöbollsurval för att få fram högre resultat som annars inte hade varit möjligt.</p><p>Resultatet gav att inom den offentliga arbetsförmedlingen ägnas allt för mycket åt administrativa uppgifter och möten som istället skulle ge resultat genom att kommunicera med företagen. Men personalen är motiverad och blir uppmuntrade till att ge nya förslag, men att regelverket inte tillåter alla förändringar. Bemanningsföretaget Adecco är ett vinstdrivande företag som inriktar sig på lönsamma yrkesgrupper och har inte ett omfattande regelverk vilket gör att förändringar lätt kan komma till stånd. Mycket resurser läggs på företagen och anpassningen går bra.</p><p>Slutsatsen dras att den offentliga arbetsförmedlingen kan leverera ett kundvärde till företagen. För att alla företag skall uppleva ett värde behöver den offentliga arbetsförmedlingen även inrikta sig mot företag som kräver akademiker.</p>

During half a century the society has been changed from an industrial to knowledge-driven society. Industry companies have standardized requirements and companies that works with development in production has unique qualifications. The public employment office was created during a time that each tailored to then general requirements were dominating and the adaptation average appropriate worker and appropriate work where general. When the monopoly was stopped, crew companies begun to settle down on the market that flexibly adapt themselves to carried out now specialized needs that require sophisticated adaptation average work and job seekers. Companies lose the confidence for the public employment office and politicians threaten the organization with big closure. If the public employment office can continue to exist the adaptation of the average appropriate work and appropriate job seeker must function better. This led to the essay's aim: Which differences are between the public employment office and the private employment offices with respect to change ability? In order to reply to the aim deductive run-up and qualitative survey method with semi structured interviews on a public employment office and private employment office were used. A higher manager and two section managers were interviewed on the public employment office and a manager on Adecco with snowball selection stem to get higher results that otherwise could not have been possible. The result showed that the public employment office is devoting too much time to administrative information and meetings that instead would give results through communicating with carried out. But the personnel is motivated and becomes encouraged to giving new proposals, but that the legislation does not permit all changes. The crew company Adecco is a profit driven company that aims itself on profitable trade groups and does not have an extensive legislation what do that changes easy can come to levels. A lot of resources are imposed carried out and the adaptation goes good. The conclusion is drawn that the public employment office can deliver a customer value to carry out. In order to that all companies will experience a value the public employment office also needs to concentrate against companies that require university graduates. / Under ett halvt sekel har samhället förändrats från industrisamhälle till kunskapssamhälle. Industriföretag har standardiserade krav och företag som sysslar med produktionsutveckling har unika kvalifikationer. Den offentliga arbetsförmedlingen skapades under en tid som var anpassad till då generella krav var dominerande och anpassningen mellan lämplig arbetare och lämpligt arbete var generell. När monopolet avvecklades började bemanningsföretag etablera sig på marknaden som flexibelt anpassar sig till företagens numera specialiserade behov som kräver förfinad anpassning mellan arbete och arbetssökande. Företag mister förtroendet för den offentliga arbetsförmedlingen och politiker hotar organisationen med stora nedläggningar. För att den offentliga arbetsförmedlingen skall kunna fortsätta existera måste anpassningen mellan lämpligt arbete och lämplig arbetssökande fungera bättre. Allt detta ledde fram till uppsatsens syfte: Vilka skillnader finns mellan den offentliga arbetsförmedlingen och de privata arbetsförmedlingarna med avseende på förändringsförmåga? För att svara på syftet användes deduktiv ansats och kvalitativ undersökningsmetod med semistrukturerade intervjuer på en offentlig arbetsförmedling respektive privat arbetsförmedling. En högre chef och två mellanchefer intervjuades på den offentliga arbetsförmedlingen samt en chef på Adecco med snöbollsurval för att få fram högre resultat som annars inte hade varit möjligt. Resultatet gav att inom den offentliga arbetsförmedlingen ägnas allt för mycket åt administrativa uppgifter och möten som istället skulle ge resultat genom att kommunicera med företagen. Men personalen är motiverad och blir uppmuntrade till att ge nya förslag, men att regelverket inte tillåter alla förändringar. Bemanningsföretaget Adecco är ett vinstdrivande företag som inriktar sig på lönsamma yrkesgrupper och har inte ett omfattande regelverk vilket gör att förändringar lätt kan komma till stånd. Mycket resurser läggs på företagen och anpassningen går bra. Slutsatsen dras att den offentliga arbetsförmedlingen kan leverera ett kundvärde till företagen. För att alla företag skall uppleva ett värde behöver den offentliga arbetsförmedlingen även inrikta sig mot företag som kräver akademiker.

Syftet med uppsatsen var att undersöka vad som motiverar kvinnor att ta en anställning som gruppbefäl, soldat eller sjöman (GSS) i Försvarsmakten. Studien redogör en pusselbit kring vad som motiverar kvinnor att ta anställning i nämnd personalkategori, vilket är betydelsefullt då Försvarsmakten står inför en personell tillväxt samtidigt som myndigheten idag inte når de uppsatta målen i personalkategorin GSS. I studien kan vi se att kvinnorna tar en anställning då de främst söker ett yrke som kan ge dem möjligheter till självrealisering, ett sammanhang med en samhörighet och gemenskap. Dessa drivkrafter har förklarats och redovisats med stöd av motivationsteorier. Det utmärkande med studien är att kvinnors motivation till att ta anställning specifikt som GSS inte tidigare studerats. Då inte några tydliga differenser mellan teorier och studiens empiri har kunnat påvisats, ser vi att det är andra faktorer som måste påverkas om fler kvinnor ska ta anställning som GSS. Försvarsmakten, och kanske även samhället i stort, måste belysa Försvarsmaktens roll och klargöra möjligheterna att tjänstgöra inom myndigheten som GSS. Att påverka en individs vilja att ta en anställning är svårt, men att sprida upplysande information kring befattningar till målgruppen unga kvinnor är en viktig faktor som kan öka inflödet av kvinnor till befattningar som GSS. Samtidigt ser vi i studien att det vore gynnsamt att undersöka målgruppens kunskap gällande yrken i Försvarsmakten och då GSS i synnerhet. Rekommendationer till Försvarsmakten är att undersöka varför framtagna mål inte nås men än viktigare, se över och redigera målen utifrån målgruppens intresse till uppnåbara nivåer, med fokus på förutsättningarna hos befolkningen. Informationsinsatser inom ramen för grundutbildningen måste fortsatt koordinerat genomföras. Studien påvisar att dessa har en god effekt och bör utvecklas då Försvarsmakten står inför en tillväxt där hela befolkningen har en betydande roll som rekryteringsgrund för att verkliggöra denna. / The purpose of the thesis was to gain a greater understanding of what motivates women to take up a position as a squad commander, soldier, or sailor (GSS) in the Swedish Armed Forces. The study provides a piece of the puzzle on what motivates women to take up employment, which is important as the Armed Forces is facing personnel growth while the agency today does not reach the stated goals in the mentioned personnel category.  In the study, we can see that women take a job as they are primarily looking for a profession that can give them opportunities for self-realization, a connection with a sense of belonging and community. These driving forces have been explained and reported with the help of motivation theories. The characteristic of the study is that women's motivation to take up employment as GSS has not been studied before. As no clear differences between theories and the empirical data of the study have been demonstrated, we see that there are other factors that must be affected if more women are to take a job as GSS.  The Armed Forces, and perhaps also society at large, must highlight the role of the Armed Forces and clarify the possibilities serving within the authority as GSS. Influencing an individual's willingness to take up employment is difficult but disseminating enlightening information about positions to the target group of young women is an important factor that can increase the influx of women into GSS positions. At the same time, we see in the study that it would be beneficial to examine the target group's knowledge regarding professions in the Swedish Armed Forces and then GSS in particular.  Recommendations to the Armed Forces are to study why developed goals are not achieved but even more importantly, review and edit the goals based on the target group's interest to achievable levels, focusing on the conditions of the population. Information activities within the framework of the basic training must continue to be carried out in a coordinated manner. The study shows that these information efforts have a good effect and should be developed as the Swedish Armed Forces is facing a growth where the entire population has a significant role as a recruitment basis to realize this.

Fallstudien på Företaget AB  syftar till att öka förståelsen för de svårigheter  en organisation kan mötas av vid införandet av Lean-konceptet i en verksamhet. Studiens målsättning är att belysa vilka faktorer som påverkar en långsiktigt lyckad implementering av systematiska ständiga förbättringar.   Nulägesbeskrivningen och teorin analyseras ingående för att sammanställas i en slutsats och möjliga rekommendationer till fallföretaget. De påverkansfaktorer vilka författarna lyfter fram  i studien prioriteras i ordning utifrån sin betydelse och diskuteras med avseende på en uthållig implementering av Lean-konceptet.

Master of Science / Department of Apparel, Textiles, and Interior Design / Kim Hiller Connell / Acculturation can be a difficult process for many immigrants, and because there is a large number of Iranian immigrants living in the United States (over one million), the focus of this study is to understand how women cope with moving from a country with conservative standards to a more liberal country and the role dress plays in their acculturation process. Specifically, the purpose of this study is to: 1) explore Iranian dress standards and the effect these standards have on Iranian-American women’s lives; 2) gain understanding of the role of dress in women’s transition from Iranians to Iranian-Americans; 3) apply Abraham Maslow’s hierarchy of needs motivational model to the women's acculturation process; and 4) compare two distinct generations of women—women born before the 1979 Islamic Revolution and women born after the Revolution. This study utilized a qualitative approach and collected data through semi-structured interviews with 11 women. The women did not express any traumatic psychological effects caused by the conservative dress standards in Iran. The main impact of the dress standards was the physical discomfort caused by wearing the hijab in hot weather. Dress played a significant role in the women's transitions process. More freedom in dress in the United States has allowed the women to express themselves much more than when they lived in Iran, leading to higher self-esteem and confidence levels. The women expressed a desire to sustain their Iranian heritage, and both generations shared similar perceptions of American dress standards prior to immigrating to the United States. Differences included higher consumption levels by the younger generation and their higher knowledge about the fashion industry and trends. The findings can be useful for Iranian women as they transition to an Iranian-American lifestyle. Additionally, it can also be beneficial to women from other countries who share similar experiences. Furthermore, the results may assist in aiding different organizations which help Iranian women integrate into the U.S. culture. Finally, retailers with target markets similar to the women of this study can use the findings to better understand the habits, needs, motives, and overall consumer behaviors of their clientele.

Os objetivos deste trabalho foram relacionar o atendimento das necessidades humanas dos funcionários com os indicadores de qualidade do leite, avaliar o conhecimento técnico tanto dos ordenhadores quanto dos proprietários e gerentes, observar as práticas realizadas na ordenha, relacionando-as com os indicadores de qualidade do leite e verificar a adoção de ferramentas da gestão administrativa de explorações leiteiras, segundo o sistema MDA, da Clínica do Leite - ESALQ/USP. Para atingir estes objetivos, 74 propriedades leiteiras localizadas nos Estados de São Paulo, Minas Gerais e Rio de Janeiro participaram deste projeto. Estas propriedades foram divididas em dois grupos, a partir da média de contagem bacteriana total (CBT) apresentada, sendo o grupo com alta CBT com média superior a 200.000 ufc/ml e o grupo com baixa CBT, com média inferior a 50.000 ufc/ml. Foram realizadas visitas a estas propriedades, com duração de meio dia, sendo que estas constituíram no acompanhamento da rotina de ordenha, aplicação de questionários com os ordenhadores sobre questões relacionadas ao atendimento das necessidades humanas, segundo Maslow e conhecimentos técnicos e aplicação de questionários com os proprietários ou gerentes sobre aspectos relacionados ao gerenciamento das propriedades, segundo o sistema MDA. Os dados foram analisados por estatística descritiva e também pela metodologia de árvores de regressão, relacionando as questões com a CBT e contagem de células somáticas (CCS). A média de CBT das propriedades com alta CBT foi de 330.113 ufc/ml (± 143.865 ufc/ml) e das com baixa CBT foi 49.126 ufc/ml (± 36.704 ufc/ml). Já para CCS, as médias foram: 908.473 céls/ml (± 463.992 céls/ml) para propriedades com alta CBT e 605.728 céls/ml (± 282.885 céls/ml) para propriedades com baixa CBT. Tanto os funcionários quanto proprietários ou gerentes de ambos os grupos apresentaram conhecimento satisfatório sobre a rotina de ordenha, mas uma pequena porcentagem dos grupos conhecia os conceitos relacionados à qualidade do leite. No entanto, os conhecimentos sobre mastite foram maiores para os funcionários e proprietários ou gerentes das propriedades com baixa CBT. Com relação ao atendimento das necessidades humanas, todas as necessidades tenderam a ser mais bem atendidas para os funcionários das propriedades com baixa CBT, com exceção das necessidades fisiológicas. O mesmo perfil pode ser observado para o gerenciamento administrativo das propriedades com baixa CBT, sendo que a adoção das ferramentas de gestão, como política básica, gestão da rotina, procedimentos operacionais e recursos humanos, tendeu a ser maior nestas propriedades. Além disso, os procedimentos recomendados da rotina de ordenha foram mais e melhor conduzidos pelas propriedades com baixa CBT, assim como a limpeza dos equipamentos. Desta forma, pode-se observar que os aspectos relacionados ao conhecimento técnico, comprometimento dos funcionários, conseguido através do atendimento das necessidades humanas, adoção de ferramentas de gestão administrativa e a ordenha estão interferindo na qualidade do leite produzido. Apesar das propriedades com baixa CBT terem apresentado resultados melhores nestas áreas, há a possibilidade de melhorar ainda mais a qualidade do produto, através do investimento em todas as áreas relacionadas neste projeto. / The purposes of this work were to relate satisfaction of employees\' human needs with milk quality indicators, to evaluate technical knowledge of milkers and producers or managers, to observe milking practices conducted, relating them to milk quality indicators and to verify adoption of dairy farms management tools, according to MDA system, of Clínica do Leite - ESALQ/USP. In order to achieving these goals, 74 dairy farms located in states of São Paulo, Minas Gerais and Rio de Janeiro participated of this work. These dairy farms were divided in two groups, from total bacterial count (TBC) average, being the group with high TBC with average greater than 200,000 cfu/ml and the group with low TBC with average minor than 50,000 cfu/ml. Visits to these farms were accomplished during half day, being these constituted of milking routine observation, application of questionnaires to milkers about satisfaction of human needs, according to Maslow and technical knowledge and application of questionnaire to producers or managers about aspects related to farms management, according to MDA system. Statistical analyses were performed by descriptive statistics and also by regression trees methodology, relating questions with TBC and somatic cell count (SCC). The TBC average of dairy farms with high TBC was 330,113 cfu/ml (± 143,865 cfu/ml), and of those with low TBC was 49,126 cfu/ml (± 36,704 cfu/ml). The averages of SCC were: 908,473 cells/ml (± 463,992 cells/ml) to dairy farms with high TBC and 605,728 cells/ml (± 282,885 cells/ml) to dairy farms with low TBC. Both groups of milkers and producers or managers showed a satisfactory knowledge about milking routine, but a little percentage of both groups knew the concepts related to milk quality. Nevertheless, knowledge about mastitis was greater to milkers and producers or managers of dairy farms with low TBC. Regarding human needs satisfaction, all needs tended to be more satisfied to milkers of dairy farms with low TBC, except for physiological needs. The same scenario was observed to administrative management of dairy farms with low TBC, being the adoption of management tools, like basic policy, routine management, operational protocols and human resource, tended to be greater at these farms. Besides, milking routine recommended practices were more and better conducted by dairy farms with low TBC, just like equipment cleaning. In this way, it can be observed that aspects related to technical knowledge, employees commitment, achieved through satisfaction of human needs, adoption of administrative management tools and milking were interfering at milk quality. Despite dairy farms with low TBC showed better results at these areas, there is a possibility to improve the product quality, through investment in all related areas of these work.

Os objetivos deste trabalho foram relacionar o atendimento das necessidades humanas dos funcionários com os indicadores de qualidade do leite, avaliar o conhecimento técnico tanto dos ordenhadores quanto dos proprietários e gerentes, observar as práticas realizadas na ordenha, relacionando-as com os indicadores de qualidade do leite e verificar a adoção de ferramentas da gestão administrativa de explorações leiteiras, segundo o sistema MDA, da Clínica do Leite - ESALQ/USP. Para atingir estes objetivos, 74 propriedades leiteiras localizadas nos Estados de São Paulo, Minas Gerais e Rio de Janeiro participaram deste projeto. Estas propriedades foram divididas em dois grupos, a partir da média de contagem bacteriana total (CBT) apresentada, sendo o grupo com alta CBT com média superior a 200.000 ufc/ml e o grupo com baixa CBT, com média inferior a 50.000 ufc/ml. Foram realizadas visitas a estas propriedades, com duração de meio dia, sendo que estas constituíram no acompanhamento da rotina de ordenha, aplicação de questionários com os ordenhadores sobre questões relacionadas ao atendimento das necessidades humanas, segundo Maslow e conhecimentos técnicos e aplicação de questionários com os proprietários ou gerentes sobre aspectos relacionados ao gerenciamento das propriedades, segundo o sistema MDA. Os dados foram analisados por estatística descritiva e também pela metodologia de árvores de regressão, relacionando as questões com a CBT e contagem de células somáticas (CCS). A média de CBT das propriedades com alta CBT foi de 330.113 ufc/ml (± 143.865 ufc/ml) e das com baixa CBT foi 49.126 ufc/ml (± 36.704 ufc/ml). Já para CCS, as médias foram: 908.473 céls/ml (± 463.992 céls/ml) para propriedades com alta CBT e 605.728 céls/ml (± 282.885 céls/ml) para propriedades com baixa CBT. Tanto os funcionários quanto proprietários ou gerentes de ambos os grupos apresentaram conhecimento satisfatório sobre a rotina de ordenha, mas uma pequena porcentagem dos grupos conhecia os conceitos relacionados à qualidade do leite. No entanto, os conhecimentos sobre mastite foram maiores para os funcionários e proprietários ou gerentes das propriedades com baixa CBT. Com relação ao atendimento das necessidades humanas, todas as necessidades tenderam a ser mais bem atendidas para os funcionários das propriedades com baixa CBT, com exceção das necessidades fisiológicas. O mesmo perfil pode ser observado para o gerenciamento administrativo das propriedades com baixa CBT, sendo que a adoção das ferramentas de gestão, como política básica, gestão da rotina, procedimentos operacionais e recursos humanos, tendeu a ser maior nestas propriedades. Além disso, os procedimentos recomendados da rotina de ordenha foram mais e melhor conduzidos pelas propriedades com baixa CBT, assim como a limpeza dos equipamentos. Desta forma, pode-se observar que os aspectos relacionados ao conhecimento técnico, comprometimento dos funcionários, conseguido através do atendimento das necessidades humanas, adoção de ferramentas de gestão administrativa e a ordenha estão interferindo na qualidade do leite produzido. Apesar das propriedades com baixa CBT terem apresentado resultados melhores nestas áreas, há a possibilidade de melhorar ainda mais a qualidade do produto, através do investimento em todas as áreas relacionadas neste projeto. / The purposes of this work were to relate satisfaction of employees\' human needs with milk quality indicators, to evaluate technical knowledge of milkers and producers or managers, to observe milking practices conducted, relating them to milk quality indicators and to verify adoption of dairy farms management tools, according to MDA system, of Clínica do Leite - ESALQ/USP. In order to achieving these goals, 74 dairy farms located in states of São Paulo, Minas Gerais and Rio de Janeiro participated of this work. These dairy farms were divided in two groups, from total bacterial count (TBC) average, being the group with high TBC with average greater than 200,000 cfu/ml and the group with low TBC with average minor than 50,000 cfu/ml. Visits to these farms were accomplished during half day, being these constituted of milking routine observation, application of questionnaires to milkers about satisfaction of human needs, according to Maslow and technical knowledge and application of questionnaire to producers or managers about aspects related to farms management, according to MDA system. Statistical analyses were performed by descriptive statistics and also by regression trees methodology, relating questions with TBC and somatic cell count (SCC). The TBC average of dairy farms with high TBC was 330,113 cfu/ml (± 143,865 cfu/ml), and of those with low TBC was 49,126 cfu/ml (± 36,704 cfu/ml). The averages of SCC were: 908,473 cells/ml (± 463,992 cells/ml) to dairy farms with high TBC and 605,728 cells/ml (± 282,885 cells/ml) to dairy farms with low TBC. Both groups of milkers and producers or managers showed a satisfactory knowledge about milking routine, but a little percentage of both groups knew the concepts related to milk quality. Nevertheless, knowledge about mastitis was greater to milkers and producers or managers of dairy farms with low TBC. Regarding human needs satisfaction, all needs tended to be more satisfied to milkers of dairy farms with low TBC, except for physiological needs. The same scenario was observed to administrative management of dairy farms with low TBC, being the adoption of management tools, like basic policy, routine management, operational protocols and human resource, tended to be greater at these farms. Besides, milking routine recommended practices were more and better conducted by dairy farms with low TBC, just like equipment cleaning. In this way, it can be observed that aspects related to technical knowledge, employees commitment, achieved through satisfaction of human needs, adoption of administrative management tools and milking were interfering at milk quality. Despite dairy farms with low TBC showed better results at these areas, there is a possibility to improve the product quality, through investment in all related areas of these work.

Uppsatsens syfte var att undersöka området personlig utveckling samt personlig avveckling utifrån Sri Nisargadatta Maharajs lära och Abraham Maslows idéer. Frågeställningarna på området var: Är personlig utveckling och personlig avveckling motsatta eller identiska företeelser? Vilka likheter och skillnader finns hos Maharaj och hos Maslow? Vad har språket och dess användning för roll vid en jämförelse av dessa personers texter? De avgränsningar som gjordes för att undersöka området var att välja rörelserna humanistisk psykologi och advaita vedanta eftersom de upplevdes representera detta område på ett centralt sätt. Vidare avgränsades undersökningens metodval till diskursanalys med fokus på hur självförverkligande framställs diskursivt hos Abraham Maslow och Sri Nisargadatta Maharaj. Metoden var diskursanalys med stöd av metodboken Diskursanalys, och materialet koncentrerades till att omfatta Sri Nisargadatta Maharajs verk I am that: talks with Sri Nisargadatta Maharaj samt Abraham Maslows två verk Motivation and personality samt Toward a psychology of being. Den teori som anlades var fenomenologiskt perspektiv. Undersökningen visade att personliga omständigheter, tradition, olika perspektiv men även språkanvändning kan påverka hur man ser på och talar om kategorierna personlig utveckling respektive personlig avveckling. Slutsatsen efter undersökningen är att oavsett vilka termer man använder kommer både personlig utveckling och personlig avveckling vara aktuellt överallt där de grundläggande behoven för människan är tryggade: hur är upp till henne själv.

No description available.