Mikroföretag skiljer sig från små och stora företag. Ägaren är en central del i mikroföretag och oftast även den enda beslutsfattaren. Detta innebär att ägaren som person inverkar på de beslut som tas i företaget. I beteendeteori diskuteras objektivitet och rationalitet vid beslutsfattande. Där betonas det att individer har mycket svårt att bortse helt ifrån sig själva. Med andra ord är det de egenskaper och erfarenheter ägaren bär på som utgör grunden för hur man fattar beslut. Detta leder in på uppsatsens syfte vilket är att förklara hur egenskaper och erfarenheter hos ägaren i mikroföretag påverkar användningen av informationskällor vid investeringsbeslut. För att svara på syftet utgick uppsatsen från epistemologin och en positivistisk ansats. En kvantitativ forskningsmetod användes för att utnyttja den korta tidsplan som fanns. Genom en kvantitativ forskningsmetod fanns det möjlighet att samla en större mängd data på kort tid. Detta mynnade ut i en webbaserad enkät som kunde analyseras statistiskt. Resultatet visade att utifrån uppsatsens datamaterial förklarar inte egenskaperna och erfarenheterna hos ägaren i mikroföretag antalet informationskällor de använder vid investeringsbeslut. Det gick inte heller att förklara vilka informationskällor ägarna använder beroende på vilka egenskaper och erfarenheter de har. Däremot visar den att ägarna i mikroföretag är flexibla, innovativa, har kontrollbehov och är riskvilliga, vilket kan vara av värde vid fortsatt forskning. Uppsatsens modell förkastas inte, däremot borde den testas igen. / Micro firms are different from small and larger companies. The owner is a central part of the micro firm and often the sole decision maker. This implicates that the owner as an individual affect the decisions made through the company. Being objective and rational is discussed in behavioral theory, where it is highlighted that for an individual it is very hard to entirely overlook from himself. In other words it is the personal characteristics and experiences of the owner that affects how the company makes decisions. This leads us to the purpose of the dissertation which is to explain how personal characteristics and experiences of the owner manager in micro firms affect use of information sources when making investment decisions. The purpose is answered using a positivistic approach. A quantitative research method was used to take advantage of the short amount of time given. Through a quantitative research approach the possibility to get at big sample was higher. This resulted in a web-based questionnaire that could be analyzed statistically. The result based from the collected data showed that the personal characteristics and experiences of the owner manager in micro firms do not explain the number of used information sources. Nor does it explain which sources of information the owner managers use depending on what personal characteristics and experiences they have. However, it shows that owner managers in micro firms is flexible, innovative, need to have control and are willing to take risk. This finding could be used in future research. The model presented in this dissertation is not rejected; future research could make a contribution by testing it again.

The major purpose of this descriptive study was to determine common characteristics and influences among women who were serving as public school superintendents of independent districts in Texas during the 1988-89 school year. Commonalities were determined in (1) personal characteristics, (2) personality traits, and (3) perceived barriers to career mobility. A seventy-item survey was developed, validated, and mailed to the thirty-three women superintendents in Texas. Data from the survey were analyzed to determine if commonalities existed among women superintendents. Based on the findings of this study, the following conclusions seem justified: (1) Commonalities in personal characteristics which exist among women superintendents include age, ethnicity, marital status, parenthood, positive attitudes toward being both mothers and superintendents, preference for husbands in the field of education, demonstration of early leadership traits, and self-perceptions of being assertive and risk-taking; (2) Most women superintendents share common views on subjective measures concerning their own personalities, and they rated themselves highest in areas which include self-esteem, general daily activity level, independence, job satisfaction, ability to operate under pressure and practicality; and (3) Most women superintendents perceive similar internal and external barriers to their career mobility; a lack of professional network and employers' negative attitudes toward women are the most common external barriers.

<p>Predmet ovog istraživanja je uticaj sistema vrednosti i ličnih karakteristika<br />davaoca usluga na kvalitet usluga u zdravstvenim sistemima. Rezultati<br />istraživanja predstavljaju osnovu za planiranje aktivnosti kojima će se<br />unapređivati kvalitet rada pa i zadovoljstvo pacijenata kao glavni izlazni<br />rezultat.Cilj ovog istraživanja je da se sagleda koji je to uticaj sistema<br />vrednosti i ličnih karakteristika davaoca usluga na kvalitet usluga u<br />zdravstvenim sistemima, kao i faktori koji utiču na njihovo zadovoljstvo,<br />odnosno nezadovoljstvo. Na osnovu rezultata ovog istraživanja, sagledavajući<br />sisteme vrednosti zdravstvenih radnika i uvažavajući mišljenje korisnika,<br />mogu se jasnije definisati prioriteti za poboljšanje i unapređenje kvaliteta<br />rada.</p> / <p>The subject of this research is the influence of the system of values and personal<br />characteristics of the provider of services on the quality of services in health systems.<br />The results of the research are the basis for planning the activities that will improve the<br />quality of work and the satisfaction of patients as the main output. The aim of this<br />research is to examine what is the impact of the system of values and personal<br />characteristics of the provider of services on the quality of services in health systems,<br />as well as the factors that influence their satisfaction or dissatisfaction. Based on the<br />results of this research, looking at the systems of values of health workers and taking<br />into account the user&#39;s opinion, priorities for improving and improving the quality of<br />work can be clearly defined.</p>

The contract is essential for the employment, the labor contracts standardize the right and duty for the employment, but the psychological contract is another type of contract. A psychological contract is an employee's belief about the mutual obligations, and it balances the relationship between the employee and his/her organization. In order to promote the corporation's competition, the corporation carries out the restructuring and downsizing strategies, but these strategies are contrary to the critical role that people play in successful organization. Under this condition, the employee's belief and loyalty become more important to maintain the balance of relationship between employee and his organization. When the psychological contract was violated, it may lead to reduce the employee's belief, loyalty, job satisfaction and performance, citizenship behavior, even the employees will turn- over. However, the react may be affected by the individual's discrepancy and external circumstances. The case study is based on the employees in Yueng Foong Yu Paper MFG. CO., LTD. so as to prove if the psychologial contract violation will reduce the employee's performance, and some factors deal with how to affect the violation of psychological contract and work performance. The result is shown as the following: 1. In different SEU(Strategic Entrepreneurial Units¡^, the performance of the employees in the general management office is better than the Fine Paper and Board SEU. 2. In the sexual difference, the task performance of the female employees is better than that of the male ones. 3. In the workage, the employees whose contextual performance are from 11 to 15 years are better than the ones whose workage are over 25 years. 4. The difference between psychological contract violation and work performance is insignificant. 5. When the employees whose orgnizational commitment is higher feel more satified with the organizational benefits, his/her task performance becomes worse. 6. The difference between employability, personal characteristics and work performance is significant. 7.The differecne between relationship of employers and employees and contextual performance is significant.

Este estudo investiga as relaÃÃes entre caracterÃsticas pessoais, tendÃncias de carÃter e estratÃgias adotadas por empresÃrios e sua relaÃÃo com o sucesso de pequenas empresas do setor industrial de Fortaleza, cujas atividades se iniciaram em 2005, com pelo menos dois anos de funcionamento. Dentre os conceitos considerados no trabalho, destacam-se as peculiaridades do segmento das micro e pequenas empresas, a gÃnese da unidade empresarial e suas principais linhas teÃricas, caracterÃsticas de personalidade e traÃos de carÃter, as estratÃgias empresariais e o sucesso. Utilizou-se uma amostra de cem empresÃrios, dos quais se obteve um perfil demogrÃfico caracterÃstico, diferenciando-o do perfil empresarial de outros setores no que tange a aspectos pessoais, estratÃgicos, de sucesso e empresariais, reforÃando a idÃia de que se trata de um grupo diferenciado e que necessita ser abordado com metodologia prÃpria e compreendido diferencialmente. Aspectos relativos ao capital humano, (formaÃÃo, experiÃncias pessoais, qualificaÃÃo especÃfica e vivÃncias em outras situaÃÃes empresariais e familiares), se somam a outros fatores abordados na formaÃÃo desse grupo profissional especÃfico. As anÃlises dos dados coletados mostram que, a exemplo do que foi comprovado em estudos anteriores, determinadas caracterÃsticas pessoais sÃo mais associadas ao bom desempenho empresarial e tal associaÃÃo à reforÃada por estratÃgias relevantes para esse tipo de empresÃrio. AlÃm de comprovar achados de estudos anteriores sobre essas relaÃÃes, o estudo atual revelou que à possÃvel identificar traÃos de carÃter que, somados ou identificados com caracterÃsticas pessoais e estratÃgias psicolÃgicas ou empresariais melhoram o desempenho empresarial. Identificou-se uma tendÃncia predominante dos seguintes estilos de carÃter no grupo pesquisado: individualista cÃvico e coletivista seguidos do individualista herÃico, narcisista e obsessivo. A consciÃncia de sua competÃncia, assumir o trabalho como valor supremo, compartilhar suas decisÃes e ter a capacidade de reavaliaÃÃo a partir dos prÃprios erros foram algumas caracterÃsticas relacionadas aos estilos: individualista cÃvico e coletivista. O estudo evidenciou que empresÃrios com bons Ãndices de desempenho sÃo tambÃm os mais satisfeitos e realizados a nÃvel pessoal e profissional, reforÃando a relaÃÃo entre sucesso objetivo e subjetivo. Entre as estratÃgias mais utilizadas, âorientaÃÃo empresarial para o desempenho da empresa e dos empregadosâ, âprÃtica da inovaÃÃo e do uso da criatividadeâ e âprofissionalismoâ estÃo entre as mais efetivas para o alcance do sucesso empresarial. / This study investigates the relations between personal characteristics, trends of character and strategies adopted by entrepreneurs and its relation with the success of small companies of the industrial sector of Fortaleza, whose activities had initiated in 2005, working for at least two years. Among the concepts considered in the work, the peculiarities of the segment of micro and small companies, the origin of the company unit and its main theoretical lines, personality characteristic and character traits, business strategies and the success are highlighted. We used a sample of one hundred entrepreneurs, from which we got a characteristic demographic profile, differentiating it from the business profile of other sectors related to personal, strategic aspects, success and business aspects, strengthening the idea that it is a differentiated group that needs to be approached with a proper methodology and differently understood. Aspects related to human capital (formation, personal experiences, specific qualification and experiences in other business and family situations) are added to other factors analyzed in the formation of this specific professional group. The analysis of the data collected shows that, similarly to what was proven in previous studies, certain personal characteristics are more associated to a good business performance, and such association is strengthened by strategies relevant for this kind of businessperson. Besides proving conclusions of previous studies about these relations, the present work revealed that it is possible to identify character traits that, added to or identified with personal characteristics and psychological or business strategies, improve the business performance. A predominant trend of the following styles of character in the searched group was identified: civic and collectivist individualist followed by heroic, narcissist and obsessive individualist. The awareness of their ability, assuming work as a supreme value, sharing their decisions and the capacity of reassessing from their own mistakes, were some characteristics related to the styles: civic and collectivist individualist. The study evidenced that entrepreneurs with good performance indices are also the most satisfied and fulfilled at the personal and professional levels, strengthening the relationship between objective and subjective success. Among the most employed strategies: âbusiness guidance for the performance of the company and its employeesâ, âpractice of innovation and use of creativityâ and âprofessionalismâ are the most effective for attaining business success.

Bakgrund Investerare som direktinvesterar i företag måste hantera risk som del av beslutsfattandet. Forskning visar att entreprenörerna i sådana företag är en faktor som investerare lägger stor vikt vid i utvärderingen av en potentiell investering. Studien genomför djupgående kvalitativ forskning kring humankapitalets roll och betydelse i investeringsprocesser för investerare vilket inte är lika vanligt förekommande som kvantitativa studier inom detta forskingsområde.  Syfte Huvudsyftet med studien är att, på ett deskriptivt sätt, undersöka humankapitalets roll i investeringsprocessen. Studien syftar även till att undersöka vilken betydelse humankapitalet har för beslutsunderlaget i utvärderingsprocessen. Teoretiskt perspektiv Teoretiska referensramen består av ett antal teorier och vetenskapliga artiklar inom Asymmetrisk informationsteori samt Humankapitalteori. Även annan relevant tidigare forskning som berör studiens område har använts. Asymmetrisk informationsteori hanteras utifrån Pecking Order teorin, Agentteorin samt artikeln Market for lemons (Akerlof, 1970). Humankapitalteorin hanteras med hjälp av definitioner och studier utförda av Becker (1964, 1993), Schultz (1960), Cressy (1996), Mincer (1958) och Gardner (1973). Tidigare forskning inom den teoretiska referensramen består av Hsu et al. (2014), Landström (1998), Mason &amp; Stark (2004) och Mason &amp; Harrison (2003). Vidare har två förklaringsmodeller vid beslutsfattande använts: Compensatory model samt Elimination-by-aspect.     Metod Studien genomfördes utifrån en abduktiv ansats och använde sig av en tvärsnittsdesign där sex investerare undersöktes vid olika tidpunkter. En kvalitativ forskningsstrategi applicerades och undersökningsmetoden bestod av semistrukturerade intervjuer som genom en iterativ arbetsprocess genererade empiri. Slutsatser Studien visar att humankapitalet dels har betydelse som ett verktyg för att överkomma asymmetrisk information i syfte att underlätta investeringsbeslutet, men även för att inhämta fackkunskaper från entreprenörerna. Vidare noterades att entreprenörernas ålder var en viktig faktor i investeringsbeslutet. Sammantaget verkar humankapitalet spela en avgörande roll i beslutsprocessen hos majoriteten av investerarna. / Background Investors that invest directly in companies need to manage risk as a part of their decision making. Studies have shown that the existence of entrepreneurs within companies is an important factor for investors when evaluating a potential investment. This study conducts qualitative research into the role and significance that human capital plays in the investment process for investors, which is not as common as quantitative studies in this particular field. Goal The goal of the study is to investigate the role, as well as the degree of importance, that human capital plays when making investment decisions.  Theoretical perspective The theoretical basis consists of several theories and scientific articles concerning asymmetrical information theory as well as the theory of human capital. Furthermore, relevant earlier research pertaining to the subject has been used. Asymmetrical information theory is handled through the Pecking Order theory, Agency Theory and the article ‘Market for Lemons’ (Akerlof, 1970). The Human capital theory is handled with the help, definitions and studies performed by Becker (1964, 1993), Schultz (1960), Cressy (1996), Mincer (1958) and Gardner (1973). Earlier research in the theoretical field consists of Hsu et. al (2014), Landström (1998), Mason &amp; Stark (2004), and Mason &amp; Harrison (2003). Two different explanatory models about decision-making were used – The Compensatory Model and ‘Elimination-by-aspect’. Method The study was conducted through an abductive approach and used a cross-sectional design where six cases were investigated. A qualitative research strategy was applied and the method of investigation was executed through semi-structured interviews which through an iterative work process generated empirical data. Conclusion The study finds that human capital plays a role in overcoming asymmetrical information when making investment decisions, but also as a tool for evaluating and learning from the entrepreneurs. For most investors, human capital plays a key role when deciding whether to invest or not.

The theses Psychological aspects of teleworking is dedicated to actual theme of a teleworking from the perspective of psychological aspects and teleworkers. In the theses a concept of teleworking is introduced in the current social context with its historical development. The main focus is on introduction a teleworking in relation with personal characteristics of a teleworker, well-being, work-life balance and social dimension of teleworking. In the empirical part there is introduced a mixed methods research - a combination of mapping study and case study. The theme of the empirical part is teamwork and psychological safety of specific group of teleworkers - lectors from the non-profit organization. In the quantitative part got involved both teleworkers and their managers, in the qualitative part evaluated the teamwork and psychological safety in the team only managers of the teams. Keywords Teleworking, telecommuting, personal characteristics, well-being, work-life balance

Background: Co-morbidity of eating disorders and alcohol use among women is a topical theme. Eating disorders can be seen as a disease of modern women and alcohol use as very frequent and tolerated by society. Co-morbidity of these disorders is not given enough attention. Aim: The theoretical part defines basic terms of eating disorders, alcohol abuse and their co-morbidity. In the practical part my goal was to identify the risk and protective factors, personal characteristics that were common for women suffering with co-morbidity and to outline the subjective perception of respondents regarding this issue. Methods and sample: Data were obtained by the method of a semistructured interview with five respondents - clients of the aftercare group for alcohol addicts. Two methods were used for the purpose of data analysis: qualitative type of an approach and a pattern (gestalt) recognition method. Results: The thesis described risk factors on the individual, familial and social level. It also described personal characteristics of respondents that overlapped with the risk factors. They can therefore be taken as risk factors on the individual level. Protective factors are mainly positive influence of peers, hobbies and awareness of one's value. Respondents and their subjective view on this issue point out...

Bakgrund/problem: Produktföretag skapar nya erbjudanden utformade som tjänster och helhetslösningar. Företaget säljer paket inkluderande produkten samt tillhörande. Kärnverksamheten utvidgas. Kräver dessa lösningar en annan typ av säljare än den som idag är dominant på tillverkande företag? Syfte: Med denna uppsats vill vi finna ifall dagens säljare ser att det finns vissa personliga egenskaper som är anses vara mer gynnsamma än andra vid försäljning av dessa helhetslösningar. Metod: Det är en komparativ flerfallsstudie med en kvalitativ forskningsansats. Med hjälp av sex stycken semistrukturerade intervjuer på med säljare på tre olika företag har vi insamlat empirisk data. Data har vi sedan analyserat med hjälp av en egen analysmodell. Resultat/bidrag: Resultatet har visat att med de nya formerna av att sälja tjänster och produkter förändras även den nya säljaren och vilka egenskaper som anses vara gynnsamma för byggandet av förtroende, relationer och i slutändan för en lyckad försäljning. Hur säljarna väljer att belysa olika egenskaper går att härleda från deras bakgrunder och personlighetstyper. / Background/problem: Product businesses create new offerings designed as services and comprehensive solutions. The company sells packages that include the product and related. Core business expand. These solutions requires a different type of sellers than that of today, who is dominant in manufacturing companies? Purpose: With this paper, we want to find if today’s sellers see that there are certain personal characteristics that are considered to be more favorable to the sale of these integrated solutions. Method: This is a comparative case study with a qualitative approach. With the help of six semi-structured interviews with sellers in three different companies, we have collected empirical data. The data were then analyzed using a self-analysis model. Results/contribution:The results have shown that with the new forms of selling services and products change even the new vendor and which properties are considered to be favorable for the building of trust, relationships and ultimately for a successful sale. How sellers choose to highlight different properties can be derived from their backgrounds and personality types.

<p>ABSTRACT</p><p>The purpose of this c-level essay shall try to illustrate how a good leader is formed. We have investigated what influences leadership style, personal characteristics or individual competence have when recruiting a new manager. This study has been carried out with comparative applications because we wanted to study the similarities and differences between the Unemployment Office, the Social Insurance Office and the Social Welfare Administration.</p><p>We have used a qualitative method in interviews both with employers as well as the from the trade union representative’s perspective. Part of our results indicates that the trade union representatives and the employers are not always unanimous and do not request equivalent characteristics and knowledge at recruitment. We have also found certain differences in the recruitment process between the organisations despite the fact that they are all politically governed and have many organisational similarities. We do not claim any empirical generalisations about our results as we have studied only one municipality. Our conclusions establish how certain key factors relate to recruitment of mangers just in this municipality and in these organisations. The results, however, indicates the prominence of some key factors that might be of general importance.</p><p>One of the most important result that we found in this study was that the trade union representatives had more similar opinions with each other than those they had with their respective organisations. Furthermore it became obvious from the study that great significance was given to inter-personal relationships when recruiting a new middle manager. The most significant resemblance between the three organisations was that they requested a management style that inclined towards democratic values.</p>