Submitted by VALÉRIA RIVEIRO (valclemos@hotmail.com) on 2016-12-21T13:41:47Z No. of bitstreams: 1 Versão final dissertação_Valéria Riveiro.pdf: 3531559 bytes, checksum: 4348a5f3abd70d3fbd922350b7d40eed (MD5) / Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2016-12-27T12:00:00Z (GMT) No. of bitstreams: 1 Versão final dissertação_Valéria Riveiro.pdf: 3531559 bytes, checksum: 4348a5f3abd70d3fbd922350b7d40eed (MD5) / Made available in DSpace on 2017-01-03T17:23:28Z (GMT). No. of bitstreams: 1 Versão final dissertação_Valéria Riveiro.pdf: 3531559 bytes, checksum: 4348a5f3abd70d3fbd922350b7d40eed (MD5) Previous issue date: 2016-12-05 / The current scenario of a huge economic uncertainty, the speed of technological changes and the high competitiveness of companies in the reinsurance market present a great challenge for organizations in this sector that are looking for effective alternatives to ensure their survival. In this context, the importance of trust in leadership could be questioned as the main intangible asset that can generate a strategic differential and help the leaders of the researched company to understand the best practices to increase the retention of their talents. The surveyed company is considered a large 'aquarium' of skilled people in its industry and the loss of talent would pose a serious problem, which could threaten the sustainability of the business. Proactively, this research focused on the investigation of turnover intention as a variable capable of predicting how intensely an employee plans to leave the organization in the short term. Therefore, the main objective of this case study is t to understand the relationship between the trust in leadership and the intention of turnover of employees in the company surveyed. For this purpose, a bibliographic survey was initially carried out on the themes of turnover, trust, leadership and talents that originated the hypotheses tested. The research was typified as a quasi-experiment because it sought to identify if the intention of turnover occurred differently between the group of employees considered as talents and the other employees of the control group, selected according to the Mahapick technique that guaranteed pairing between the treated group and the control group. Afterwards, the questionnaires made available electronically were Managerial Trust (MT), Behavioral Trust Inventory (BTI), Multifactor Leadership Questionnaire (MLQ) and Turnover Intention (IT) in order to obtain data for analysis. The sample used had 48 respondents and the data obtained were statistically analyzed through modeling of structural equations. As a main result, this research showed that there are no significant differences between the intention of turnover of the talent group and the control group. In addition, it has been observed that transformational leadership reduces turnover intention while passive leadership has the opposite effect. Finally, organizational trust acts as a mediator in the relationship with transformational leadership, significantly reducing turnover intention. / O cenário atual de maior incerteza econômica, a velocidade das mudanças tecnológicas e a alta competitividade entre as empresas no mercado de resseguros trazem um grande desafio para as organizações desse setor, que buscam alternativas eficazes para assegurar a sua sobrevivência. Nesse contexto questiona-se a importância da confiança na liderança enquanto principal ativo intangível que pode gerar um diferencial estratégico e ajudar os líderes da empresa pesquisada a compreender quais são as melhores práticas para aumentar a retenção de seus talentos. A empresa pesquisada é considerada um grande 'aquário' de mão de obra especializada em seu setor de atuação e a perda de talentos representaria um grave problema, que poderia ameaçar a sustentabilidade dos negócios. De forma proativa, esta pesquisa se debruçou na investigação da intenção de turnover como variável capaz de prever com que intensidade um empregado planeja deixar a organização no curto prazo. Portanto, o objetivo principal deste estudo de caso é compreender a relação entre a confiança na liderança e a intenção de turnover dos empregados na empresa pesquisada. Para tanto, inicialmente foi realizado um levantamento bibliográfico sobre os temas intenção de turnover, confiança, liderança e talentos que originaram as hipóteses testadas. A pesquisa foi tipificada como quase experimento porque buscou identificar se a intenção de turnover ocorria de maneira diferenciada entre o grupo de empregados considerados talentos e os demais empregados do grupo de controle, selecionados de acordo com a técnica Mahapick que garantiu pareamento entre o grupo tratado e o grupo de controle. Na sequência, foram aplicados os questionários disponibilizados eletronicamente Managerial Trust (MT), Behavioral Trust Inventory (BTI), Multifactor Leadership Questionnaire (MLQ) e Turnover Intention (TI), a fim de obter os dados para análise. A amostra utilizada teve 48 respondentes e os dados obtidos foram analisados estatisticamente via modelagem de equações estruturais. Como principal resultado, esta pesquisa mostrou que não existem diferenças significativas entre a intenção de turnover do grupo de talentos e do grupo de controle. Além disso, observou-se que a liderança transformacional reduz a intenção de turnover enquanto a liderança passiva tem efeito contrário. Por fim, a confiança organizacional atua como mediadora na relação com a liderança transformacional reduzindo de maneira significante a intenção de turnover.

Cette thèse étudie la gestion des talents (TM) pour analyser l'impact du label « talent » sur la perception, l'humeur, les attitudes et le comportement des employés. Il explore les mécanismes par lesquels la perception de l'inclusion (ou non-inclusion) dans le bassin de talents d'une organisation affecte le bien-être professionnel des employés, les attitudes et la satisfaction professionnelle ainsi que leurs performances. Article I explore comment l'organisation étudiée communique son approche TM et comment une telle approche influe sur la satisfaction de ses employés. Il suggère que la perception des employés les amène à évaluer leurs perspectives de carrière au sein de l'organisation, ce qui influe sur leur satisfaction. Il explore également le rôle de l'orientation internationale dans la détermination de la satisfaction des employés. Article II explore si l'engagement favorise la relation positive entre la perception des talents et leur (a) satisfaction au travail et (b) performance. Les résultats suggèrent que, bien que l'engagement de travail apporte la relation hypothétique entre la perception du talent et la satisfaction au travail, il n'est pas intermédiaire dans la relation entre la perception du talent et la performance. Les résultats montrent également une relation très faible entre les autres variables de l'étude et la performance. Le document explore en outre les raisons de ces constatations et offre des explications alternatives. Il suggère également qu'il pourrait y avoir différents types de talents au sein du groupe de talents d'une organisation et souligne la nécessité de typologies qui classent ces talents. Article III propose un modèle théorique pour catégoriser les différents types de talents. Cette article s'appuie sur les conclusions des articles I et II, en particulier la conclusion dans 231 l’article II que la performance a une relation faible avec être appelé un talent et, la suggestion qu'il pourrait y avoir des sous-groupes de talents. L'idée derrière l’article III est de réévaluer certaines des idées existantes concernant la meilleure façon de gérer le talent d'une organisation. En tirant des idées de plusieurs sources de recherche, l’article III illustre l'hétérogénéité au sein du bassin de talents d'une organisation et suggère que les organisations obtiennent de meilleurs résultats en gérant différents types de talents en utilisant des stratégies de talents correspondantes. La partie quantitative est basée sur deux sources de données: (a) les données d'enquête obtenues grâce à un questionnaire d'enquête en ligne et (b) les données sur la performance fournies par le département des ressources humaines. Une caractéristique importante de notre organisation d'étude est qu'il a une approche fermée de gestion des talents, c'est-à-dire qu'elle identifie un groupe d'employés talentueux, mais ne révèle pas leur statut de talent, ni à eux ni pour au reste de l'organisation. Cette dissertation a trois contributions: d’abord, elle explore les antécédents des attitudes des employés dans le contexte d'organisations à approche TM fermée. Deuxièmement, il établit des liens entre la perception du talent, l'engagement au travail et la satisfaction. Il explore également le lien entre TM, les attentes des employés, l'engagement au travail, la satisfaction et la performance. Enfin, il présente une typologie pour catégoriser les différents types de talents et construit un modèle pour conceptualiser la TM comme une capacité dynamique. Ce faisant, il répond à l'appel à la nécessité d'un cadre théorique complet pour organiser et faire progresser la recherche sur la TM. / This dissertation investigates talent management (TM) approaches and practices to analyze the impact of the label talent on employee perception, moods, attitudes, and behavior. It explores the mechanisms through which perception of inclusion (or non-inclusion) in an organization’s talent pool impacts employees’ occupational well-being such as work engagement, attitudes such as job satisfaction and career satisfaction as well as their performance. Paper I explores how the study organization communicates its TM approach and how such an approach impacts their employees’ job satisfaction. It suggests that employees’ perception leads them to evaluate their career prospects within the organization which in turn impacts their job satisfaction. It also explores the role of international orientation in determining employees’ job satisfaction. Paper II utilizes two sources of data and explores whether work engagement mediates the positive relationship between talent perception – employees’ perception that their organization considers them as talented – and their (a) job satisfaction and (b) performance. Results suggest that while work engagement mediates the hypothesized relationship between talent perception and job satisfaction, it does not mediate the relationship between talent perception and performance. Results also show very weak relationship between other study variables and performance. The paper further explores the reasons for such findings and offers alternative explanations. It also suggests that there might be different types of talents within an organization’s talent pool and points out the need for typologies that categorize such talents. Paper III moves beyond data analysis and 228 proposes a theoretical model for categorizing different kinds of talents. This paper builds on the findings from Papers I and II, especially the finding in paper II that performance has weak relationship with being labeled a talent and the suggestion that there might be sub-groups of talents. The rationale behind Paper III is to re-evaluate some of the existing ideas regarding the best way to manage an organization’s talent. Drawing ideas from several research streams, paper III captures the heterogeneity within an organization’s talent pool and suggests that organizations might obtain better results by managing different types of talent using corresponding talent strategies. The quantitative part of the dissertation is based on data sources: (a) Survey data obtained through an online survey questionnaire. The respondents comprise of employees – both labeled talent and not labeled talent – working for subsidiaries of the study organization. (b) Performance data provided by the organization’s human resource (HR) department. One important feature of our study organization is that it has a closed TM approach, i.e., it identifies a group of talented employees but does not reveal their status as a talent either to them or to the rest of the organization. The contribution of this dissertation is threefold: firstly, it explores the antecedents of employees’ attitudes in the context of organizations with closed TM approach. Secondly, it establishes linkages between talent perception, work engagement, and job satisfaction. It also explores the link between TM practices, employee expectations, work engagement, job satisfaction, and performance. Finally, it presents a typology to categorize different types and talents and builds a model to 229 conceptualize TM as a dynamic capability. In doing so it answers the call for the need of a comprehensive theoretical framework to organize and advance TM research.

With a new generation entering the labour market, HR departments struggle to stay attractive. The talents are hard to attract and even harder to maintain. The importance of employer branding is therefore essential for both the employer and the seekers, in order to become a match. The generation Z desires to make a change and it is up to the employer to give them the opportunity to influence and make an impact.

Problem- An increasingly globalized world is a cause for highly competitive job markets, making the attraction and retention of young talents increasingly important (Wallace et al., 2014). Additionally, current studies have not been able to successfully frame possible needs and wishes of this cohort towards their future workplaces (Deal et al., 2010). Aim- Therefore, this study aims to contribute to the understanding of what these young talents, seek for from a workplace. Method- This study applies a qualitative, and inductive approach, to explore and simultaneously allow new in-depth insights into the study area. Therefore, 13 fictive stories were collected from current, and former students in Sweden. The fictive stories were used to ease the participants into the distancing of themselves from current social structures, and to express their actual needs and wants. Findings- With the findings five major dimensions could be identified, that concerns the study group when picturing a desirable workplace: Workplace structure & dynamics, Validation & acknowledgment, Acceptance and Freedom, Private & Work life balance, and Personal growth and the future. These dimensions further split into issues and seeking’s that concern equality and flat leader style, as well as an inhibited insecurity and the wish for support and acceptance. Limitations- This research is, as all qualitative studies greatly dependent on the researchers’ interpretation of the underlying material. Also, other factors as for example national culture could have possible effects on the outcomes of this study, however efforts were made to discuss the potential influences. Contribution- With the five dimension that were identified in our study, new knowledge on what it is that attracts and motivates young adults in Sweden to a certain company, could be collected. This knowledge might benefit businesses that regard these, when reaching out for new labor force. Also, further studies can be built upon this research, as for example an inductive testing on the applicability in other contexts, or generalizability of the model.

Este trabalho tem por finalidade pesquisar a criatividade na identificacao e selecao de criancas e adolescentes portadores de altas habilidades, com carencia socioeconomica, em uma amostra de dez jovens. A superdotacao ou altas habilidades tem sido objeto de estudo sobretudo quanto aos aspectos cognitivos e necessidades educacionais. Existem dois tipos de superdotacao: uma academica ou escolar e outra criativo-produtiva ou talentosa. A superdotacao academica e representada por altos niveis de desempenho escolar, boa memoria, grande atividade intelectual, processamento de informacoes complexas, pensamento analitico, critico e logico. Por outro lado, a superdotacao criativo-produtiva estaria mais ligada a curiosidade, resolucao de problemas e caracteristicas do pensamento criativo como originalidade, fluencia e flexibilidade. O conceito de um individuo superdotado e associado a tres conjuntos de tracos: habilidade acima da media em alguma area do conhecimento; envolvimento com a tarefa (motivacao, perseveranca, concentracao) e criatividade (ideias diferentes, novos significados), podendo se destacar nas seguintes areas: academica, criatividade, lideranca, artistica, psicomotora e motivacao. O nao preenchimento das vagas ofertadas para bolsistas no Projeto legitima o questionamento se a causa e a valorizacao apenas do tipo de superdotacao academica em detrimento da criativo-produtiva; ao pesquisar a forma como a criatividade e abordada no processo de selecao e a importancia atribuida aos aspectos criativos demonstrados pelos candidatos, espera-se obter a explicacao para uma oferta de vagas maior do que o numero de selecionados, ainda que mil novecentos e noventa e sete candidatos tenham se candidatado ao processo.Os dados para a pesquisa sao coletados por intermedio do trabalho de uma equipe de psicologas que prestam servicos para uma Instituicao sem fins lucrativos com o proposito de selecionar individuos com altas habilidades. Analisar-se-a de que forma a consideracao do aspecto criativo desses jovens e avaliado no processo seletivo, tendo como parametros teoricos os conceitos para a criatividade de Winnicott, bem como autores que tratam da criatividade especificamente na superdotacao, como Renzulli e Reis. A maior parte das caracteristicas de individuos criativos, tais como autoconfianca e independencia, nao-conformismo, senso de humor, interesses esteticos, impulso para realizacao, desejo de descoberta e ordenacao, estao ligadas ao conceito de self verdadeiro e do seu gesto espontaneo, bem como ao desenvolvimento da area da transicionalidade, aquela que nao pertence a realidade objetiva nem a subjetiva. Apesar da criatividade ser avaliada como uma das competencias que definem o desempenho do candidato e, portanto, determinam seu ingresso no projeto, nao se prioriza na selecao desses jovens o aspecto criativo / This work has the objective of researching creativity to indentify and select gifted children and teenagers with social and financial needs, within a ten individuals sample. Giftedness, or high abilities, has been object of study specially regarding the cognitive and educational needs aspects. There are two kinds of giftedness: one is academic or scholar and the other one is creative-productive or talented.The academic Giftedness is represented by the high level of school performance, good memory, great intellectual activity, processing of complex information, analytic thought, critic and logical. On the other hand, the creative-productive giftedness would be more related to curiosity, solving problems and characteristics of creative thought such as originality, fluency and flexibility. The concept of a gifted individual is associated to three sets of traces: ability higher than the average in any field of knowledge, task involvement (motivation, perseverance, concentration) and creativity (different ideas, new meanings), standing out on the following areas: academic, creativity, leadership, artistic, psychomotor and motivation. When scholarships are not fully distributed within the Project it legitimates questioning if the reason is the valorization of only the academic gifted individual letting aside thecreative-productive; while researching how creativity is addressed in the selection process and the importance given to the creative aspects demonstrated by the candidates, it´s expected to obtain the explanation for an offer of scholarships higher than the number of selected students, even thought one thousand and ninety seven candidates have applied to the selection process. The research data is collected by a team of psychologists through volunteer work to a Nonprofit Organization with the purpose of selecting such gifted individuals. It will be analyzed in what way the consideration of the creative aspect of these young individuals is evaluated within the selection process, having as theory parameters Winnicott´s creativity concepts, as well as authors also dealing with creativity especially when the subject is giftedness, such as Renzulli and Reis. Mostly the characteristics of creative individuals, such as self-confidence and independency, non-conformism, sense of humor, aesthetic interests, desire of discovery and to maintain order, are related to the true self concept and to its spontaneous gesture, as well as to the development in the transitional area, the area not belonging to the objective reality neither to the subjective. Even though creativity is being evaluated as one of the subjects defining a candidates performance and, therefore, determines his or her ingress into the project, the creative aspect it´s not prioritized in the selection of these young people

O estágio maturação biológica é um fator importante que influencia o processo de seleção e promoção de talentos esportivos. Vários autores têm demonstrado que diferentes aspectos morfofuncionais, como por exemplo, o tamanho corporal, a velocidade e a força, possuem um ritmo de desenvolvimento individual durante o período da puberdade, sendo altamente dependente do estágio de maturação biológica. Diante dessa influência da maturação biológica sobre o processo de seleção de jovens atletas, outro fenômeno vem sendo observado durante esse processo, o Efeito da Idade Relativa (EIR). O EIR refere-se à influência que os meses de nascimento (idade cronológica) podem provocar na aprendizagem e no desempenho de jovens em uma determinada tarefa e/ou processo ensino-aprendizagem. Portanto, seguindo o pressuposto do EIR, os sujeitos nascidos nos primeiros trimestres do ano poderiam apresentar vantagens biológicas (ex. hormônios), físicas (ex. estatura, peso, força, etc.), cognitivas, psicológicas e de aprendizagem sobre sujeitos de mesma idade cronológica nascidos nos últimos meses do ano. Essas variações poderiam afetar o desempenho, provocando a superestimação dos resultados observados no momento da avaliação. Desta forma, o objetivo do presente estudo foi analisar a maturação biológica e o EIR entre os jovens atletas selecionados para programas de treinamento em longo prazo no futebol. Para tanto, em um primeiro momento foram avaliados jovens atletas de futebol, participantes do processo de seleção de talentos para ingresso na categoria sub-14 de um clube de futebol com destaque nacional e internacional. No segundo momento foram coletadas as mesmas variáveis apenas no grupo de jovens selecionados para compor a equipe sub-14 do referido clube. Os parâmetros avaliados foram: mês de nascimento, nível de maturação sexual, concentração de testosterona, composição corporal e força geral (preensão palmar). De maneira geral, os resultados permitiram concluir que há uma forte presença do EIR na amostra investigada de jogadores de futebol apresentando diferentes datas de nascimento entre iniciantes/titulares e excluídos, com maior participação de jogadores nascidos no primeiro trimestre no grupo de iniciantes/titulares (75%) quando comparados ao grupo selecionado (50%). Também foi detectada uma concentração de testosterona mais elevada para os jogadores selecionados (172,0 ± 43,1 nmol.L-1) em comparação com os jogadores excluídos (130,3 ± 28,3 nmol.L-1). Portanto, os achados atuais sugerem uma forte influência do EIR e da maturação biológica no processo de seleção de jovens jogadores de futebol / The biological maturation status is an important factor that influences the talent identification process and development of sports talent. Several authors have shown that different morphological and functional aspects, such as body size, speed and strength have an individual rate of development during puberty, being highly dependent on the stage of sexual maturation. Given this influence of biological maturation on the talent identification process of young athletes, another phenomenon has been observed during this process, the Relative Age Effect (RAE). The RAE refers to the influence that the months of birth (chronological age) can result in learning and performance of a given task in young people. Therefore, following the assumption of the RAE, subjects born in the first quarters of the year could provide biological advantages (eg. hormones), physical (eg. height, weight, strength, etc.), cognitive, psychological and learning about the same subject chronological age born in the last months of the year. These variations could affect performance, causing overestimation of the results observed during the talent identification process. Thus, the objective of this study is to analyze the biological maturation and RAE between young athletes selected for training programs in football long term. Therefore, in the first instance will be assessed youth soccer players participating in the talent selection process for entry into the under-14 category of a football club, with national and international prominence. In the second phase will be collected the same variables in the group of young people selected to make the under-14 team of the club. The parameters are: month of birth, level of sexual maturity, testosterone, body composition, and overall strength (grip hand). In general, the results allowed to conclude that there is a strong presence of EIR in the sample investigated of soccer players showing a different birth date distribution was observed between starters and dismissed players with a greater participation of players born in the first trimester in the starters group (75%) when compared to the selected group (50%). Also a higher testosterone concentration was detected for starters players (172.0 + 43.1 nmol.L-1) as compared to dismissed players (130.3 + 28.3 nmol.L-1). Therefore, current findings suggest a strong influence of EIR and biological maturation on the selection process of young soccer players

<p>The purpose of this study is to <a>understand</a> achieving and underachieving honors students’ perceptions and experiences of their talent development process. Students currently enrolled in the Honors College <a>at</a> research-intensive public university in the Midwest participated in this study. Gagné’s Differentiated Model of Giftedness and Talent (DMGT, Gagné, 2009) was used as a conceptual framework with a sequential explanatory mixed methods research design. In the quantitative phase, the Academic Talent Development Factor Survey was redeveloped to measure honors students’ perceptions and experiences of their academic talent development in terms of four components of DMGT: gifts, intrapersonal catalysts, environmental catalysts, and developmental process. A total of 174 honors students were assigned to two groups: achieving (<i>n</i> = 143) and underachieving (<i>n</i> = 31) groups. The redeveloped survey showed an acceptable model fit but should be improved to accomplish reasonable reliability and validity. The National Survey of Student Engagement (NSSE, 2011) was used to determine whether honors students with underachievement are less exposed to good practices for undergraduate education (Chickering & Gamson, 1999) than their peers who maintain high academic performance. </p> <p>In the quantitative phase, discriminant analysis and chi-square test results did not yield appreciable differences in pre-college characteristics including gender, ethnicity, and SAT/ACT scores between two groups. In terms of four components of DMGT, discriminant analysis results revealed that developmental process, environmental catalysts, intrapersonal catalysts were statistically significant factors to determine differences between achieving and underachieving honors students in this study. Additionally, discriminant analysis results indicated that achieving and underachieving honors students showed high level of exposure to good practices. The differences between two groups were significant with good practices including (a) faculty interest in teaching and student development, (b) quality of non-classroom interaction with faculty, (c) academic challenge and effort, and (d) challenging classes and high faculty expectations. </p> <p> In the qualitative phase, in-depth interviews were conducted to investigate similar and different patterns between achieving and underachieving honors students. Interview data from eleven achieving students, four underachieving students, and three honors advisors/staff were analyzed. From the student interviews, four composite textural themes and four composite structural themes were identified. From the interviews with staff/advisors, four composite textural themes and four composite structural themes were identified. Qualitative analysis results supported the findings from the quantitative phase and provided detailed picture of participants’ perceptions and experiences. Both achieving and underachieving students confirmed their natural ability but understood the importance of effort, task commitment. Honors students in the achieving group showed clear purpose of being honors students, focused on benefits, and anticipated opportunities in their academic talent development in the honors college Underachieving honors students did not share the same expectations. Honors students in the underachieving group viewed benefits as either unimportant or as additional work. Since few studies exist related specifically to the talent development process of honors students, this study adds to the literature and understanding of underachievement in honors college.</p>

Title: The Comparison of the results of motor tests of VK Rakovník volleyball players with a selection of SCM players of the same age Objectives: The aim of the work is to analyze and compare the results of motor tests in players VK Rakovník - volleyball club, z.s. and SCM players of the same age. Methods: The datas measured by VK Rakovník and a players belonging to SpS and SCM in 2019 were used to perform the analysis. The tested group has 163 players. A complete boxplot was used to analyze the data - maximum, minimum, arithmetic median, mean, standard deviation and 1st - 4th quartile. Results: The results show that the VKR section has a lower level of motor skills. And in the test, jump after a smeart run, throw 1 kg of medicine ball - one-handed, long jump from the place. In the K-test, the VKR section was better than the SCM selection. The results show differences between VKR performance players and top SCM players. From the knowledge gained, we can assume that the players of the VKR section have a lower level of motor skills, which are the basis for volleyball players. Keywords: forms of volleyball, movement skills, selection of talents, test battery.

Abstract.In Sweden today, a collaboration was formed between the Swedish Sport Confederation andthe Swedish upper secondary school education. While this process was taking place, theSwedish Sport Confederation also tried to collaborate with the Swedish Academy. However,at the time the Academy did not have any involvement with the former.The purpose of the study was to research when and how the Swedish Sport Confederationcreated a collaboration with the Swedish Education Systems both on a National and Locallevel. I have also done a research on both the Knowledge Society and Elite sport talents tofind out if Elite sport will be affected in any way because of the existence of Knowledge Society,and also the reactions of the sports talents if any. My final pursuit was also to find out ifthe Knowledge Society can bring about a quick change to this silent conflict between theSwedish Sport Confederation and the Swedish Academy.For my study, I have used two different theories. One of the first sociological theories, whichwere applied with sports, was the reflection theory, and I wonder whether this theory is stillapplicable in todays society. The other theory was the reproduction theory. This theoryoriginated from the French sociologist Pierre Bourdieus key concepts. I have decided to useBourdieus key concepts in my study for understanding the battles between the Swedish SportConfederation and the Swedish Academy.The result of my study shows that sport talents on the local level in Malmoe are in agreement,that it is important to pursue further studies to the academic level, which means that the reflectiontheory can be used in todays society. Malmoe is one of the fastest growing cities,concerning the Knowledge Society, and therefore its a perfect example to this theory.With regards to the sports battle in the academic field, one can see a similar pattern, which isprevalent in the Swedish Academy, is now being followed by the upper secondary schooleducation. Through projects and agreements, elite sport has managed to position themselvesin the academic field, however they are in the periphery of the field. Prestigious universities inSweden still do not want to be involved with elite sport.

This case study examines how a company can work with employer branding and talent management in order to attract students. The study explores how these concepts can be combined in the joint activity and what the implications are of arranging such an activity. This is illustrated through the case competition Brandstorm, arranged by L’Oréal Group. The study has a qualitative approach and it is based on in-depth interviews with managers on three different organizational levels at L’Oréal. The result shows that using a case competition as a joint activity is a tool to combine employer branding and talent management. The aim of a joint activity is two folded; the case is developed by the employer branding team to create awareness and appear as an attractive employer, further targeting students in order for the talent management team to spot and recruit talents. Additionally, the study highlights the importance of communicating a consistent Employer Value Proposition (EVP) that conveys symbolic values. A case competition can also be seen as a tool for managing talents and creating of talent pools. It is further clear that collaborating with universities is preferable when targeting students, thus conveying an attractive employer brand image.