Skatte- och sysselsättningseffekter till följd av ett större idrottsevenemang : Förväntade effekter på regionens näringsliv till följd av ett kommande Skid VM i Falun 2015

Syfte: Att mäta turisternas konsumtion i samband med ett större idrottsevenemang samt att beräkna skatte- och sysselsättningseffekter till följd av denna under Skid-VM i Falun år 2015. Metod: Turisternas konsumtion har i denna studie mätts genom att ett urval av besökarna på Skidspelen 2013 fört dagbok över sin konsumtion. Vi har även använt sekundärdata i form av en konsumtionsundersökning som är genomförd under Svenska Skidspelen 2012 samt uppgifter från en rapport författad av HUI Research AB. Slutsats: Tre olika scenarion har använts för att beräkna skatte och sysselsättningseffekter. Ett lågt scenario där vi räknar med 140 000 sålda endagsbiljetter vilket är samma antal som Skid- VM i Falun 1993. Ett medelhögt där vi räknar med 200 000 sålda endagsbiljetter vilket är vad arrangören förväntar sig samt slutligen ett högt scenario med 270 000 sålda endagsbiljetter vilket är vad som såldes under Skid-VM i Oslo 2011. Beroende på valt scenario kommer turisternas totala konsumtion i regionen att uppgå till mellan 147 och 197 miljoner kronor. Denna omsättningsökning uppskattas leda till att mellan 85 och 111 arbetstillfällen skapas i regionen på kort sikt. Summan av samtliga skatter och avgifter uppgår till mellan 27 och 36 miljoner kronor.

Obstacles and Opportunities Foreign Graduates Meet In Dalarna Labour Market, Sweden

Foreign graduates have been part of the success stories of many developed countries. This is as a result of their immeasurable deposit of ideas, knowledge, and innovation in the host country. Though the process of these foreign graduates penetrating and integrating into the labour market of the host country could be slow and rough as they encounter some obstacles on the way; they still strive to break through and be part of the country’s workforce because they foresee some opportunities therein. This research study is about the obstacles and opportunities foreign graduates meet in Dalarna labour market. The study investigated and identified the obstacles and opportunities foreign graduates meet in Dalarna labour market. For a thorough execution of this research, we collected primary data by handing questionnaires to 65 foreign graduates searching for jobs in Dalarna region and interviewed eight people, among which seven were foreign graduates and one of them was a staff at Arbestförmedlingen (Employment Agency) to give us a general view of the Dalarna labour market. We read previous research works and related articles to understand the topic in order to get an overview of the terminologies and concept to apply. This study concluded that language is a major obstacle foreign graduates meet in the Dalarna labour market. Other possible obstacles include culture, poor integration policies, lack of a placement bureau, lack of trust, limited opportunities, favoritism, lack of jobs, lack of references and experience. On the other hand factors like job availability, outgoing labour force and unskilled labour are possible opportunities foreign graduates meet in the Dalarna labour market. Furthermore flexible work time, good working atmosphere, experience, social security/welfare, good standard of living, family friendly region, higher wages, job security and cheap cost of living are also possible benefits that foreign graduates get in Dalarna.

The unseen job creators : Growth potential among non-growing firms

Among 104,231 limited liability fi…rms in Sweden with at least two employees during 1997-2010, almost 10 % did not hire new employees in any given 3-year period despite having high profi…ts. Nearly half of these …firms continued to have high or medium pro…fits in the next three-year period, but still no growth. Regression analysis indicates that these fi…rms were not randomly distributed; rather they were small and young, did not belong to an enterprise group, and operated in local markets with high profi…t-opportunities. We conclude that it might be more benefi…cial to focus policy towards these …firms instead of towards a few high-growth fi…rms that, having just grown exponentially, may not be best positioned to grow further.

Generations and intention to leave current job : Belgian nurses in the workplace

This master thesis aims to identify work-related factors making Belgian nurses consider leaving their job voluntary and to compare the work-related factors across different generations. The purpose of this master thesis has a descriptive nature of research. The research approach chosen is a deductive approach and the research design chosen is a quantitative research design. Cluster sampling in combination with simple random sampling was used as sampling technique. 128 nurses were surveyed from April to May 2016. Nurses who reported to leave the organization due to retirement reasons, temporary employment contract or maternity leave were excluded from the study as this study investigates the voluntary turnover intention. A total of 68 nurses were included in the study which indicates an overall response rate of 53 %. Numerous of the findings in this master thesis are consistent with previous studies on turnover intention of different generations in other western-countries than Belgium. The work-related factor workload was most often reported by Belgian nurses with no intention to leave their job. Belgian nurses with an intention to leave their job indicated most often the work-related factor (non-)financial benefits. The generation-specific findings indicated both similarities and differences between the work-related factors selected. It was observed that Baby Boomers with an intention to leave their job selected most often variables related to the work-related factors (non-)financial benefits, supportive organization and workload. The variable lack of recognition appeared among Baby Boomers with an intention and no intention to leave their job. Surprisingly was the often selected variables lack of direct and/clear feedback on performances and unsupportive supervisor among Baby Boomers with professional turnover intention. Further, it was observed that Generation Xers with an intention to leave their job selected most often variables related to the work-related factors supportive organization, communication, (non-)financial benefits, work content and workload. The variables inadequate opportunity for advancement/professional growth and imbalance work-life appeared among Generation Xers with an intention and no intention to leave their job. Generation Yers with an intention to leave their job selected most frequently variables related to the work-related factors (non-)financial benefits, workload and commitment. The variables inadequate salary and opportunities elsewhere appeared among nurses with an intention and no intention to leave their job. Surprisingly was the often selected variable inadequate salary among Generation Yers with professional turnover intention.

Decisions with Impact on Energy Reduction Opportunities : Swedish manufacturers and buyers of new single-family houses

This article discusses some of the complexities of human decision-making. It aims, in particular, at relating the nature of decision-making to the illusory dichotomies of change and stability, individual actions and cultural sharing. Serving as an illustration to the discussion of the article is ongoing fieldwork in contexts of buying, selling and constructing pre-fabricated detached houses in the central Sweden, and the very specific question of how decisions to install one kind of heating-system rather than another come about. A common reductionism is to narrow down the understanding of decisions about heating systems and energy consumption to conscious choices made by individual householders. I have asked myself whether, on the contrary, anyone actually makes such decisions at all. Perhaps some of these decisions are merely outcomes of interaction between different individuals with their respective responsibilities and focuses of interest.

Managing Seasonality in Tourism : Challenges and Opportunities for the Tourism Industry in Húsavík, Iceland

Seasonality is a common phenomenon in the tourism industry around the world. Húsavík, a town on the northern coast of Iceland, has experienced tremendous growth in tourism in recent years and is sometimes recognised as the „Whale Watching Capital of Europe‟. However, Húsavík faces extreme seasonality with high demand mainly during the summer months and limited or no demand at other times of the year. As is emphasised in the tourism literature and widely in practice, seasonality is frequently seen as a problem for the tourism industry which has to be tackled. Academic research has never before been done on seasonality in Húsavík and the aim of this thesis is to understand the nature of seasonality within the tourism industry in Húsavík and discover potential ways to reduce seasonality in Húsavík tourism. In order to fulfil the aim, qualitative semi-structured interviews were undertaken with six tourism managers in Húsavík to investigate their perceptions of seasonality and if and how it could be managed. The results confirmed that the peripheral location of the destination stimulates seasonality and it poses major economic challenges for tourism businesses in Húsavík. Managers would prefer a longer tourism season. Several recommendations were provided for how to reduce seasonality such as develop other attractions than whale watching, improve accessibility, focus marketing on seasons outside the summer, and offer winter packages for foreign and domestic tourists.

What do they expect? : A case study on the work expectations of the working German Generation Y

Purpose – The purpose of this paper is to identify the expectations of the workingGerman Generation Y regarding its current work and employer. As a result, the mainelements which could be considered by companies to retain the Generation Y inGermany will be pointed out and discussed.Design/methodology/approach – Semi-structured interviews were used in order toexplore the work expectations of this young generation within a German company. Anon-probability and purposive sample was used and six respondents part of theGeneration Y and working in the same company were interviewed. Furthermore, aseventh interview was conducted with the HMR of the company.Findings – Several findings are consistent with previous results of Gen Y from othernationalities than Germany such as the importance of varied tasks, opportunities forself-development, responsibilities and a pleasant working atmosphere. However,differences were found in particular regarding the importance of the work-life balanceand new expectations such as trust, autonomy and internationality have been broughtto light. Furthermore, several findings are also consistent with other studies aboutemployee retention, commitment and job satisfaction.Originality/value – This research extended previous studies of the expectations of theGeneration Y by providing firstly findings for Germany, a country where such studieshave not been conducted yet and secondly by focusing on the Generation Y who isalready working and therefore not studying anymore.

Arbetsintroduktion - Upplevelser och möjligheter : En undersökning ur tre olika perspektiv

Studier från Amerika och Storbritannien visar att introduktionsprocesser fokuserar för mycket påprocesser, policys och värderingar och mindre på de nyanställdas upplevelser när det gäller stress,stöd till att knyta kontakter med medarbetare och otydliga arbetsbeskrivningar (Andersson, N. R,Cunningham-Snell, N. A. & Haigh, J., 1996 & Klubnik, J. P., 1987).En kvalitativ undersökning har utförts på AniCura Falu Djursjukhus. Undersökningen har genomförtsmed hjälp av intervjuer och mailkonversationer. Syftet med undersökningen är att utforska omde tidigare studierna överensstämmer med upplevelser som nyanställdas på AniCura Falu Djursjukhushar kring arbetsintroduktionen och dess påverkan angående stress, möjligheter till stöd och arbetsbeskrivningar.Nio respondenter med olika ansvarsområden deltog. Resultatet från undersökningenbekräftade att empirin överensstämde med studierna. Exempelvis fick de nyanställda självaansvara för att lära känna sina medarbetare. Undersökningen visade också att organisationen intehade någon strategi för att hantera nyanställdas stress. Det förekom heller ingen återkopplingen påintroduktionen.Undersökningsresultaten kommer i detta arbete diskuteras, analyseras och ställas mot en relevantteoretisk referensram med avseende på de aktuella ämnena för undersökningen. Slutprodukten är ettförbättringsförslag som kan ligga till grund för framtida introduktionsprocesser och vidare forskning.

Healthcare providers balancing norms and practice : challenges and opportunities in providing contraceptive counselling to young people in Uganda - a qualitative study

BACKGROUND: Pregnancies among young women force girls to compromise education, resulting in low educational attainment with subsequent poverty and vulnerability. A pronounced focus is needed on contraceptive use, pregnancy, and unsafe abortion among young women. OBJECTIVE: This study aims to explore healthcare providers' (HCPs) perceptions and practices regarding contraceptive counselling to young people. DESIGN: We conducted 27 in-depth interviews with doctors and midwives working in seven health facilities in central Uganda. Interviews were open-ended and allowed the participant to speak freely on certain topics. We used a topic guide to cover areas topics of interest focusing on post-abortion care (PAC) but also covering contraceptive counselling. Transcripts were transcribed verbatim and data were analysed using thematic analysis. RESULTS: The main theme, HCPs' ambivalence to providing contraceptive counselling to sexually active young people is based on two sub-themes describing the challenges of contraceptive counselling: A) HCPs echo the societal norms regarding sexual practice among young people, while at the same time our findings B) highlights the opportunities resulting from providers pragmatic approach to contraceptive counselling to young women. Providers expressed a self-identified lack of skill, limited resources, and inadequate support from the health system to successfully provide appropriate services to young people. They felt frustrated with the consultations, especially when meeting young women seeking PAC. CONCLUSIONS: Despite existing policies for young people's sexual and reproductive health in Uganda, HCPs are not sufficiently equipped to provide adequate contraceptive counselling to young people. Instead, HCPs are left in between the negative influence of social norms and their pragmatic approach to address the needs of young people, especially those seeking PAC. We argue that a clear policy supported by a clear strategy with practical guidelines should be implemented alongside in-service training including value clarification and attitude transformation to equip providers to be able to better cater to young people seeking sexual and reproductive health advice.