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.

Fri vilja eller tradition? : Prästrespektive i den prästerliga kulturen

The purpose of the study was to investigate, using data from the sacerdotal culture, t h espouses of five priests. The main questions were: How does the priestly calling affect thespouse? Do the spouses involve themselves with voluntary work? Do the spouses feel thecongregation have expectations? Do the female and male answers differ?The sacerdotal culture has consisted of several elements. The main element is the priest’scalling for his work. As far as the spouse is concerned within the congregation, the spouseshave been seen as necessary for voluntary work. The congregation has also expected thespouse to act in a certain way and to undertake certain tasks.How the five informants feel about and react to the sacerdotal culture is focus for this study.The study shows that the sacerdotal culture is still strong today and it is something that thespouses take into account. They can choose not to participate but that might involve, forinstance, having to live somewhere else. The study found that the calling affects the femaleinformants, but not so much the males. The amount of participation varies from spouse tospouse and is a matter of their own choice. Expectations can also vary and participation inthe congregation can create higher expectations.

Attractive Work Process

Many companies both in Sweden and other parts of the world are since the beginning of the 21st century faceing a lack of work force (1,2,3). The ability to recruit and retain skilled employees is seen as one of the most important questions for the survival and development of the companies (4,5). Labour shortage is seen as the biggest obstacle for expansion for small enterprises in Sweden (5). There is a need for workplaces to be attractive, but how can the attractiveness be increased? Researchers at Högskolan Dalarna have during almost a decennium conducted research concerning attractive work. Based on a modell of qualities that contributes to make a work attractive (6) has a method aiming for raised attractiveness been developed for SME:s. All employees participate by answering a questionnaire about the importance of different qualities and to what degree they are fulfilled. Further discussions at the workplace on what to preserve and what to develop make the base for an action plan.Important experiences:• Discuss and establish the aim of the method with management and employees. • The company must be prepared to follow up and realize the action plan.• Agree about expectations – they must be realistic and practicable.• Reserve time to start the process and to end up in an action plan. • Avoid negative thinking and put problems away. • Take all the time small steps in the right direction.• Keep employees engaged and avoid the manager or process leader to take the command.• Use the strategy with small work groups; it gives better possibilities for participation and outspokenness.• Follow up studies are necessary to keep up the motivation.The most positive aspects of the method is its promoting perspective and that it engages all the employees.1.Rauhut, D. (2002). Arbetskraftsbrist och arbetskraftsinvandring: hot eller möjlighet för ekonomisk tillväxt? Östersund, ITPS, Institutet för tillväxtpolitiska studier.2.Funch, M. and C. Ehrnooth. (2008, 08-10-2008). Labour shortage despite financial crisis? Retrieved 2008-12-16, 2008, from www.norden.org/webb/news/news.asp?id=8113&lang=6. 3.Manpower (2008). Talent Shortage Survey 2008 Global Results: 10. 4.Bakker, A. B. and W. B. Schaufeli (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior 29: 147-154.5.Kennemar, J. and L. Jagrén (2008). Småföretagsbarometern. Stockholm, Swedbank Företagarna: 23.6.Åteg, M., A. Hedlund, et al. (2004). Attraktivt arbete. Från anställdas uttalanden till skapandet av en modell. Stockholm, Arbetslivsinstitutet.

"Magistrander" teachers linking schools and university : experiences from the University of Dalarna, Sweden

For some time, a debate has been going on in Sweden on how to link schools and universities to create more efficient and mutually beneficial co-operation. A pilot scheme at the University of Dalarna, financed by the State and local authorities, has created special posts for teachers allowing them to work part time in school and part time at the university. The teachers involved become “magistrander”, post-graduate students working towards a Master’s degree. Initiatives of this type raise some important questions:• What impact, if any, does this type of programme have on teachers’ skills and on activities taking place in schools?• Does it affect courses and research at the university taking part in this co-operation?The purpose of this paper is to discuss expectations and results based on experiences from the University of Dalarna.

New graduate nurses' developmental trajectories for capability beliefs concerning core competencies for healthcare professionals : A national cohort study on patient-centered care, teamwork and evidence-based practice.

Background: This study aimed to describe the developmental trajectories of registered nurses' capability beliefs during their first 3 years of practice. The focus was on three core competencies for health professionals-patient-centered care, teamwork, and evidence-based practice. Methods: A national cohort of registered nurses (n = 1,205) was recruited during their nursing education and subsequently surveyed yearly during the first 3 years of working life. The survey included 16 items on capability beliefs divided into three subscales for the assessment of patient-centered care, teamwork, and evidence-based practice, and the data were analyzed with linear latent growth modeling. Results: The nurses' capability beliefs for patient-centered care increased over the three first years of working life, their capability beliefs for evidence-based practice were stable over the 3 years, and their capability beliefs for teamwork showed a downward trend. Linking evidence to action: Through collaboration between nursing education and clinical practice, the transition to work life could be supported and competence development in newly graduated nurses could be enhanced to help them master the core competencies. Future research should focus on determining which factors impact the development of capability beliefs in new nurses and how these factors can be developed by testing interventions.