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  • 1.
    Bevelander, Pieter
    et al.
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS).
    Dahlstedt, Inge
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS).
    Rönnqvist, Sofia
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS).
    Sweden2010In: Migration, Employment and Labour Market Policies in The European Union, Part 1: Migration and the Labour Markets in the European Union (2000-2009) / [ed] Anna Platonova, Giuliana Urso, IOM International Organization for Migration , 2010, p. 295-305Chapter in book (Other academic)
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  • 2.
    Bevelander, Pieter
    et al.
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS). Malmö högskola, Malmö Institute for Studies of Migration, Diversity and Welfare (MIM).
    Dahlstedt, Inge
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS).
    Rönnqvist, Sofia
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS). Malmö högskola, Malmö Institute for Studies of Migration, Diversity and Welfare (MIM).
    Sweden2010In: Migration, Employment and Labour Market Policies in The European Union, Part 2: Labour Market Integration Policies in the European Union (2000-2009) / [ed] Anna Platonova, Giuliana Urso, IOM International Organization for Migration , 2010, p. 241-248Chapter in book (Other academic)
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  • 3.
    Bevelander, Pieter
    et al.
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS).
    Hagström, MirjamRönnqvist, SofiaMalmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS).
    Resettled and Included? The Employment Integration of Resettled Refugees in Sweden2009Collection (editor) (Other academic)
    Abstract [en]

    Sweden has resettled refugees in partnership with the UNHCR since 1950 and it is one of the countries that receives the largest number of resettled refugees every year. Despite this fact, our knowledge of the labour market integration of this particular category of refugees has been limited. This volume is an outcome of the project Labour Market Integration of Resettled Refugees in Sweden. It includes a mapping of the labour market integration of resettled refugees in Sweden and it covers different facets of the reception and integration of this group such as the institutional framework, the integration of resettled refugees from Bosnia and Vietnam, resettlement policy and its consequences, the health of refugees in the reception process, and the effects of admission status on immigrants’ access to the labour market. In addition, this book contains a more general chapter on resettlement in Canada to provide some contrast to the Swedish case.

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  • 4.
    Bevelander, Pieter
    et al.
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS).
    Hagström, Mirjam
    Rönnqvist, Sofia
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS).
    Resettled and Included? The Employment Integration of resettled Refugees in Sweden2009In: Resettled and Included? The Employment Integration of Resettled Refugees in Sweden, Malmö University, Malmö Institute for Studies of Migration, Diversity and Welfare (MIM) , 2009, p. 13-28Chapter in book (Other academic)
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  • 5.
    Bevelander, Pieter
    et al.
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS).
    Rönnqvist, Sofia
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS).
    Migration und Integration in Schweden2010In: Migration und Integration in Europa / [ed] Frank Baasner, MOMOS , 2010, p. 187-198Chapter in book (Other academic)
  • 6.
    Bevelander, Pieter
    et al.
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS).
    Rönnqvist, Sofia
    Hagström, Mirjam
    Från skyddad till anställd2009In: I & M : invandrare och minoriteter, ISSN 1404-6857, no 6, p. 18-21Article in journal (Other (popular science, discussion, etc.))
  • 7.
    Broomé, Per
    et al.
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS).
    Ljungberg, Caroline
    Malmö högskola, School of Teacher Education (LUT), Children-Youth-Society (BUS).
    Rönnqvist, Sofia
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS).
    Schölin, Tobias
    Malmö högskola, Faculty of Culture and Society (KS).
    Chefsrekrytering i Malmö stad. En fallstudie om kompetens, mångfald och homogenisering2006Report (Other academic)
  • 8.
    Broomé, Per
    et al.
    Malmö högskola, Faculty of Culture and Society (KS).
    Rönnqvist, SofiaMalmö högskola, Faculty of Culture and Society (KS).Schölin, TobiasMalmö högskola, Faculty of Culture and Society (KS).
    Vita fläckar: om integrationspolitik, ledning och mångfald i Malmö stad2007Collection (editor) (Other academic)
    Abstract [sv]

    De tre artiklarna i denna skrift beskriver och analyserar hur mångfaldsfrågan på olika sätt har svårt att vinna utrymme i ledarnas praktik, hur upptäckterna av mångfalden och dess innehåll förminskas eller uteblir i Malmö stads organisation. I den första artikeln beskrivs hur integrationspolitiska handlingsalternativ som utgår från mångfaldstänkande har svårt att hävda sig gentemot handlingsalternativ som avser t.ex. introduktion och arbetsförmedling för invandrare. I den andra artikeln diskuteras en liknande problematik då mångfaldsfrågan identifieras som något som i huvudsak handlar om “att lägga mångfalden tillrätta i samhället” medan mångfald som en intern organisationsfråga skjuts undan. I den tredje artikeln är det kampen mellan kärnverksamheten och mångfaldsperspektivet som står i centrum. I alla tre artiklarna visas att chefer och politisk ledning underskattar nyttan med mångfald för organisationen internt och externt. Artiklarna pekar på att detta är en viktig orsak till mångfaldsledningsidéns bristande genomslag i organisationens praktik.

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  • 9.
    Broomé, Per
    et al.
    Malmö högskola, Faculty of Culture and Society (KS).
    Rönnqvist, Sofia
    Malmö högskola, Faculty of Culture and Society (KS).
    Schölin, Tobias
    Malmö högskola, Faculty of Culture and Society (KS).
    Vita fläckar: Om integrationspolitik, ledning, och mångfald i Malmö stad2007In: Vita fläckar: Om integrationspolitik, ledning, och mångfald i Malmö stad, School of International Migration and Ethnic Relations (IMER) , 2007, p. 7-16Chapter in book (Other academic)
    Abstract [en]

    Malmö has a long history of immigration and integration work. Ambitions have kept pace with immigration and are high among the political leadership and many managers of municipal organisations. Experience relating to different integration policy ideas and practical integration work is considerable. It is important to stress that our presentation of critical analyses of integration policy and diversity management is by no means a denigration of these ambitions or insights, but rather indicates the difficulties of implementing integration policy and diversity management measures in a large municipal organisation. The municipal authority's integration experiences lead to the continual revision of its own internal integration policies, of which the diversity idea and diversity management are included. Revisions, new ideas and measures – ad infinitum – seem to be natural features of integration policy. This is particularly evident in the political rhetoric, as well as in the different integration plans and measures. One reason for this is that integration and diversity issues are dealt with reactively as problems arise, i.e. the discovery of a problem triggers some kind of action. In contrast, the opportunities and possibilities that human diversity offers are given very little attention. The three articles appearing in this issue describe and analyse how diversity issues have difficulty in being included in management practices and how the discoveries of diversity and its content are either curtailed or fail to materialise in the organisation of the City of Malmö. The first article describes how integration policy alternatives arising from the diversity idea are difficult to establish in relation to, for example, alternatives relating to the introduction programme and employment opportunities for immigrants. The issue of diversity is a white spot in the municipality's integration policy. One myth about the white spot's content, and which affects integration policy, is that the potential of diversity is known, culturally ordered and can be quantitatively represented. Another myth is that so called social engineering can deal with the content of the white spot. A similar problem arises in the second article, when the diversity issue is identified as something primarily concerned with "arranging diversity in society", while diversity issues are dismissed in the internal organisation. Internal diversity issues thus become a white spot for managers. One myth, which affects the organisation, is that the content of the internal white spot is charted and included in the organisation of its own accord. The third article deals with the struggle between whether it is core work or the diversity perspective that is in focus. Core work is experienced by managers as the most central. The diversity issue thus becomes a white spot in that it is placed outside the core work frame. One myth is that the unfamiliar content of the white spot can be prevented from impacting the existing organisation. All three articles point to the fact that managers and political leaders have difficulty in identifying the benefits of diversity for the internal and external organisation in anything other than general terms. This observation probably reveals an important reason as to why the diversity issue has not been picked up by management and put into practice.

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  • 10.
    Dahlstedt, Inge
    et al.
    Malmö högskola, School of Teacher Education (LUT). Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS).
    Rönnqvist, Sofia
    Malmö högskola, School of Teacher Education (LUT). Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS).
    Timing och samverkan i organiserad vidareflytt: Utvärdering av JobBo 22011Report (Other academic)
    Abstract [sv]

    JobBo är ett utvecklingsprojekt som syftar till att ge stöd till nyanlända flyktingar att flytta från arbetslöshet och trångboddhet till arbete och lämpliga boendemiljöer genom att finna arbetssätt för samverkan och flexibla lösningar. Projektet kan sägas vara en form av organiserad eller frivillig vidareflytt med syftet att hjälpa nyanlända att orientera sig när det gäller val av bostadsort. Denna utvärderingsrapport syftar till att, utifrån ett individ- och processinriktat perspektiv, betrakta och tolka arbetet i projektet och dess utveckling samt att värdera detta i förhållande till projektmålen och peka på viktiga erfarenheter för en framtida implementering i ordinarie verksamhet. Frågeställningarna innefattar hur brukaren uppfattar de processer som han eller hon går igenom i projektet samt att identifiera hinder och möjligheter i organiseringen av projektet och i omvärlden. Utvärderingen utgår från ett programteoretiskt perspektiv som operationaliseras genom att projektdokumentation, intervjuer med personal och projektdeltagare analyseras. Det empiriska material som utvärderingen utgår från är förutom projektdokumentation, intervjuer med all projektpersonal samt alla styrgruppsmedlemmar, en enkät som brukarna har fått fylla i samt intervjuer med ett urval av flyttare. JobBo är ett projekt som innefattar många olika aktörer och därför har vi valt att intervjua alla i styrgruppen och arbetsgruppen så att alla aktörer får möjlighet att ge sin bild av projektet. De olika aktörerna har bidragit med att ge olika perspektiv av projektet i utvärderingen. För att få en bild av hur de mottagande kommunerna uppfattade projektet skickades en enkät ut till dessa. Den enkät flyttarna fick fylla i besvarades av 24 av de totalt 57 vuxna som har flyttat med hjälp av projektet under perioden 2009-2011. Detta ger en relativt låg svarsfrekvens (42%) vilket innebär att enkäten kanske inte ger en heltäckande bild men väl en fingervisning om hur flyttarna upplever sin situation och vad flytten har inneburit för dem. Som ett komplement till enkäten genomfördes också intervjuer med åtta flyttare i två småstadskommuner. Enkäterna och intervjuerna ger delvis olika bilder av upplevelserna av flytten. Resultaten av enkäterna är tämligen entydiga, alla utan undantag upplever att de har förbättrat sin livssituation genom att flytta från Malmö till en mindre kommun. Resultaten från intervjuerna pekar mot att de som har flyttat med familj och barn är mer positiva än de som har flyttat ensamma. Slutsatserna från intervjuerna med styrgrupp och arbetsgrupp visar på att själva flyttprocessen är en svår och komplicerad process som påverkas av en mängd olika faktorer och involverar en mängd olika organisationer, organisationer som delvis har haft olika syn på vad som är viktigt. Projektet har trots detta lyckats att finna metoder och kunskap som är värdefulla för både den individuella och organisatoriska delen i organiserad vidareflytt. De metoder och de erfarenheter som projektet har arbetat fram pekar på en rad olika element som är viktiga att tänka på i arbetet med organiserad vidareflytt. Det är viktigt att se processen som en lärandeprocess så att individen kan ta flyttbeslutet på basis av korrekt information. Det är även viktigt att ha i åtanke att individens primära incitament att flytta inte alltid är arbete utan ofta handlar om att man vill ha en bättre social situation vad gäller exempelvis boende och utbildning. Dessutom visar projektet på nyttan av studiebesök i den tilltänkta kommunen som ett ytterst viktigt inslag i lärandeprocessen. Timing och matchning är också grundläggande element som måste fungera, timing gällande lediga bostäder och lediga arbeten och matchning gällande rätt individ till rätt kommun. Erfarenheterna från projektet pekar också mot att det är de som flyttar med familj som är mest nöjda med att ha flyttat varför organiserad vidareflytt med fördel kan riktas till de som har familj och de som inom en snar framtid får sin familj till Sverige. Ett antal personer har läst och kommenterat rapporten och bidragit med värdefulla kommentarer under arbetets gång. Vi som har skrivit rapporten vill därför tacka Mats Fred, Anders Wigerfelt, Mirjam Hagström, Christian Fernandez och Benny Carlson.

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  • 11.
    DeBono, Daniela
    et al.
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS).
    Ronnqvist, Sofia
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS).
    Magnusson, Karin
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS).
    Suspicious Minds and Unwelcome Researchers: obstacles Encountered When Researching Forced Return in Sweden2015Other (Other academic)
    Abstract [en]

    Guest post by Daniela DeBono, Sofia Rönnqvist, and Karin Magnusson, research fellows at Malmö Institute for Studies of Migration, Diversity and Welfare, Sweden. In this post, Daniela, Karin, and Sofia address the challenges they faced while conducting field research for the project Migrants’ Experiences of Involuntary Return, funded by the European Return Fund. This post is the second instalment of the Border Criminologies Themed Week on Research Methodologies, organised by Prof Mary Bosworth.

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  • 12.
    DeBono, Daniela
    et al.
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS). Malmö högskola, Malmö Institute for Studies of Migration, Diversity and Welfare (MIM).
    Rönnqvist, Sofia
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS). Malmö högskola, Malmö Institute for Studies of Migration, Diversity and Welfare (MIM).
    Magnusson, Karin
    Malmö högskola, Faculty of Culture and Society (KS), Department of Global Political Studies (GPS). Malmö högskola, Malmö Institute for Studies of Migration, Diversity and Welfare (MIM).
    Humane and Dignified?: Migrants' Experiences of Living in a 'State of Deportability' in Sweden2015Book (Other academic)
    Abstract [en]

    By analysing migrant experiences of living in Sweden under the threat of deportation, this book contributes to our understanding of the effects of deportation, or forced return, on people. Migrants at risk of deportation are a varied and disparate group, with singularly different stories. Within their different stories, often painful to listen to, there arise common and strong narratives. These narratives, the outcome of qualitative research with migrants, are the focus of this volume. An overview of key policies, legislations and institutions at the Swedish and EU levels is provided to contextualise the data and conclusions. What can we learn from these migrant experiences of the Swedish forced returns system, a system which has been both highly commended in some areas while critiqued in others? Deportation is increasingly being discussed from a social and global justice point of view, as well as from a human rights point of view. It is therefore of critical importance that migrant voices are heard and their experiences analysed. The 2009 European Return Directive, transposed into Swedish law in 2012, states that deportation and pre-removal detention should be conducted with respect to fundamental human rights, or in other words, in a ‘humane and dignified’ manner. But what is a ‘humane and dignified’ deportation? Is it an oxymoron in itself? This book does not claim to answer this question, but merely contributes to the debate through an analysis of migrant narratives. The afterword by UNHCR Nansen Award winner Dr. Katrine Camilleri reflects on the results of the study by juxtaposing it with her own work in Malta and primes a wider discussion of the topic by putting the Swedish case in the broader context of European Union trends.

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  • 13.
    Rönnqvist, Sofia
    Malmö högskola, Faculty of Culture and Society (KS).
    Från gemensam idé till pragmatisk handling: mångfaldstankar och strategier på fyra arbets- och utvecklingscentra2004In: Studier av den mångkulturella organisationen: exemplet Malmö kommun, Malmö högskola, Internationell Migration och Etniska Relationer (IMER) , 2004, p. 41-68Chapter in book (Other academic)
    Abstract [en]

    The aim of this article is to study ideas and strategies in relation to the concept of ethnic diversity in four local Work- and Development centres (WADC) in the City of Malmö. The organizations have more or less the same work assignments and clients, i.e. the organizations work with helping long term unemployed persons to find work. In spite of this, they reason and act in very different ways when it comes to diversity issues, although there is a common idea that organizations benefit from having a diverse staff. The WADC relate differently to concepts such as credibility, efficiency and competence in relation to an ethnic diverse staff. The different results depend on the fact that the organizations are free to form their own strategies.

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  • 14.
    Rönnqvist, Sofia
    Malmö högskola, Faculty of Culture and Society (KS).
    Mångfald, ledning och idéspridning i Malmö stads organisation2007In: Vita fläckar: om integrationspolitik, ledning och mångfald i Malmö stad / White Spots: On Integration Policy, Management and Diversity in the City of Malmö / [ed] Per Broomé, Sofia Rönnqvist, Tobias Schölin, School of International Migration and Ethnic Relations (IMER) , 2007, p. 68-104Chapter in book (Other academic)
    Abstract [en]

    This study can be regarded as a continuation of the study relating to how diversity was interpreted in different parts of the City of Malmö. That particular study showed that the diversity goals formulated by the City of Malmö were interpreted in very different ways in different parts of the city; a fact that made a study of the role and importance of leadership when it comes to spreading ideas about diversity much more attractive. This study's empirical framework consists of interviews with senior managers and with politicians, as well as the scrutiny of political documents and action plans. The empirical investigation showed that politicians and managers who are close to the political level thought that the organisation should be able to handle differences of an internal as well as an external nature. They interpreted diversity as something qualitative and thought that the organisation would have to change if it was to encompass different kinds of people. The other managers interviewed had a slightly different concept of the meaning of diversity. In their view the quantitative representation of different ethnic groups was needed in order to understand and interpret the needs of the different social and ethnic groups. Social problems could, for example, be handled in a more efficient manner if the staff of the organisation had a wider local knowledge. The managers also encountered different dilemmas in relation to the implementation of the diversity idea; dilemmas relating to the interpretation of different competences and the fact that some competences are not evenly distributed in different segments of the population. Such dilemmas are also related to issues of heterogeneity and homogeneity. There was also a dilemma when it came to power and different ideas and interests in the organisation. It was apparent that the managers do not really solve these problems and that their actions are rather passive when it comes to diversity issues. Their way of dealing with the problems is either to say that the problems will solve themselves over time or to redefine them. Instead of viewing the diversity issue as an organisational matter, the managers deal with it as different forms of societal problems that have to be controlled. Qualitative issues relating to diversity and organisational change are left out. Why this happens can be explained in two ways. The first explanation is that the managers act in a pragmatic way. Organisational problems and vague action plans leave the floor open for different solutions and pragmatic ways of dealing with problems. Another interpretation is that the organisation's different ideas and views about diversity and welfare policy interact and conflict, which naturally leads to confusion. In other words, the organisation has problems in deciding whether diversity is an issue connected to social control or to innovation.

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