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To be 'bigger on big things', Jean‐Claude Juncker reformed the European Commission's organizational set‐up by adding another hierarchical layer to its political sphere. Vice‐Presidents shall foster coordination between departmental Commissioners when drafting policies so that these are more multidimensional in kind. Taking an actor‐centred organization theoretical perspective, complemented by principal-agent reasoning, we conceptualize these as structural policy coordination authorities. We hypothesize that this organizational manipulation to a core executive's typical multidivisional set‐up incentivizes silo‐focused actors to coordinate more across policy sectors. Hence, the coordination dilemma that typically confronts core executives might be counteracted, resulting in more multidimensional policy output. Constituting a 'case in time', we assess whether Commission policy output has changed systematically after the Juncker reform. Using newly developed indicators for policy multidimensionality, we evaluate all legislative proposals developed under the Juncker and Barroso II Commissions. We find that proposals under Juncker are indeed 'bigger' than before.

In the wake of the news industry’s digitization, novel organizations that differ considerably from traditional media firms in terms of their functional roles and organizational practices of media work are emerging. One new type is the field repair organization, which is characterized by supporting high-quality media work to compensate for the deficits (such as those which come from cost savings and layoffs) which have become apparent in legacy media today. From a practice-theoretical research perspective and based on semi-structured interviews, virtual field observations, and document analysis, we have conducted a single case study on Science Media Center Germany (SMC), a unique non-profit news start-up launched in 2016 in Cologne, Germany. Our findings show that, in addition to field repair activities, SMC aims to facilitate progress and innovation in the field, which we refer to as field advancement. This helps to uncover emerging needs and anticipates problems before they intensify or even occur, proactively providing products and tools for future journalism. This article contributes to our understanding of novel media organizations with distinct functions in the news industry, allowing for advancements in theory on media work and the organization of journalism in times of digital upheaval.

Die Nationale Forschungsdateninfrastruktur (NFDI) hat das Ziel, ein umfassendes Angebot von Diensten zum Forschungsdatenmanagement für Forschende aller Disziplinen aufzubauen und dauerhaft zu betreiben. Am 1. März 2023 starten die NFDI-Konsortien der dritten Förderrunde sowie die Basisdienstinitiative Base4NFDI. Dieser Vortrag bietet einen Überblick über die aktuellen Entwicklungen, einen Einblick in den Maschinenraum und einen Ausblick auf die Zukunft der NFDI., Kolloquium Wissensinfrastruktur, Wintersemester 2022/23

Syftet med denna studien är att undersöka hur organisationsstrukturen påverkar arbetsmiljön för de anställda inom olika boenden och hur detta i sin tur påverkar kvaliteten på arbetet utifrån de anställdas perspektiv. Detta genomfördes utifrån ett socialpsykologiskt perspektiv och analyserades med hjälp av begrepp som organisationsstruktur och arbetsmiljö. 10 semistrukturerade intervjuer utfördes med stödassistenter som arbetat i minst två år. Resultatet av studien indikerar att stödassistenter upplever en god arbetsmiljö i den fysiska bemärkelsen, vilket innebär att de är nöjda med de fysiska förhållandena på arbetsplatsen, såsom arbetsutrustning och arbetsplatsens säkerhet. Däremot visar studien att det finns utmaningar inom den psykosociala arbetsmiljön för stöd assistenterna. Trots att de var nöjda och tillfredsställda med själva arbetet, upplevde de att de inte alltid kände sig hörda och hade begränsat inflytande över sina arbetssituationer och beslut. En annan faktor som påverkade stödassistenternas upplevelse av arbetsmiljön var ledarskapet. De var inte nöjda med den form av ledarskap som fanns inom de olika enheterna och ansåg att cheferna inte tog tillräckligt ansvar. The purpose of this study was to investigate how the organizational structure affects the work environment for employees in different care homes and how this, in turn, affects the quality of work from the employees' perspective. The study was conducted from a social psychological perspective and analyzed using concepts such as organizational structure and work environment. Ten semi-structured interviews were conducted with support assistants who had worked for at least two years. The results of the study indicate that support assistants experience a good physical work environment, meaning they are satisfied with the physical conditions in the workplace, such as work equipment and workplace safety. However, the study shows that there are challenges within the psychosocial work environment for support assistants. Although they were satisfied and content with the work itself, they felt that they were not always heard and had limited influence over their work situations and decisions. Another factor that affected the support assistants' experience of the work environment was leadership. They were not satisfied with the type of leadership that existed within the different units and believed that the managers did not take enough responsibility.

Inom revisionsbranschen har attraktionskraften till yrket minskat och antalet revisorer har gradvis blivit färre den senaste tiden. Revisorer har dock en lika viktig funktion i samhället idag och förväntas även ha det i framtiden. Enligt forskning är personalomsättningen inom revisionsbranschen hög, men den har främst fokuserat på de större revisionsföretagen. Det finns fyra stora revisionsföretag som idag har marknadskoncentration, men det finns även många andra revisionsföretag utöver det som också fyller en viktig funktion på marknaden. Denna studie fokuserar på medelstora revisionsföretag och ämnar att addera kunskap till tidigare forskning samt lyfta hur dessa problem hanteras i medelstora revisionsföretag. Syftet med studien är att skapa kunskap kring hur medelstora revisionsföretag arbetar med attraktionskraft och personalomsättning. Därav genomfördes en kvalitativ studie baserad på fem semistrukturerade intervjuer med personer som har högre befattningar på medelstora revisionsföretag i Sverige. Det insamlade datamaterialet analyserades därefter genom en tematisk analys. Ur studien framgår det att de medelstora revisionsföretagen inte upplever lika hög personalomsättning som den övriga branschen, men att attraktionskraften är ett större problem. Det har skett ett skifte och den yngre generationen attraheras inte av traditionella karriärvägen inom revision, utan prioriterar annorlunda och värderar privatlivet högre än förut. Den höga arbetsbelastningen under högsäsong är ett gemensamt problem inom revisionsbranschen där de medelstora revisionsföretagen i studien ständigt uppfattas arbeta med att hitta hållbara lösningar på detta. Studien indikerar även att de traditionella byråkratiska och hierarkiska organisationsstrukturerna inte är lika framträdande i medelstora revisionsföretag. Det framgår i studien att desto mer hierarkiskt ett företag verkar desto högre personalomsättning. Av studien uppfattas de medelstora revisionsföretagen ha hittat sitt eget sätt att organisera företagen samt agera på personalomsättningen och därmed bibehålla en lägre personalomsättning än revisionsbranschen i stort. Abstract Title: The attractiveness of audit firms: Are medium-sized audit firms going their own way? In the audit industry, the attractiveness of the profession has declined and the number of auditors has gradually decreased recently. However, auditors play an equally important role in society today and are expected to do so in the future. According to research, staff turnover in the audit industry is high, but it has mainly focused on the larger audit firms. There are four large audit firms that currently have market concentration, but there are also many other audit firms in addition to them that also fulfill an important function in the market. This study focuses on medium-sized audit firms and aims to add knowledge to previous research and highlight how these problems are handled in medium-sized audit firms. The purpose of the study is to create knowledge about how medium-sized audit firms work with attractiveness and staff turnover. Therefore, a qualitative study was conducted based on five semi-structured interviews with people who had senior positions in medium-sized audit firms in Sweden. The collected data material was then analyzed through a thematic analysis. The study shows that medium-sized audit firms do not experience as high staff turnover as the rest of the industry, but that attractiveness is a bigger problem. There has been a shift and the younger generation is not attracted to the traditional career path in audit, but prioritizes differently and values personal life more than before. The high workload during peak season is a common problem in the audit industry, and the medium-sized audit firms in the study are perceived to be constantly working to find sustainable solutions to this. The study also indicates that the traditional bureaucratic and hierarchical organizational structures are not as prominent in medium-sized audit firms. The study shows that the more hierarchical a firm appears to be, the higher the staff turnover. The study suggests that medium-sized audit firms have found their own way of organizing their firms and responding to staff turnover, thus maintaining a lower staff turnover than the audit industry as a whole.

Due to increasing competition in the market, software development companies need to constantly update their processes and keep their costs down to remain competitive. Small software development companies often lack financial resources and specialist expertise, making this increasingly difficult. Even though as much as 98.9% of software development companies are small, most research focuses on larger companies. One of the main advantages of being a small software development company is the flexibility and speed in operations that are enabled by unstructured development processes and lack of hierarchical organizational structures. On the other hand, this lack of structure can hinder growth. This thesis has aimed to increase the knowledge on how to balance structure and flexibility in small software development companies, by investigating the effects of added structure. To achieve this, a qualitative case study was conducted, including six case companies that had successfully grown from small to medium-sized companies. The findings show that it is crucial to add structure to grow, but that depending on the type of structure added, it can lead to increased flexibility. By introducing organizational structures where teams of developers are allowed to self-organize to improve a given metric within a defined area of responsibility, the flexibility can increase along with increased structure. The results further show that although time-consuming in the short run, extended development processes in the form of additional quality practices can save time in the long run. Lastly, the results show that it is difficult to add structure and that this should be done in the form of small, iterative changes over time rather than performing extensive reorganizations. På grund av den ökande konkurrensen på marknaden måste mjukvaruutvecklingsföretag konstant uppdatera sina processer och hålla nere sina kostnader för att behålla sin konkurrenskraft. Små mjukvaruutvecklingsföretag saknar ofta finansiella tillgångar och specialistkunskap, vilket gör detta svårare. Trots att 98,9% av mjukvaruutvecklingsföretag är små fokuserar majoriteten av existerande forskning på större företag. En av de främsta fördelarna med att vara ett litet mjukvaruutvecklingsföretag är flexibiliteten och snabbheten som möjliggörs av ostrukturerade utvecklingsprocesser och bristen på hierarkiska organisationsstrukturer. Å andra sidan kan denna brist på struktur hindra tillväxt. Detta examensarbete har syftat till att öka kunskapen om hur struktur och flexibilitet bör balanseras i små mjukvaruutvecklingsföretag, genom att undersöka effekter av tillagd struktur. För att uppnå detta genomfördes en kvalitativ fallstudie som inkluderade sex fallföretag vilka framgångsrikt vuxit från små till medelstora företag. Resultaten visar att små mjukvaruutvecklingsföretag behöver lägga till struktur för att kunna växa men att det, beroende på vilken typ av struktur som läggs till, kan leda till ökad flexibilitet. Genom att införa organisationsstrukturer där team av utvecklare tillåts att självorganisera sig för att förbättra ett givet mätetal inom ett definierat ansvarsområde, kan flexibiliteten öka samtidigt som strukturen ökar. Resultaten visar vidare att även om det är tidskrävande på kort sikt så kan utökade utvecklingsprocesser i form av tillagd kvalitetspraxis spara tid på lång sikt. Slutligen visar resultaten att det är svårt att lägga till struktur och att detta bör ske i form av små, iterativa förändringar över tid snarare än att genomföra omfattande omorganisationer.

Das deutsche Krankenversicherungssystem unterliegt einem stetigen Wandel. Die vorlegte Arbeit beschäftigt sich mit der organisationalen Entwicklung der AOK Bayern und betrachtet im Schwerpunkt die Faktoren, welche zur Gründung der AOK Bayern in den 1990ern Jahren führte. Unter Nutzung des Neoinstitutionalismus sowie unter Anwendung des New Public Management wird in Retrospektive dargelegt, wie sich die AOKn in Bayern vor dem Zusammenschluss zur AOK Bayern veränderten und welche Gründe zur AOK Bayern führten. Das deutsche Krankenversicherungssystem unterliegt einem stetigen Wandel. Die vorlegte Arbeit beschäftigt sich mit der organisationalen Entwicklung der AOK Bayern und betrachtet im Schwerpunkt die Faktoren, welche zur Gründung der AOK Bayern in den 1990ern Jahren führte. Unter Nutzung des Neoinstitutionalismus sowie unter Anwendung des New Public Management wird in Retrospektive dargelegt, wie sich die AOKn in Bayern vor dem Zusammenschluss zur AOK Bayern veränderten und welche Gründe zur AOK Bayern führten.

This thematic issue assesses the organisational forms of a broad range of right-wing populist parties (RWPPs) across Europe (12 in total). It interrogates received wisdom about the supposed leader-centeredness of such parties and investigates, in particular, the extent to which the mass party, as an organisational model, remains popular among RWPPs. This introduction presents the aims, research questions, and analytical framework of the issue and justifies its selection of cases. The resilience of the mass party model highlighted in many articles challenges the dominant trend that party organisation literature has identified: a unidirectional shift towards “catch-all,” “electoral-professional,” or “cartel” organisations.

Throughout its 40-year history, the Vlaams Belang (VB, Flemish Interest) has established itself as an important player within the Belgian party system, albeit with significant electoral fluctuations. In 2019, it became the second largest party in Flanders. The party developed and maintained a mass-party organisation by investing significantly in local party branches and in a rigid vertically articulated structure. It relies heavily on social media, particularly Facebook, to communicate to supporters beyond the more limited group of party members. Using both modern and traditional tools, VB representatives aim to create communities of supporters bonded to the party, facilitating dissemination of the party’s messages. Despite this investment in a grassroots organisation, the VB’s decision-making remains highly centralised. Social media and local branches allow informal consideration of members’ views, but the party has not created significant mechanisms for internal democracy. While it is often claimed that political parties have moved away from the “mass-party” model, this article demonstrates that the VB still maintains characteristics of the mass party, albeit with a modern twist. New social media tools facilitate attempts to foster communities and disseminate party messages among a wider group of supporters, both formal members and more informal sympathisers.

This article examines the organisation of VOX, a new radical right party in Spain. It shows that the party has taken early and uneven steps to build a mass organisation and initially opted for open membership recruitment with participatory organisational elements. Also, the party’s rapid growth and quick entrance into political institutions at different state levels led the party leadership to establish more centralised control and limit members’ prerogatives, though recruitment continued. Centralisation in part responds to organisational needs given the party’s quickly acquired political relevance, but also to the desire of the central party leadership to forestall the articulation of territorial interests, or prevent them from escaping their control. Today, VOX exhibits elements of mass party organisation and highly centralised decision-making in the hands of national party leaders.

Over the past decades, the Netherlands has witnessed the rise of several influential populist radical right parties, including the Pim Fortuyn List (Lijst Pim Fortuyn), Geert Wilders’s Party for Freedom (Partij voor de Vrijheid) and, more recently, the Forum for Democracy (Forum voor Democratie [FvD]). By analyzing the party’s organizational structures, this article seeks to determine whether the FvD may be considered a new “mass party” and to what extent ordinary members can exert influence over the party’s internal procedures. The party’s efforts to establish a large membership base suggest that the FvD set out to build a relatively complex mass organization. Through targeted advertising campaigns, the party made strategic use of social media platforms to rally support. Thus, while the means may have changed with the advent of the internet, the FvD invested in creating some organizational features that are commonly associated with the “mass party” model. At the same time, however, the party did not really seek to foster a community of loyal partisan activists among its membership base but instead treated its members as donors. The party is clearly characterized by centralized leadership in the sense that the party’s spearhead, Thierry Baudet, maintains full control over key decision-making areas such as ideological direction, campaigning, and internal procedures. At first sight, the party appears to have departed from Wilders’s leader-centered party model. However, a closer look at the party apparatus demonstrates that the FvD is, in fact, very hierarchical, suggesting that the party’s internal democracy is much weaker than the party’s name might suggest.

Despite spells outside parliament, with its blend of nationalist and populist appeals the Slovak National Party (SNS) has been a prominent fixture on Slovakia’s political scene for three decades. Unlike some of the newer parties in Slovakia and across the region, partly as a product of the point of its (re-)creation, SNS has a comparable organizational density to most established parties in the country and has invested in party branches and recruiting members. Although ordinary members exercised some power and influence during the fissiparous era of the early 2000s, SNS has been notable for the role played by its leader in decision-making and steering the party. Each leader placed their stamp on the projection, pitch and functioning of the party, both as a decision-making organization and an electoral vehicle. Ordinary members have been largely—but not exclusively—relegated to the role of cheerleaders and campaigners for the party’s tribunes; a situation which has not changed significantly in the era of social media. The pre-eminent position of the leader and the limited options for “voice” has led unsuccessful contenders for top posts and their supporters to opt instead for “exit.” Despite having some of the traits of the mass party and having engaged in some of the activities common for mass parties, especially in the earlier years of its existence, in more recent times in particular, SNS falls short of the mass party model both in aspiration and reality.

Gute und verantwortungsvolle Unternehmensführung wird heute mehr denn je gefordert, nicht zuletzt bedingt durch die jüngste Finanzkrise und verschiedene Skandale. Neue Gesetze und Verhaltensvorschriften finden Eingang in verschiedene Branchen. Die Auswirkungen dieses Wandels sind auch im Rechtsmarkt spürbar, welchem in der Literatur und in Fachkreisen grosse Veränderungen prophezeit wird. Gute Unternehmensführung ist auch in Anwaltskanzleien von immer grösserer Bedeutung. Was jedoch unter anwaltskanzleispezifischer Corporate Governance zu verstehen ist und was ihre Besonderheiten sind, ist kaum oder überhaupt nicht bekannt. Bestehende Corporate-Governance-Grundsätze können nicht auf Anwaltskanzleien ausgedehnt werden, ohne den branchenspezifischen Nuancen und verschiedenen Einflussfaktoren, wie beispielsweise dem Partnermodell sowie den berufs- und standesrechtlichen Vorschriften, Rechnung zu tragen. Ein «one size fits all»-Ansatz guter Unternehmensführung existiert nicht, was die Relevanz des Verständnisses anwaltskanzleispezifischer Corporate Governance begründet und weshalb die bekannten Corporate-Governance-Themenfelder situativ auf die besonderen Gegebenheiten anzupassen sind. Vor diesem Hintergrund wird in der vorliegenden Forschungsarbeit die anwaltskanzleispezifische Corporate Governance analysiert und untersucht, wie verschiedene Corporate-Governance-Prinzipien in der Praxis umgesetzt werden. Dabei werden sämtliche Arten hinsichtlich Rechtsform und Kanzleigrösse von Schweizer Anwaltskanzleien berücksichtigt. Als Ergebnis dieser Forschungsarbeit besteht erstmalig ein verlässlicher Status quo sowie ein vertieftes Verständnis über Organisations- und Führungsstrukturen in Schweizer Anwaltskanzleien. Auf dieser Grundlage werden sieben Implikationen für die Ausgestaltung zentraler Corporate-Governance-Handlungsfelder in Schweizer Anwaltskanzleien abgeleitet, auf Implikationen für den Gesetzgeber hingewiesen und der weitere Forschungsbedarf aufgezeigt. Mit präventiven und branchenspezifischen Mechanismen und selbstverpflichtenden Massnahmen in Richtung einer guten Corporate Governance werden Anwaltskanzleien künftig in der Lage sein, kompromittierende, schlimmstenfalls existenzbedrohende, Skandale zu vermeiden, die Reputation der eigenen Kanzlei sowie der gesamten Branche zu schützen, die Attraktivität als Arbeitgeber zu steigern sowie die externe Auferlegung verpflichtender Corporate-Governance-Richtlinien für Anwaltskanzleien zu vermeiden., Good and responsible corporate governance is required today more than ever, not lastly due to the recent financial crisis and various scandals. New laws and codes of conduct are finding their way into various industries. The impact of this change is also concerning the legal market, which in literature and expert circles is predicted to undergo major changes. Good corporate governance is in the same vein of increasing importance in law firms. However, what can be considered law firm-specific corporate governance and what constitutes its special characteristics is hardly known, if at all. Existing corporate governance principles cannot be extended to law firms without considering the industry-specific nuances and various influencing factors, such as the partner model, and professional- and code of conduct regulations. A «one size fits all» approach to good corporate governance does not exist, which justifies the relevance of understanding law firm-specific corporate governance and why the known corporate governance topics need be adapted to the specific circumstances of the particular situation. Bearing this in mind, this research project analyses law firm-specific corporate governance and examines how various corporate governance principles are implemented in practice. All types in terms of legal form and size of Swiss law firms are considered. As a result of this research, a reliable status quo as well as a deeper understanding of organisational and leadership structures in Swiss law firms is available for the first time. On this basis, seven implications for the design of key corporate governance action areas in Swiss law firms are derived, implications for the legislator are indicated and the need for further research is outlined. With preventive and sector-specific mechanisms and self-imposed measures in the direction of good corporate governance, law firms will henceforth be in a position to avoid compromising scandals which in the worst case could threaten their existence protect the reputation of their own firm as well as that of the entire industry, increase their attractiveness as employers and avoid the external imposition of mandatory corporate governance guidelines on law firms.

’Security,’ according to the conventional definition, is defined as protection against foreign military assaults (traditional security). However, the current emergence of non-traditional security concerns related to health, environment, and energy requires an updated definition and involvement of a hegemonic organization for security maintenance purposes. An international organization already exists, named the Security Council of the United Nations, which is tasked with ensuring peace and global security. As technology and biotechnology advance, they could affect the earth’s inhabitants in various ways. The Security Council has the essential role of responding to current and future global security crises; however, through a glance into the history, the Security Council’s stagnation to respond is a result of its perilous structure and ambiguity in Chapter VII, which omits its full potential in terms of obligations to address global security crises. Therefore, the Security Council reforms seem necessary in order to prevent the world from descending into the dark ages because of the pragmatism of permanent members’ competition. Actors maintain a goal of trying to isolate and constrain their opponents by spontaneous and unanticipated measures within the structure of the Security Council. This ultimately does not leads to regaining the damaged originality of the security council and the United Nations by blocking it to respond strictly and effectively to security concerns. If not, consequently, the UN member states might pursue individual or regional actions to address non-traditional and traditional security concerns and defend their interests, as they currently started to do and were doing before forming the international system.

The social services in Sweden are clearly influenced by international development towards organisational specialisation. However, little is known about how organisational structures are associated with the client work of social services. The article presents a narrative research review aimed to summarise and discusses empirical research on organisational structures in the social services and how these structures might influence client work. Building on the tension between specialisation and integration, the article identifies both the advantages and the disadvantages of the different approaches to organising social services along a continuum from high levels of specialisation, via coordination and collaboration solutions, to high levels of integration. The findings suggest that, to function adequately, social service organisations need to combine and balance aspects of both specialisation and integration. Svensk och internationell socialtjänst präglas tydligt av organisatorisk specialisering. Det saknas dock kunskap om hur organisationsstrukturer påverkar socialttjänstens klientarbete. Denna artikel presenterar en narrativ forskningsöversikt med syftet att sammanfatta och diskutera empirisk forskning organisationsstrukturer i socialtjänsten och hur dessa kan påverka klientarbetet. Med spänningsfältet mellan specialisering och integrering som utgångspunkt, identifierar artikeln både för- och nackdelar med dessa båda organisatoriska principer utifrån ett kontinuum från höggradig specialisering via samordning och samarbete till tydligt integrering. Resultatet visar att socialtjänstens organisation behöver kombinera och balansera olika strukturer utefter kontinuumet mellan specialisering och integrering för att klientarbetet ska fungera ändamålsenligt.

For more than 25 years Neighbours Inc. has developed a culture of innovation to sustain our capacity to be responsive to people’s lives as they grow and change. This writing captures the origins of the need for change, and creating ways for people to direct their lives with the support of an agency. The development of an organizational culture of innovation includes: ongoing clarity of vision and purpose; organizational structures that align with this vision and purpose; frameworks and paradigms to guide the work; staff roles; and reflective action practices that inspire creativity, celebrate failure, and embrace change. Personal stories are laced throughout to demonstrate an innovative organizational culture in action. (DIPF/Orig.) Seit mehr als 25 Jahren hat Neighbours Inc. eine Kultur der Innovation entwickelt, um als Organisation in der Lage zu sein, Menschen in den Veränderungen und Entwicklungen in ihrem Leben responsiv zu begleiten. Dieser Beitrag skizziert die Ausgangssituation und Notwendigkeit für Veränderung, damit Menschen ihr eigenes Leben selbstbestimmt mit der Unterstützung durch eine Organisation gestalten konnten. Zu der dafür notwendigen Entwicklung einer innovativen Organisationskultur gehören: eine klare Vision und ein klares Bild, wofür die Organisation steht; Organisationsstrukturen, die mit dieser Vision und diesem Zweck übereinstimmen; ein dazu passender Rahmen welcher die fachliche Arbeit anleitet; die Rollen der Mitarbeiter*innen; reflexive Handlungspraktiken, welche die Kreativität anregen; eine Haltung, auch das Scheitern zu feiern und Veränderungen zulassen. Diese Elemente einer innovativen Organisationskultur sollen in diesem Beitrag durch Persönliche Geschichten veranschaulicht werden. (DIPF/Orig.)

Arbetsförmedlingen har under en lång tid arbetat för att minska arbetslösheten i Sverige. Arbetsförmedlingen är en av Sveriges största myndigheter som arbetar och ansvarar för arbetsmarknadspolitiken. Det byråkratiska styret tillsammans med storleken på organisationen gör det oerhört intressant att vidare studera dess ledarskap med kultur och organisationsstruktur som faktorer. Syftet med studien är att ta reda på hur Arbetsförmedlingens chefer upplever ledarskapet i förhållande till organisationsstruktur och kultur i den pågående reformeringen. Teoretiska utgångspunkterna som används i studien är Webers organisationsteori, Scheins kulturella perspektiv och olika definitioner av ledarskap. Metoden som används är en kvalitativ ansats med semistrukturerade intervjuer där jag ställer frågor och respondenterna besvarar genom att belysa livsvärden de upplever på sin arbetsplats. Det framgår av resultaten i studien att Arbetsförmedlingens verksamhet är byråkratisk/hierarkisk styrd med en centraliserad styrning högt upp i organisationen och en mer decentraliserad styrning lägre ned i organisationen. Vidare framgår av resultaten att en kulturövergång har skett i samband med den pågående reformeringen och att detta i sin tur har haft en påverkan på chefernas ledarskap. Intervjupersonerna upplever att en stor anledning till detta är att det gått mot ett mer digitaliserat arbete. Organisationsstrukturen som sådan i den pågående reformeringen har inte haft en lika hög eller direkt inverkan på chefernas ledarskap. Slutligen går det att dra slutsatsen att Arbetsförmedlingens chefer utövar en ledarskapsstil utifrån ”det demokratiska ledarskapet” då samtliga intervjupersoner menar att medarbetare ofta är med och påverkar beslutsfattandet. The Swedish Public Employment Service has for a long time worked to reduce unemployment in Sweden. The Swedish Public Employment Service is one of Sweden's largest authorities that works and is responsible for labor market policy. The bureaucratic government together with the size of the organization makes it extremely interesting to further study its leadership with culture and organizational structure as factors. The purpose of the study is to find out how the Swedish Public Employment Service managers experience leadership in relation to organizational structure and culture in the ongoing reform. The theoretical starting points used in the study are Weber's organizational theory, Schein's cultural perspective and different definitions of leadership. The method used is a qualitative approach with semi-structured interviews where I ask questions and the respondents answer by highlighting the life values they experience in their workplace. It appears from the results of the study that Swedish Public Employment Service operations are bureaucratically/ hierarchically controlled with a centralized control high up in the organization and a more decentralized control the further down in the organization you come. Furthermore, the results show that a cultural transition has taken place in connection with the ongoing reform and that this in turn has had an impact on the managers' leadership. The interviewees feel that a major reason for this is that they have moved towards more digitalized work. The organizational structure as such in the ongoing reform has not had as high or direct an impact on the leadership of managers. Finally, it can be concluded that Swedish Public Employment Service managers exercise a leadership style based on “democratic leadership” as all interviewees believe that employees are often involved and influence decision-making.

The social services in Sweden are clearly influenced by international development towards organisational specialisation. However, little is known about how organisational structures are associated with the client work of social services. The article presents a narrative research review aimed to summarise and discusses empirical research on organisational structures in the social services and how these structures might influence client work. Building on the tension between specialisation and integration, the article identifies both the advantages and the disadvantages of the different approaches to organising social services along a continuum from high levels of specialisation, via coordination and collaboration solutions, to high levels of integration. The findings suggest that, to function adequately, social service organisations need to combine and balance aspects of both specialisation and integration. Svensk och internationell socialtjänst präglas tydligt av organisatorisk specialisering. Det saknas dock kunskap om hur organisationsstrukturer påverkar socialttjänstens klientarbete. Denna artikel presenterar en narrativ forskningsöversikt med syftet att sammanfatta och diskutera empirisk forskning organisationsstrukturer i socialtjänsten och hur dessa kan påverka klientarbetet. Med spänningsfältet mellan specialisering och integrering som utgångspunkt, identifierar artikeln både för- och nackdelar med dessa båda organisatoriska principer utifrån ett kontinuum från höggradig specialisering via samordning och samarbete till tydligt integrering. Resultatet visar att socialtjänstens organisation behöver kombinera och balansera olika strukturer utefter kontinuumet mellan specialisering och integrering för att klientarbetet ska fungera ändamålsenligt.

Syftet med studien är att undersöka och kartlägga en översyn över hur bemanningsenhetens huvudprocess; matchningsprocessen ser ut i nuläget, vidare ska rapporten undersöka hur matchningsprocessen kan förbättras, samt att identifiera kvalitativa förbättringar vilka kan underlätta bemanningsplanerarnas vardagliga arbete. Studien bygger på två frågeställningar; Hur ser matchningsprocessen ut i nuläget? Och Hur kan matchningsprocessen förbättras? Studien är en kvalitativ fallstudie där datamaterialet består av intervjuer, insamling av individuella processkartläggningar samt granskning av officiella och interna dokument. Resultatet av det insamlade datamaterialet påvisar att bemanningsenheten består av en sammansvetsad grupp medarbetare som upplevs ha känslan av meningsfullhet och tillit till sitt arbete. Vidare resulterar studien i att det finns otydligheter och brister inom befintliga rutiner, kvalitetssäkring, ansvarsfördelning, samt inom kommunikations- och informationsvägarna. Vilket leder till att det dels kan bidra till onödiga stressmoment, långa väntetider och otydligheter som upplevs finnas i bemanningsenhetens samverkan med andra verksamheter. Dels att det leder till att upplärningen av nya och tillfälliga medarbetare i nuläget sker muntligt, att uppföljningar och kontroller genomförs vid mån av tid. Förbättringsmöjligheterna som därav föreslås till bemanningsenheten, är två arbetssätt, processledning och språngbrädan. Genom att införa arbetssätten, dokumenteras den kunskap som i nuläget inte finns dokumenterade, en tydlig struktur framträder på hur samverkan mellan verksamheterna ska se ut, och tydliga rutiner på kvalitetssäkringen skapas. Resultatet blir att bemanningsplanerarens vardagliga arbete kan underlättas. The purpose of the study is to investigate and map a review of how the staffing unit's main process; The matching process is currently in place, and the report will examine how the matching process can be improved, so that qualitative improvements can facilitate the everyday work of staffing planners. The study is based on two questions; What does the matching process currently look like? And how can the matching process be improved? The study is a qualitative case study where the data material consists of interviews, collection of individual process mappings and review of official and internal documents. The results of the collected data show that the staffing unit consists of a close-knit group of employees who are perceived to have the feeling of meaningfulness and trust in their work. Furthermore, the study concludes that there are ambiguities and shortcomings within existing routines, quality assurance, division of responsibilities, as well as within the communication and information channels. This means that it can partly contribute to unnecessary stress, long waiting times and ambiguities that are perceived to exist in the staffing unit's collaboration with other activities. Partly because it leads to the training of new and temporary employees currently taking place orally, that follow-ups and checks are carried out when time allows. The improvement possibilities proposed to the staffing unit are two ways of working, process management and the springboard. By introducing the working methods, the knowledge that is currently not documented is documented, a clear structure emerges on how the collaboration between the operations should look, and clear routines on quality assurance are created. The result is that staffing planners’ everyday work can be facilitated.

Det här är ett examensarbete inom Industriell Ekonomi och Produktion som handlar om MTR Techs verktygsframtagningsprocess där det saknas ett standardiserat arbetssätt. Företaget har haft problem med kvalitetsdifferenser vid produktframtagningsprocessen av inköpta och egentillverkade verktyg, likaså är de i behov av en lathund för CE-märkning, därav uppkomsten av detta examensarbete. Målet med examensarbetet är att effektivisera och höja kvaliteten på MTR Tech:s CE-märkningsprocess av maskiner genom att skapa en ny process med en lathund, en kvalitetskontroll samt en checklista. I denna studie har en semistrukturerad intervju genomförts med handledaren från företaget som resulterade i en processkarta som användes som utgångspunkt för vidare arbete. Utöver det har en litteraturstudie genomförts med fokus på processledning, kvalitetsarbete och lean. Examensarbetet resulterade i ett förbättringsarbete vad gäller den nuvarande processkartan. Det består av en ny processkarta som, enligt identifierade slöserier, omfattar berörda processer, en checklista, en lathund för implementering av CE-märkning och en kontroll innan lansering för färdiga produkter. This is a degree project in Industrial Economics and Production that deals with MTR Tech's tool development process where there is no standardized way of working. The company has long-standing problems with quality differences in the product development process of purchased and self-manufactured tools, as well as in need of a guide for the implementation of CE marking, hence the emergence of this degree project. The goal of the degree project is to streamline and increase the quality of MTR Tech's CE marking process of machines by creating a new process with a guide, quality control and a checklist. In this study, a semi-structured interview was conducted with the supervisor from the company, which resulted in a process map that was used as a starting point for further work. In addition, a literature study has been conducted with a focus on process management, quality work and lean. The degree project resulted in an improvement project regarding the current process map, which is a new process map which, according to identified waste, includes relevant processes, a checklist, a guide for implementing CE marking and a control process before launch for finished products.

Die in diesem Beitrag eröffnete Perspektive auf Professionalität bringt empirische Analysen aus den unterschiedlichen Handlungsfeldern Schule, Frühpädagogik und Soziale Arbeit miteinander ins Gespräch. In modernen Gesellschaften steht professionelles Handeln zunehmend vor dem Problem, die bestehende Spannung zwischen der interaktiven Praxis mit der Klientel sowie organisationalen (und gesellschaftlichen) Normen zu bewältigen. Die Bearbeitung dieser Spannung im Sinne einer konstituierenden Rahmung ist Grundlage für die Beurteilung einer beruflichen Praxis als professionalisiert. In einem weiteren Schritt zielen unsere Analysen auf den systematischen Vergleich unterschiedlicher beruflicher Praxen anhand der in ihnen implizierten (diskurs-)ethischen Prinzipien (wie bspw. Macht und Willkür). Diese Differenzierung betrifft zentral auch den Sachbezug und stellt die Grundlage einer normativen Bewertung dieser Praxen dar. Der Beitrag diskutiert Gemeinsamkeiten und Unterschiede der drei Handlungsfelder in Bezug auf ihre jeweilige Organisationsstruktur, implizite (diskurs-)ethische Prinzipien, die Anforderungen an Fachlichkeit sowie auf normative Erwartungen. (DIPF/Orig.)

Byggsektorn står för 35 procent av allt genererat avfall i Sverige och en stor del av Sveriges inhemska utsläpp av växthusgaser. Bygg- och fastighetsbranschen har därför ett ansvar för att bidra till en mer hållbar utveckling. Bland annat genom att jobba för hållbara städer och samhällen samt en mer hållbar konsumtion och produktion, vilket är det 11:e respektive 12:e globala målet för hållbar utveckling. Ett förfarande för att uppnå målen är att ställa om från en linjär till en cirkulär ekonomi, där återbruk är en bidragande faktor. Det har därför varit relevant att undersöka hur en kommersiell fastighetsägare kan lyckas med återbruk i lokalanpassningar, eftersom vägen dit inte är självklar. Examensarbetet har begränsats till att identifiera en organisationsstruktur med ett förslag till en förvaltnings- och projektorganisation för att hantera återbruk vid lokalanpassningar samt en affärsmodell. I organisationsstrukturen läggs fokus på samverkan mellan alla involverade parter i en lokalanpassning. Övergången från ett linjärt till ett cirkulärt arbetssätt där flertalet arbetsroller är involverade från ett tidigt skede aktualiseras. I projektorganisationen krävs nya kompetenser och samarbetspartners i form av inventerings- och återbrukskonsult och leverantör av tjänsterna lager och logistik, vilka förslagsvis läggs ut på externa parter. Internt kan fastighetsägare engagera en hållbarhetskoordinator med strategiskt och operativt ansvar för förändringen till mer återbruk. In-house miljösamordnare kan anlitas med ansvar för informationsinsamling och kunskapsspridning. Vidare ska det säkerställas att projektledaren har huvudansvaret för att återbruk tillämpas i lokalanpassningar, men med god hjälp från andra kompetenser vilket åstadkoms genom samverkan. Affärsmodellen tydliggör det värdeerbjudande och de nyckelaktiviteter som en kommersiell fastighetsägare implementerar i deras verksamhet genom återbruk i hyresgästanpassningar. Förändringen möjliggör att fastighetsägare kan erbjuda cirkulära och hållbara lokaler till sina kunder. Samtidigt behöver fastighetsbolag skapa och implementera arbetsprocesser för att möjliggöra återbruk vid lokalanpassningar. Bland annat rekommenderas fastighetsägare att genomföra återbruksinventeringar, bygga modulärt, vara aktiv på andrahandsmarknaden och bidra till ett cirkulärt beteende hos kunder, samarbetspartners och internt i bolaget. Omställningen till återbruk och inkorporerande av de nya arbetsrutinerna kan åstadkommas genom följande steg:1) Utbilda kunden och bolaget internt2) Inventera fastighetsbeståndet, sätta tydliga mål och bestämma en plan3) Göra investeringar för långsiktig lönsamhet4) Samarbetspartners och digitala verktyg5) Etablera processer inom bolaget6) Förankra förändringen The building sector is accountable for 35 per cent of all generated waste in Sweden and a considerable part of Sweden’s domestic pollution of greenhouse gases. The building and real estate sector is therefore compelled to contribute to a more sustainable development. The industry can, among other things, work for sustainable cities and communities in addition to a more sustainable consumption and production, which are the 11th and 12th global targets for sustainable development. The transformation from a linear to a circular economy, where reuse is a contributing factor, is one way to achieve these goals. It has therefore been relevant to investigate how a real estate owner can succeed with reuse in adaptions of commercial properties. The dissertation has been limited to identify an organisational structure with a suggestion to a property management and project organisation to handle reuse in property adaptions in addition to a business model. In the organisational structure, partnering between all involved parties in a project has been emphasized. The transition from a linear to a circular approach, where most employees are involved from an early stage, is made relevant. New outsourced collaborators in the form of inventory and reuse consultants and suppliers of the services storage and logistic are required. In-house, property owners can engage sustainability coordinators with a strategic and operational responsibility for the change to more reuse. Internal environmental coordinators can be employed with responsibility for data collection and disseminating knowledge. Furthermore, it should be ensured that the project manager has the main responsibility for the task that reuse constitutes. Reuse should, however, be carried out with considerable support from other the capabilities in the project which is achieved through partnering. The business model highlights the value and key activities that commercial property owners achieve and implement in their operations through reuse in tenant adaptions. The change enables real estate owners to offer circular and sustainable facilities to their clients. Simultaneously, property owners must create and implement processes to validate reuse in their operations. Among other things, real estate companies are recommended to carry out reuse inventories, modular building, participating on the second-hand market and contribute to a more circular behaviour with clients, partners and in-house in the company. The transition to reuse and incorporation of the new routines can be achieved through the following steps:1) Educate the client and the company in-house2) Take stock of the property portfolio, formulate specific goals and determine a plan3) Make investments for long-term profit4) Collaborators and digital tools5) Establish processes within the company6) Refreezing the change

Today's internet is shaped largely by privately operated platforms of various kinds. This paper asks how the various commercially operated communication, market, consumption and service platforms can be grasped as a distinct organizational form of enterprise. To this end, we make a basic distinction between (1) the platform-operating companies as organizing and structuring cores whose goal is to run a profitable business, and (2) the platforms belonging to these companies as more or less extensive, rule-based and strongly technically mediated social action spaces. While platform companies are essentially organizations in an almost archetypical sense, the internet platforms they operate constitute socio-technically structured social, market, consumption or service spaces in which social actors interact on the basis of detailed and technically framed rules, albeit, at the same time, in a varied and idiosyncratic manner. The thesis of this paper is that the coordination, control and exploitation mechanisms characteristic of the platform architectures are characterized by a strong hierarchical orientation in which elements of co-optation and the orchestrated participation of users are embedded. In this hybrid constellation, the platform companies have a high degree of structure-giving, rulesetting and controlling power-in addition to exclusive access to the raw data material generated there. While this power may manifest, at times, as rigid control, direct coercion or enforceable accountability, for the majority of rule-obeying users it unfolds nearly imperceptibly and largely silently beneath the surface of a (supposed) openness that likewise characterizes the platforms as technically mediated spaces for social and economic exchange. Das heutige Internet wird durch privatwirtschaftlich betriebene Plattformen der unterschiedlichsten Art geprägt. Dieser Aufsatz fragt danach, wie sich diese verschiedenartigen kommerziellen Kommunikations-, Markt-, Konsum- und Serviceplattformen als distinkte Unternehmensform fassen lassen. Dazu wird eine basale Unterscheidung zwischen (1) den plattformbetreibenden Unternehmen als organisierenden und strukturierenden Kernen und (2) den ihnen gehörenden Plattformen als mehr oder minder ausgreifenden sozialen Handlungsräumen vorgenommen. Während sich Plattformunternehmen als Organisationen in einem geradezu klassischen Sinne darstellen lassen, konstituieren die von ihnen betriebenen Internetplattformen soziotechnisch strukturierte Sozial-, Markt-, Konsum- oder Serviceräume, in denen soziale Akteure zwar auf der Grundlage detailliert ausgestalteter und technisch eingefasster Regeln, aber zugleich variantenreich und eigenwillig interagieren. Die für solche Plattform-Architekturen charakteristischen Koordinations-, Kontroll- und Verwertungsmechanismen zeichnen sich durch eine starke hierarchische Ausrichtung aus, in die Elemente der Kooptation und des orchestrierten Mitwirkens der Nutzer eingelagert sind. Die Plattformunternehmen haben in dieser hybriden Konstellation ein hohes Maß an strukturgebender, regelsetzender und kontrollierender Macht - und verfügen überdies über den exklusiven Zugriff auf das dort produzierte Rohmaterial an Daten. Diese Macht äußert sich in vielen Fällen, aber längst nicht immer als rigide Kontrolle, als direktiver Zwang oder einklagbare Rechenschaftspflicht, sondern entfaltet sich für die große Zahl regel-konformer Nutzer weitgehend geräuschlos unter der Oberfläche einer (vermeintlichen) Offenheit, die die Plattformen als Markt- und Sozialräume auch auszeichnet.

I början av år 2020 drabbades vårt samhälle av Covid-19 pandemin, vilket medförde riktlinjer som innebar att flertal organisationer aktualiserade ett arbete på distans. Det har i mångt och mycket diskuterats kring hur distansarbetet har påverkat organisationerna såväl som de individer som organisationen innefattas av. Syftet med denna kvalitativa studie är undersöka och skapa sig en förståelse för hur ett ledarskap på distans har påverkat relationerna mellanchef och medarbetare. Relationen mellan ledare och medarbetare utgörs i denna studien av aspekter som stöd, kommunikation och ledarskapet på distans ur såväl medarbetarnas som ledarnas perspektiv. Vidare undersöks även om organisationsstrukturen har någon påverkan i hur relationerna på distans har sett ut. Genom att inkludera ledare likväl som medarbetare i undersökningen skapas en bredare förståelse kring ämnet och en tydligare inblick växer fram kring komplexiteten i ledarens förmåga att leda och utveckla starka relationer på distans. Undersökningen riktar sig i första hand till nuvarande och framtida ledare, i vilket ledarna kan skapa en uppfattning och därmed tillsätta sig kunskap för att enklare kunna planera och utföra sitt ledarskap på distans i framtiden. Det empiriska insamlade materialet innefattas av totalt 14 intervjuer, varav två av respondenterna är ledare och resterande är medarbetare. Undersökningen har genomförts på två större organisationer i Sverige, den ena statligt ägd och den andra privatägd. Vidare innefattas det empiriska materialet även av interna dokument i form av riktlinjer kopplat till distansarbetet. Resultatet från datainsamlingen visar i första hand på att distansen i sig inte är den avgörandefaktorn för hur relationerna mellan medarbetare och chef påverkats av arbete på distans, utan att det till stor del beror på vilken typ av ledarskap som chefen utövar. Vidare kan vikonstatera att kommunikationen är den faktor som påverkar relationerna i högst grad, där digitaliseringen förhindrar att kroppspråk framkommer lika väl som det gör fysiskt. På grund av det ledarskap som de intervjuade cheferna präglas av, har inte organisationsstrukturen haft någon direkt betydelse kring huruvida relationerna mellan chef och medarbetare påverkats av ett arbete på distans. Avslutningsvis kan vi konstatera att en hybridlösning, där de anställda har möjlighet att arbeta både hemifrån och på kontoret, ses som det bästa alternativet från såväl medarbetarnas som chefernas synvinkel. At the beginning of 2020, our society was affected by the Covid-19 pandemic, which led to guidelines that meant several organizations implemented work at a distance. There has been a lot of discussion about how distance work has affected the organizations as well as the individuals that work in the organizations. The purpose of this qualitative study is to examine and create an understanding on how remote leadership has affected the relationships between manager and employee. In this study, the relationship between leader and employee consists of aspects such as support, communication and leadership at a distance from the perspective of both employees and leaders. Furthermore the study also aims to investigate whether the organizational structure, based on hierarchy, has any influence on the appearance of the relationships at a distance. By including leaders as well as employees in the collected empirical material, a broader understanding of the subject is created and a clearer insight emerges about the complexity of the leader's ability to lead and develop strong relationships at a distance. This study is primarily aimed at current and future leaders, in which the leaders can create an opinion and thereby acquire knowledge to be able to more easily plan and carry out their leadership at a distance in the future. The empirically collected material consists of14 interviews, of which two of the respondents are leaders and the rest are employees. The collected data was conducted on two major organizations in Sweden, one state-owned company and the other privately owned. Furthermore, in the empirical material internal documents in the form of guidelines linked to the telework by both organizations is also included. The results from the data collection primarily show that distance itself is not the decisive factor for how the relationships between employees and managers are affected by a work at a distance, but that it largely depends on the type of leadership that the manager exercises. Furthermore, we can state that communication is the factor that affects relationships to the highest degree at a distance, where digitalisation prevents body language from emerging as well as it does physically. Due to the leadership that the interviewed managers are characterized by, the organizational structure has not had any direct significance regarding whether relationships between manager and employees have been affected by remote work. In conclusion, we can state that a hybrid solution, where employees have the opportunity to work both from home and in the office, is seen as the most advantageous alternative from both the employees and managers point of view.

Sammanfattning Datum - 2022-06-01 Nivå - Kandidatuppsats i företagsekonomi, 15hp Akademi - Akademi för Ekonomi, Samhälle och Teknik Författare - Miranda Elias Sara Mahamad Taufk (99/07/24) (99/11/12) Titel – Digitaliseringens möjligheter och utmaningar i organisationer Handledare - Lennart Haglund Nyckelord – Digitalisering, Digital transformation, Institutionalisering, Organisationsförändring, Organisationsstruktur, Isomorfism och Legitimitet. Frågeställningar – På vilket sätt har implementeringen av digitala tekniker förändrat organisationer?-Vilka möjligheter och utmaningar har uppstått i och med digitaliseringen som i sin tur påverkat organisationsstrukturer och arbetsprocesser? Syfte - Syftet med denna undersökning är att studera digitaliseringens påverkan på organisationsstruktur och arbetsprocesser, utifrån ett ledningsperspektiv. Metod – Undersökningen genomfördes med en kvalitativ metod och en abduktiv ansats genom semistrukturerade intervjuer. Slutsats – Studien visar att organisationer är beroende av digitala tekniker i stor utsträckning och använder digitala verktyg och system för att driva verksamheten framåt. Detta har lett till förändringar i organisationsstruktur och arbetsprocesser. Möjligheterna handlar bland annat om att arbetsprocesserna blivit mer effektiva och flexibla till följd av digitaliseringen, genom automatisering och kommunikationsverktyg. I takt med digitaliseringen har arbetsfördelningen förändrats då förskjutning av ansvar har ökat, detta har förändrat organisationsstrukturen i respektive bransch. Studien har identifierat utmaningar kopplat till snabba förändringar i samhället. Digitaliseringen har skapat ett institutionellt tryck och krav på organisationer till att vara mer snabbfotade och förändringsbenägna för att hålla sig legitima och relevanta på marknaden. Abstract Date- 2022-06-01 Level - Bachelor’s thesis in business economics, 15cr Institution - School of Business, Society and Engineering Authors - Miranda Elias Sara Mahamad Taufk (99/07/24) (99/11/12) Title - The opportunities and challenges of digitalization in organizations Advisor - Lennart Haglund Keywords - Digitalization, Digital transformation, Institutionalization, Organizational change, Organizational structure, Isomorphism and Legitimacy. Research questions – How has the implementation of digital technologies changed organizations?- What opportunities and challenges have arisen because of digitalization, which has affected organizational structures and work processes? Purpose - The purpose of this thesis s to examine the impact of digitalization on organizational structure and work processes, from a management perspective. Method - The thesis was conducted using a qualitative method and an abductive approach through semi-structured interviews. Conclusion - The thesis shows that organizations are dependent on digital technology to a large extent and use digital tools and systems to run their business. This has led to changes in organizational structure and work processes. The opportunities include the fact that the work processes have become more efficient and flexible because of digitalization, through automation and communication tools. The division of labor has changed as the shift of responsibilities has increased; this has changed the organizational structure in each industry. The thesis has identified challenges linked to rapid change in society. Digitalization has created institutional pressure and demands on organizations to be fast-paced and prone to change to stay legitimate and relevant in the market.

In the strategic planning for 2019-2023, the Institute identified three key responsibilities that it would prioritise in its work. The first responsibility is to strengthen social cohesion. The second responsibility is to make human rights a positive force as humanity experiences a transformation in the very basis of its existence. The third responsibility is to bolster the human rights protection system and preserve safe spaces for civil society. The annual report will give you an insight into the range and diversity of our work.

In today's modern technical world there are numerous ways for IT-systems to increase an organizations effectiveness through digitalization. Effective business management requires an effective, efficient, and flexible management system. Management systems are widely used in organizations for creating order, assuring performance, and managing an organization’s knowledge. A management system aims to describe how an organization handles its business, routines, and is a tool for the management to manage the organization. A successfully implemented management system will furthermore make it easier for management to decide on necessary changes. This study is concerned with the identification of factors that contribute and affect the usage of management systems in an organization. This is accomplished through a combination of qualitative interviews, surveys, and a literature study. The literature study resulted in a few key areas that has been shown to affect an organizations usage of an implemented management system. These were Intranet and integration, Communication, Corporate culture and management, Education, Accessibility, Certification, User acceptance and System usability, Ease of use and usability. This study aims to broaden the knowledge on the subject and investigate which factors can influence the use of management systems. The identified factors that the study results in are Education, Ease of use, Updated and complete information, Adaptability, Accessibility, Attitude towards management systems, Motivation, and communication, Updated and complete information, Education, Ease of use and user acceptance and Role-based. We deem that the factors updated and complete information and role-based contribute to the selected area of research. Further research had advantageously strengthened the newly identified factors to be able to determine if they negatively or positively affect the usage of management systems.

The financial billing per hour model consultancies use is a successful concept. The financial model has also influenced a mindset where the structures, culture, and leadership of the consultancies revolve around billability. Currently, many consultancies are aiming at business model innovation and turn their innovation capabilities internally through intrapreneurship. Therefore, this thesis answers the questions on how intrapreneurship is integrated into the business model and what role structural, cultural, and leadership aspects have in regard to intrapreneurship. The conducted study shows that there are two main ways of structuring the incorporation of intrapreneurship initiatives, structured and hired intrapreneurship. The culture that revolves around the billing per hour mindset influences both leadership’s willingness to supply resources to the initiative negatively and in many cases, management lacks the knowledge of what is needed to succeed with business model innovation. The study shows that the strategy of the intrapreneurship initiative and the communication and acceptance of the vision are two crucial parameters. Dagens konsultfirmor använder sig av ett historiskt framgångsrik finansiell struktur som bygger på debiterbara timmar. Fokuset på de debiterbara timmarna påverkar inte bara den finansiella strukturen, den influerar även hur konsultfirmorna struktureras, kulturen och ledarskapet. Fokuset på debiterbara timmar komplicerar för interna projekt via intraprenörskap och innovation kring affärsmodellen. För att undersöka detta vidare svarar denna uppsats på hur intraprenörskap integreras i affärsmodellen och till vilken del struktur, kultur och ledarskap influerar initiativen. Den genomförda studien visar att det finns två huvudsakliga sätt att strukturera integrerandet av intraprenörskap, strukturerat och hyrt intraprenörskap. Kulturen som kretsar kring debiterbar tid påverkar ledarskapets vilja att tillföra resurser till initiativet negativt och i många fall saknar ledningen kunskap om vad som behövs för att lyckas med affärsmodellsinnovation. Studien visar att strategin för intraprenörskap initiativet och kommunikationen samt acceptansen av visionen är två avgörande parametrar för hur initiativen implementeras i affärsmodellen.

Gemensamma operationer handlar om att integrera stridskrafter, samtidigt som försvarsgrenar innebär en uppdelning av stridskrafter i separata organisationer. Hur påverkar en försvarsmakts organisationsstruktur dess förmåga att genomföra gemensamma operationer? I uppsatsen studeras Försvarsmaktens omorganisation till försvarsgrensstaber i perioden 2018–2021 som ett fall av militär organiserad för gemensamma operationer. Henry Mintzbergs Structure in Fives och Aaron P. Jacksons The Four Aspects of Joint används för att kombinera ett organisationsteoretiskt och krigsvetenskapligt perspektiv. Organisationens struktur utläses ur offentliga dokument. Den teoretiska analysen visar att Försvarsmaktens förmåga att integrera stridskrafter i gemensamma operationer kan minska till följd av omorganisationen. Detta beror på en ökad divisionalisering (uppdelning i självständigare delar) respektive avveckling av gemensamma ledningsstrukturer. Som slutsats föreslår författaren att relationen mellan organisationsstruktur och gemensamma operationer kan beskrivas med hjälp av två sammanhängande modeller. Den ena beskriver stridskrafter med olika stark organisatorisk självständighet. Den andra ställer stridskraft som organisatoriskt indelningskriterium mot indelningar med integrerade stridskrafter. Styrkor och svagheter i val av struktur beskrivs utifrån hur väl olika interdependencies (ömsesidiga beroenden) hanteras. Författaren föreslår att gemensamma ledningsstrukturer är nödvändiga för att överkomma de inneboende motsättningar som finns i varje organisatorisk grundlösning. Efter analysen tydliggörs att den krigsvetenskapliga teorin påverkas av ett utgångsperspektiv som förutsätter existensen av självständiga försvarsgrenar. Organisationsteorins bidrag utgör enbreddning av detta perspektiv.

Dieser Artikel setzt sich unter Bezugnahme auf das Modell der drei Horizonte (Sharpe 2013) mit der Frage auseinander, wo das System der Behindertenhilfe in Österreich ansteht und welche Organisationsformen international bereits existieren, die Unterstützung anders zu organisieren. Anhand der Entwicklungsphasen von Organisationen (Glasl 1999) wird sichtbar gemacht, wo viele Organisationen im Feld der Behindertenarbeit aktuell anstehen, welchen externen Einflüssen sie ausgesetzt sind und welche Auswirkungen diese auf die Akteur*innen im Feld haben. Anhand von Frédéric Laloux’ „Reinventing Organizations“ (2015) werden neue Formen des Organisierens vorgestellt, die Hoffnung auf Veränderung machen. (DIPF/Orig.) With reference to the model of the three horizons (Sharpe 2013), this article deals with the question of where the system of disability support in Austria stands and which alternative organizational forms already exist internationally. Using the developmental phases of organizations (Glasl 1999), this article makes visible where many organizations in the field of disability work are currently stuck, what external influences they are exposed to, and what effects these have on the actors in the area. With the help of Frédéric Laloux’s Reinventing Organizations (2015), new forms of organizing are presented that give hope for change. (DIPF/Orig.)

Bad Heilbrunn : Verlag Julius Klinkhardt 2022, 349 S., Transformation stellt im Gegensatz zu „Change“ eine Abkehr von einem reinen Optimieren bestehender Strukturen dar. Vielmehr geht es darum, die Gestaltung inklusiver und nachhaltiger Gemeinschaften als Zukunftsprojekte zu denken und zu gestalten. Obwohl Organisationen maßgeblich die Lebensführung von Menschen strukturieren, normieren und damit auch entscheidend auf deren Teilhabechancen einwirken, hat die Inklusionsforschung Fragen der wechselseitigen Beeinflussung von Inklusion und Organisation bislang nur gestreift. Dieser Sammelband eröffnet theoretische Perspektiven auf Fragen der Bearbeitung und Verarbeitung von Inklusion, und gibt Einblick in praktische Beispiele eines „Organisationen Anders Machen“. Dabei nutzt dieses Buch das Modell der Drei Horizonte, um aufzuzeigen, dass Menschen zur Ausbildung eines Zukünfte-Bewusstseins und damit auch grundsätzlich zu Musterwechseln fähig sind. (DIPF/Orig.)

Misunderstandings are often perceived as something to be avoided yet delineate an integrative part of everyday work. This book addresses the role that misunderstandings play in collaborative work and, above all, their effects on the organisational result. As exemplified by project collaboration across three offices of a multinational corporation in India, Frauke Mörike explores how misunderstandings shape the organisational system and why they prove not only necessary but even productive for organisational functioning. In doing so, she offers new ways to think about collaboration and establishes `misunderstanding' as a key factor of insight for the field of organisational research.

Wie kann der digitale Wandel in wissenschaftlichen Bibliotheken personell, organisatorisch und serviceorientiert gestaltet werden? Welche Auswirkungen hat die Digitalisierung für das professionelle Selbstverständnis? Drei Mitarbeiter*innen des Wissenschaftszentrums Berlin für Sozialforschung (WZB) haben renommierte Einrichtungen des US-amerikanischen Wissenschaftssystems in New York City und Boston besucht und Trends, Probleme und Erfahrungen erkundet. Zugl.: Accepted Manuscript (Postprint) von Droß, Patrick J.; Höhne, Silvia; Naujoks, Julian (2021): „Hands-on“ und „connecting tissue“ - Wissenschaftliche Bibliotheken und Digitalisierung in den USA, in: Personal- und Organisationsentwicklung in Einrichtungen der Lehre und Forschung (P-OE), ISSN 1860-3033, UniversitätsVerlagWebler (UVW), Bielefeld, Vol. 16, Iss. 3, pp. 77-81. How can the digital transformation be structured and managed in matters of staff, organisation and service orientation? How does digitisation affect the professional self-conception of librarians? Three researchers of the Social Science Research Centre Berlin (WZB) have visited prominent institutions of the US-American science and research system in New York City and Boston to scout trends, issues and new experiences.

The article analyses the organisation of the Law and Justice party (Prawo i Sprawiedliwość [PiS]) in Poland. The case of PiS does not only allow us to explore the organisational features of a strongly institutionalized, incumbent party which uses populist radical right (PRR) politics. PiS, we argue, is also an ideal case to contrast what such parties might rhetorically declare and substantively do about their organisational features. Using party documents, press reports, quantitative data, and insights from the secondary literature based on interviews with activists, we evaluate the extent to which PiS has developed a mass-party-related organisation, and centralized its intra-party decision-making procedures. We find that while PiS made overtures to some aspects of mass-party-like organisation for electoral mobilization, the party remained reluctant to actively expand its membership numbers and put little effort into fostering the integration and social rootedness of its members through everyday intra-party activities. Furthermore, despite attempts to enact organisational reinvigoration, in practice PiS continued to revolve around strongly centralized structures and, in particular, the absolutist leadership style of the party’s long-time Chair Jarosław Kaczyński. The analysis contributes to assessing the variety and functions of organisational features and appeals within the comparative study of PRR parties. Most particularly, it invites further research into the still relatively under-researched interactions between PRR party organisation and active party communication.

Bakgrund: Organisationer förändras och övergår mer till teambaserad struktur samt utvecklar med självstyrande team. Självstyrande team har visat öka effektivitet och produktivitet i organisationerna. Den organisationsstruktur och -kultur som teamen besitter anses unik med strävan efter auktoritet i det vardagliga arbetet samt beslutsfattandet. Det är utmanande med självstyrande team som ska bestå av individer som ska förlita sig på varandra med ett gemensamt ansvarstagande och arbeta mot ett gemensamt mål. Vid första tanke är självstyrande team uppbyggda med grund att vara ledarlösa. Syfte: Syftet med studien är att undersöka och öka förståelsen för vardagligt beslutsfattande inom självstyrande team. Det som avses undersökas är förståelsen kring beslutsfattandets tillvägagångssätt samt teammedlemmars befogenhet för det vardagliga beslutsfattandet inom teamen. Metod: Metoden som har använts i denna studie är en kvalitativ forskningsmetod med abduktiv ansats. Det empiriska material som samlats in till studien bygger på sju semistrukturerade intervjuer samt en mängd sekundärdata från det valda tillverkningsföretaget. Det insamlade empiriska materialet har för avsikt med hjälp av den teoretiska referensramen, att analysera likheter och skillnader mellan teamen samt tidigare forskning. Slutsats: Studien bekräftar tidigare forskning om att självstyrande team ska styra över sitt eget ansvarstagande samt vardagliga beslutsfattande. Studien illustrerar dock att definitionen av självstyrande team är begränsad och behovet av stöd från ledarroller behövs. Background: Organizations change and transition more to team-based structure and develop with autonomous teams. Autonomous teams have shown increased efficiency and productivity in organizations. The organizational structure and culture that the teams possess is considered unique with the pursuit of authority in everyday work and decision-making. It is challenging with autonomous teams that will consist of individuals who rely on each other with a shared responsibility and work towards a common goal. At first thought, autonomous teams are built on the basis of being leaderless. Purpose: The purpose of the study is to investigate and increase the understanding of everyday decision-making within autonomous teams. What is meant to be investigated is the understanding of the approach of decision-making as well as the power of team members for the day-to-day work of the teams. Method: The method used in this study is a qualitative research method with an abductive approach. The empirical material collected for the study is based on seven semi-structured interviews as well as a variety of secondary data from the selected manufacturing company. The collected empirical material intends to use the theoretical frame of reference to analyze similarities and differences between the teams and previous research. Conclusion: The study confirms previous research that autonomous teams should control their own responsibility and everyday decision-making. The study illustrates that the definition of autonomous teams is limited and the need for support from leadership roles is needed.

Innovations have always been an essential factor for the long-term success of corporations. This is all the more true at times like the present, which is becoming increasingly dynamic and fast due to such effects as digitalization and globalization. However, as important as innovations are for the success of corporations, their systematic development is just as challenging. This fact can be demonstrated not least by numerous practical examples in which formerly successful corporations were unable to react appropriately to changing market and competitive conditions and consequently had to give up their market position. The challenges in the development of innovations can be traced back to different organizational conditions, which are necessary for the efficient exploitation of existing products on the one hand and the exploration of new innovations on the other. The scientific literature recommends, among other things, the separation of exploration and exploitation into different organizational units to meet the challenges mentioned above. In addition to the operational business units, which are usually responsible for the exploitation of existing products, it is advisable to establish innovation units, such as corporate incubators or corporate venture capital units, and to entrust them with the exploration of innovations. For a detailed examination of the current state of research on corporate incubators and corporate venture capital, two systematic literature analyses were carried out within the scope of this thesis. As a result, it was discovered that further research is needed, particularly concerning the organizational integration of such innovation units into the overall organization and the associated conflicts of objectives. To make an initial contribution to closing the research gap mentioned above, a further study of this work is devoted to the organizational integration of different innovation programs in an established corporation. This study differs from previous studies in that it takes an overarching perspective and considers the entire organization, including the innovation units, as a holistic innovation system. Such a corporate innovation system consists of at least three different types of innovation units in addition to the operational business units: exploration-oriented innovation units for the generation of disruptive innovations, exploitation-oriented innovation units for the further development of existing products and transformation-oriented innovation units for the transformation of the corporate culture. Such a system can ensure the systematic and sustainable generation of innovations, especially in the interaction of the various innovation units. In addition to the basic establishment of the innovation units mentioned above, however, appropriate organizational framework conditions are required to ensure that innovations can be developed successfully. The fourth study in this thesis is dedicated to the question of how continuity, competence and cooperation affect the innovation performance of corporations. It could be analyzed that the continuous implementation of innovation activities has the greatest positive effect on the innovation performance of enterprises. While cooperation, in combination with continuity, has a short- to medium-term impact on innovation performance, competence and continuity have a long-term effect on innovation performance. Cooperation and competence are complementary concepts in that cooperation should be used for short-term innovation activities, while competence should be used for the long-term sustainable development of innovations within the enterprise. As a result, this work addresses existing research gaps with regard to the integration of innovation units and the organizational structures of corporations and provides valuable insights and approaches for further research. For this purpose, it was necessary to link findings from the field of innovation management and corporate venturing with concepts of organizational theory. Through this connection, we have succeeded in gaining new scientific insights that previously could not be gained independently within the individual research streams. We are convinced that our findings on Corporate Innovation Systems and the effects of continuity, competence and cooperation on innovation performance have made an important scientific contribution. That is all the more true at a time when successful innovation is becoming increasingly important for corporations and a growing number of newly emerging innovation units can be observed in practice. Innovationen stellen einen wesentlichen Faktor für den langfristigen Erfolg von Unternehmen dar. Dies gilt umso mehr in einer Zeit wie der heutigen, welche durch Effekte wie die Digitalisierung und Globalisierung zunehmend an Dynamik und Schnelligkeit gewinnt. So bedeutsam Innovationen jedoch für den Erfolg von Unternehmen sind, so herausfordernd stellt sich deren systematische Entwicklung dar. Dies lässt sich nicht zuletzt an zahlreichen Praxisbeispielen belegen, in welchen ehemals erfolgreiche Unternehmen nicht in der Lage waren angemessen auf veränderte Markt- und Wettbewerbsbedingungen zu reagieren und in der Folge ihre Marktposition aufgeben mussten. Die Herausforderungen bei der Entwicklung von Innovationen lassen sich dabei insbesondere auf unterschiedliche organisatorische Voraussetzungen zurückführen, welche einerseits für die effiziente Exploitation bestehender Produkte und andererseits für die Exploration neuer Innovationen benötigt werden. Zur Begegnung der Herausforderungen wird in der wissenschaftlichen Literatur unter anderem die Trennung von Exploration und Exploitation in verschiedene Organisationeinheiten empfohlen. Neben den operativen Geschäftseinheiten, welche für die Exploitation bestehender Produkte verantwortlich sind, empfiehlt es sich daher Innovationseinheiten wie beispielsweise Corporate Incubators oder Corporate Venture Capital Einheiten zu etablieren und diese mit der Exploration neuer Innovation zu betrauen. Zur Untersuchung des aktuellen Forschungsstands zu Corporate Incubators und Corporate Venture Capital wurden im Rahmen dieser Arbeit unter anderem zwei systematische Literaturanalysen durchgeführt. Im Ergebnis konnte hierdurch aufgedeckt werden, dass es insbesondere hinsichtlich der organisatorischen Einbindung solcher Innovationseinheiten in die Gesamtorganisation und damit verbundener Zielkonflikte noch weiterer Forschung bedarf. Um einen ersten Beitrag zur Schließung der angeführten Forschungslücke zu leisten, widmet sich eine weitere Studie dieser Arbeit der organisatorischen Einbindung unterschiedlicher Innovationsprogramme in ein etabliertes Unternehmen. Dabei differenziert sich diese Studie von vorangegangenen Arbeiten, indem sie eine übergreifende Perspektive einnimmt und die Gesamtorganisation samt der Innovationseinheiten als ein holistisches Innovationssystem (Corporate Innovation System) betrachtet. Ein solches Corporate Innovation System besteht dabei neben den operativen Geschäftseinheiten aus mindestens drei verschiedenen Typen von Innovationseinheiten: Exploration-orientierten Innovationseinheiten für die Generierung disruptiver Innovationen, Exploitation-orientierten Innovationseinheiten für die Weiterentwicklung bestehender Produkten sowie Transformation-orientierte Innovationseinheiten für die Transformation der Unternehmenskultur. Insbesondere im Zusammenspiel der verschiedenen Innovationseinheiten kann dabei ein solches System die systematische und nachhaltige Generierung von Innovationen gewährleisten. Neben der grundsätzlichen Etablierung der angeführten Innovationseinheiten bedarf es jedoch zusätzlich entsprechender organisatorischer Rahmenbedingungen damit Innovationen erfolgreich entwickelt werden können. Hierzu widmet sich die vierte Studie dieser Arbeit der Frage, wie sich Kontinuität, Kompetenz und Kooperation auf die Innovationsleistung von Unternehmen auswirken. Hierbei konnte analysiert werden, dass die kontinuierliche Durchführung von Innovationsaktivitäten die größte positive Auswirkung auf die Innovationsleistung von Unternehmen hat. Während sich Kooperationen im Zusammenspiel mit Kontinuität insbesondere kurz- bis mittelfristig auf die Innovationsleistung auswirken, wirken Kompetenz und Kontinuität langfristig auf die Innovationsleistung. Kooperationen und Kompetenz stellen hierbei sich ergänzende Konzepte dar, indem Kooperation für kurzfristige Innovationsmaßnahmen eingesetzt werden sollten, während die Kompetenz im eigenen Unternehmen langfristig für die nachhaltige Entwicklung von Innovationen zum Einsatz kommen sollte. Im Ergebnis nimmt sich diese Arbeit bestehender Forschungslücken hinsichtlich der Einbindung von Innovationseinheiten und die Organisationsstrukturen von Unternehmen an und liefert hierzu wertvolle Erkenntnisse sowie Ansätze für weitere Forschungsarbeiten. Wir sind überzeugt, dass unsere Erkenntnisse über Corporate Innovation Systems und die Auswirkungen von Kontinuität, Kompetenz und Kooperation auf die Innovationsleistung einen wichtigen wissenschaftlichen Beitrag geleistet haben. Dies gilt umso mehr in einer Zeit, in der erfolgreiche Innovation für Unternehmen immer wichtiger wird und in der eine wachsende Zahl neu entstehender Innovationseinheiten in der Praxis zu beobachten ist.

When the Eesti Konservatiivne Rahvaerakond (EKRE, Estonian Conservative People’s Party) took over the defunct but extensive party organisation of the Estonian People’s Union, it placed great emphasis on rebooting and extending the organisation and bringing in new activists. As a result, EKRE has grown into a full-fledged mass party type of organisation with all the characteristics associated to it. Furthermore, it has become the fastest-growing party in Estonia in terms of membership and been notably successful in electoral terms. This article focuses primarily on the question of how EKRE developed a mass party organisation with a strong, ideologically-devoted activist core and a remarkable presence on the ground. The article also demonstrates how the party offers a variety of opportunities for engagement to its members. In contrast to an archetypical right-wing populist party, the decision-making power is somewhat diffused within the party, though the party leader remains the public face and mouthpiece of the party. EKRE’s online engagement strategies have been among the most successful in recent Estonian politics and make the party stand out. The article demonstrates that parties can often revise as well as repurpose the features of the predecessor parties and even build defunct mainstream parties into mass parties with a firm ideological core.

Der Ausbruch der Corona-Pandemie zu Beginn des Jahres 2020 beendete die längste Wachstumsphase der Wirtschaft im wiedervereinten Deutschland. Schon die erste Welle der Corona-Krise bedeutet einen großen Einschnitt in die Geschäftstätigkeit vieler Betriebe in Deutschland, etwa zwei Drittel aller Betriebe in West- und Ostdeutschland sind zum Befragungszeitpunkt, d.h. zwischen Juni und Oktober 2020, von negativen Auswirkungen der Pandemie oder den Maßnahmen zu ihrer Eindämmung betroffen. Den Rückgang der Nachfrage bezeichnen 85 Prozent und damit mit Abstand die meisten Betriebe in Deutschland als problematisch. Behördlich angeordnete Schließungen wirkten sich auf die Geschäftstätigkeit etwa eines Drittels der Betriebe negativ aus. Vor allem betroffene kleine (neun Prozent) und Kleinstbetriebe (zwölf Prozent) sehen sich in ihrer Existenz bedroht. Unter den Betrieben in Beherbergung und Gastronomie und den Übrigen personennahen Dienstleistungen ist der Anteil existenzbedrohter Betriebe besonders hoch. Viele Betriebe passen sich mit Umstellungen in ihrer Geschäftstätigkeit und personalpolitischen Maßnahmen der neuen Situation an. Am häufigsten sind verschiedene Formen der kurzfristigen Arbeitszeitanpassung zu beobachten, neben dem Ausgleich von Arbeitszeitkonten spielt v.a. die Anordnung von Kurzarbeit eine große Rolle. Für viele Betriebe gewinnt auch die Flexibilisierung von Arbeitszeit und Arbeitsformen an Bedeutung. So hat insgesamt etwa ein Drittel der befragten Betriebe Möglichkeiten zur Heimarbeit für Ihre Belegschaft eingeführt oder erweitert. In Sektoren, in denen Arbeitsprozesse nicht immer die physische Anwesenheit des Personals erfordern, ist der Anteil mehr als doppelt so hoch. Daneben lässt sich feststellen, dass die Flexibilisierung der Arbeitszeit insbesondere durch die Nutzung von Teilzeitarbeitsmodellen stattfindet. Ein pandemiebedingter Abbau von Personal ist sowohl in westdeutschen als auch in ostdeutschen Betrieben eher selten zu beobachten. Allerdings hat sich die allgemeine Dynamik auf dem Arbeitsmarkt im Jahr 2020 deutlich abgeschwächt, insbesondere in Kleinstbetrieben ist das Beschäftigungswachstum negativ. Der Fachkräftebedarf ist im Jahr 2020 erstmals rückläufig. Sowohl in westdeutschen als auch in ostdeutschen Betrieben ist ein Rückgang um etwa ein Drittel zu beobachten, was sich auch auf die Nichtbesetzungsquote auswirkt. Sie sinkt auf 32 Prozent in Westdeutschland und 37 Prozent in Ostdeutschland. Auch in der aktuellen Situation spielt die Berufsausbildung für viele Betriebe eine bedeutende Rolle für die Deckung des zukünftigen Fachkräftebedarfs, die Ausbildungsbeteiligung liegt bei etwa der Hälfte der berechtigten Betriebe. Die Befunde offenbaren allerdings auch, dass insbesondere kleine Betriebe und Betriebe in Ostdeutschland zunehmend Probleme bei der Suche nach geeigneten Ausbildungsinteressenten und deren Ausbildung haben. In einer multivariaten Analyse wird der Zusammenhang zwischen wirtschaftlichem Erfolg eines Betriebes in der Vergangenheit und der Schwere der Betroffenheit von der Krise untersucht. Die Ergebnisse legen nahe, dass insbesondere die Ertragslage des Vorjahres einen hohen Einfluss auf die Wirkung der Pandemie in den Betrieben hat. Eine gute bis sehr gute Ertragslage in der Vergangenheit scheint demnach wie ein Puffer zu wirken, der die ersten Folgen und damit die negativen Auswirkungen der Pandemie abfedern kann. Die Arbeitsproduktivität und das Beschäftigungswachstum, wenngleich für die Schwere der Liquiditätsengpässe von ökonomischer Bedeutung, haben einen eher geringen Einfluss auf die Stärke der Corona-Effekte für die Betriebe. At the beginning of the year 2020 the Corona pandemic terminated the longest period of economic growth in reunified Germany. Even the first wave of the Corona crisis represents a major cut in the business activities of many establishments in Germany. During the survey, i.e. between June and October 2020, around two-thirds of all firms in western and eastern Germany were affected by the negative impact of the pandemic or the measures taken to control it's spreading. 85 percent and thus by far the majority of establishments in Germany assess the decline in demand as the biggest problem. Besides, officially ordered closures had a negative impact on business activities of around one third of the establishments. In particular, small establishments (nine percent) and micro-establishments (twelve percent) are afraid of having to give up their business. Among establishments in hotel business and gastronomy and other personal services, the share of establishments threatened with insolvency is particularly high. Many establishments adapt to the new situation by changing their business activities and personnel policy. Various forms of short-term working time adjustments like balancing working time accounts or vacation arrangements are common. Besides, short-time work arrangements play a major role in many establishments. In addition, flexible forms of work and the flexibilization of working hours become more important. Around one third of all firms have introduced or expanded home office opportunities for their employees; in sectors where work can be organized more decentral and the presence of personnel is not always required, the proportion is more than twice as high. In addition, a rising number of establishments apply part-time working models to gain flexibility in working time. A pandemic-related reduction in the workforce is rather rare in both West German and East German establishments. However, the general labor market dynamics weakened significantly in 2020, especially in micro-establishments employment growth is negative. The demand for skilled employees declines for the first time in 2020: in both western and eastern Germany, we observe a drop of around one third. Also the non-occupancy quota for skilled labor declines to 32 percent in western Germany and 37 percent in eastern Germany. Even in the current situation, vocational training plays an important role for many establishments; about 50 percent of the eligible firms actually provide vocational training. However, the survey also reveals that particularly small establishments and firms in eastern Germany have increasing problems to find suitable apprentices. A multivariate analysis examines the relationship between a firm's economic success in the past and the severity of its affection by the crisis. The results suggest that the previous year's revenue in particular has a high impact on the effect of the pandemic on establishments. A (very) good earnings situation in the past appears to act like a buffer that can cushion the initial consequences and thus the negative effects of the pandemic. Labor productivity and employment growth, although economically influential for the severity of liquidity constraints, have rather small impacts on the strength of the corona effects for establishments.

The digitised world of today has led to the development of new organisational structures within companies, resulting in new leadership styles in digital firms. Furthermore, customers’ demand is constantly increasing, which results in the importance of delivering an experience to the customers to stay competitive in the market. Therefore, the purpose of this thesis is to investigate how leadership is applied in a successful e-commerce company with a Customer Experience focus. This thesis is conducted throughout a qualitative single case study of a successful e-commerce company focusing on customer experience(s). The empirical findings have been obtained through semi-structured interviews, which further have been analysed together with the given theories to gain an in-depth understanding to answer the research question (1) How does leadership manifest itself in an e-commerce company? Furthermore, the sub-question (a) Which leadership styles can be identified within the e-commerce company. The conclusion of this thesis presents the importance of having leadership connected to the corporate culture. This includes considering the culture in all decisions within the company and that leaders and employees live by the company’s values. This thesis presents leaders within the case company applying several attributes of different leadership styles. However, the primary leadership style that has been identified throughout all leaders is transformational leadership, including being a digital leader.

Syfte: Syftet med denna studie är att förklara vilka faktorer som spelar in i kvinnliga revisorers karriärval samt hur glastak och jämställdhet upplevs av kvinnliga revisorer inom medelstora revisionsbyråer. Syftet kommer att besvaras med hjälp av två frågeställningar; Vilka faktorer spelar in i kvinnliga revisorers karriärval inom medelstora revisionsbyråer? Upplever kvinnliga revisorer inom medelstora revisionsbyråer att de har samma möjligheter att utveckla ett bra samspel mellan hem och arbete som manliga revisorer? Teoretiskt ramverk: Studiens teoretiska ramverk presenterar inledningsvis kvinnors förutsättningar i tidigare mansdominerade branscher och hur könsmärkning av yrkesroller leder till att traditionella könsordningar upprätthålls. Teorikapitlet mynnar sedan ut i en teoridel om ojämn könsfördelning på ledande positioner samt hur kvinnor fastnar på underordnade positioner. Avslutningsvis en teoridel om hur mannen setts som normen för lönearbete och värderas högre av organisationer än kvinnor som kopplats till oavlönat hemarbete, samt vilka faktorer som påverkar ett bra samspel mellan karriär och familjeliv. Metod: Studiens metod bygger på en kvalitativ ansats med empiriska data i form av semistrukturerade intervjuer med selektivt urval av kvinnliga revisorer från medelstora revisionsbyråer. Empiri: Studiens empiriska data från tio respondenter från olika medelstora revisionsbyråer i Sverige presenteras i detta kapitel. Resultaten från intervjuerna sammanvävs i teman om karriär, samspel mellan hem och arbete, normer och könsfördelning, rollen som delägare samt jämställdhet inom revisionsbranschen. Slutsats: De främsta faktorerna som ligger till grund för kvinnliga revisorers karriärval inom medelstora revisionsbyråer är osäkerhet, utanförskap, manliga normer, prioriteringar och föräldraledighet. En av slutsatserna som presenteras är att faktorerna är glastak som återfinns i organisationskulturen och organisationsstrukturen inom tidigare mansdominerade organisationer. Kvinnliga revisorer indikeras följa andra möjlighetsstrukturer än män på grund av detta, vilket innebär att det inte alltid finns utrymme för kvinnor att utvecklas och klättra karriärmässigt. Purpose: The purpose of this study is to explain the factors that play a role in female auditors career choices and how glass ceilings and gender equality are experienced by female auditors in medium-sized auditing firms. The purpose will be answered with the help of two research questions; What factors play into the career choices of female accountants in medium-sized auditing firms? Do female accountants in medium-sized auditing firms feel that they have the same opportunities to develop a good interaction between home and work as male accountants? Theory: The theory chapter initially presents theory on women's working conditions in previously male-dominated industries and how gender labeling of professions leads to the maintenance of traditional gender orders. This results in theory about uneven gender distribution in superior positions and how women get stuck in subordinate positions. Finally, theory is presented about how men are seen as the norm for paid work and are valued higher by organizations than women who are linked to unpaid homework, as well as the factors that affect a good interplay between career and family life. Method: The study method is based on a qualitative approach with empirical data in the form of semi-structured interviews with a selective selection of female auditors from medium-sized auditing firms. Empirical foundation: The empirical data of the study from ten respondents from different medium-sized auditing firms in Sweden are presented in this chapter. The results from the interviews are interwoven in themes about careers, the interaction between home and work, norms and gender distribution, the role as a partner and gender equality in the auditing industry. Conclusion: The main factors underlying the career choices of female auditors in medium-sized audit firms are uncertainty, exclusion, male norms, priorities and parental leave. One of the conclusions presented is that the factors are glass ceilings that are found in the organizational culture and structure within previously male-dominated organizations. Female auditors are indicated to follow different opportunity structures than men because of this, which means that there is not always room for women to develop and climb career-wise.

Amnesty International's (AI) focus on civil and political rights has marked their work with a gender bias from the outset. In the first comprehensive look at AI's work on women's rights, the author illustrates the development of their activities regarding women's rights issues over twenty years. Through interviews with staff members and activists and unprecedented access to archive material from the Swiss and the German AI sections, she shows how women activists strategized to make AI increase its work on women's rights. Additionally, the book demonstrates that, despite the leadership's commitment to the Stop Violence Against Women campaign, internal resistance hampered the integration of women's rights into the organization's overall work.

The evolution of Internet technologies has created innovation in Information Management methods, there including intranet. Organizations implement an intranet to improve the Information Management for increasing organizational efficiency and productivity. Earlier studies have shown intranets contribution to dissolve the hierarchic and control structure in traditional organizations while some researcher has shown the intranet not to be open and social. The problem this study will investigate lies in the over belief on intranet. The aim of this study is to examine employee’s attitudes and the use of intranet in a traditional organization to generalize if traditional organizations make use of the benefits regarding Information Management. The question this study will answer is “How, and for what is the intranet used for by employees in a traditional organization” to examine if employee’s use of intranet fulfills a worth out of an Information Management-perspective. A quantitative method with qualitative elements was used to examine the studies aim. To collect data a survey was created and a System Usability Scale was utilized. The result showed that the users don’t find the intranet usable. The result also showed that employees uses the intranet daily but doesn’t find the content updated, motivated or and hard to find. The generalized conclusion is that the studies result emphasize that the effects on Information Management rather strengthens the hierarchic organizational structure then dissolving it. The intranet in traditional organization shows an opposite effect on Information Management.

It is important for organizations to enforce corporate entrepreneurship in order to enable innovation and growth which can lead to more job opportunities and economic growth. Enforcing corporate entrepreneurship during growth is difficult and much of the current research contradicts each other by saying that growth is handled by formalizing and structuring while corporate entrepreneurship is enforced by having a simple and loose organization. This research aims to explore how a company can organize to prepare for growth while maintaining the ability to be innovative. An illustrative case study is conducted where a small company which is expecting growth in a rapidly changing industry is examined through interviews. The theory was thoroughly investigated and five central factors of entrepreneurial orientation (autonomy, proactiveness, innovativeness, risk-taking, competitive aggressiveness) were cross examined with five central challenges that appear during growth (differentiation, heterogeneity, external complexity, internal change, internal turmoil). A framework is proposed which contains identified dilemmas of remaining entrepreneurial during growth and suggested guidelines of how to organize a firm to meet these challenges. The organizational structure is identified as one of the most important aspects which influence the entrepreneurial abilities of a firm and therefore the proposed guidelines are based on the central factors of organizational structure from the theory (formalization, centralization, complexity). The results point to formalizing rules and procedures, decentralizing some of the decision making and enforcing good integration in a low complexity (internal) environment in order to enable autonomy and proactiveness which allows the company to be innovative, even as internal and external changes are taking place. Future research is suggested for exploring the impact of the suggested guidelines and there is a possibility in elaborating the guidelines for other aspects of an organization than the structure. Det är viktigt för organisationer att vara entreprenöriella för att möjliggöra innovation och tillväxt vilket kan leda till fler arbetsmöjligheter och ekonomisk tillväxt. Att införa intraprenörskap medan organisationen växer är svårt och mycket av forskningen är motsägelsefull. För att företaget ska kunna växa krävs det formalisering och struktur medan intraprenörskap främjas genom att ha en enkel och rörlig organisation. Syftet med denna rapport är att undersöka hur ett företag kan organiseras för att växa men samtidigt bibehålla förmågan att vara innovativa. Ett litet företag som förväntas växa i en snabbt skiftande industri undersöks genom en illustrativ fallstudie och intervjuer. Tidigare forskning visar på fem centrala faktorer av entreprenöriell orientering (autonomi, proaktivitet, innovativitet, risktagande, konkurrensvilja) och fem centrala svårigheter vid tillväxt (differentiering, heterogenitet, extern komplexitet, intern förändring, internt tumult). I ett ramverk korsexamineras svårigheterna med att vara innovativ under tiden företaget växer och dilemman identifieras samt besvaras med riktlinjer för hur man kan organisera företaget för att hantera dessa svårigheter. Organisationsstrukturen är identifierad som en av de viktigaste aspekterna som påverkar ett företags entreprenöriella förmåga och därmed är de föreslagna riktlinjerna baserad på de centrala aspekterna (formalisering, centralisering, komplexitet) av en organisationsstruktur. Resultaten visar att formalisera regler och rutiner, decentralisera vissa beslutsfattanden och upprätthålla god integration i en (intern) miljö med låg komplexitet främjar autonomi och proaktivitet. Detta tillåter företaget att fortsätta vara innovativa även när den interna och externa miljön förändras. Framtida forskning föreslås för att utforska riktlinjernas effektivitet. Det finns även möjligheter att utöka ramverket till andra aspekter än organisationers strukturer.

Many populist radical right parties compete on a regular basis in the Bulgarian legislative elections. Among these, the VMRO-Balgarsko Natsionalno Dvizhenie (VMRO-BND, IMRO-Bulgarian National Movement) enjoys the greatest organizational stability and maintains a regular presence in politics and society despite volatile electoral performance. Using qualitative content analysis of official party documents (programs, statutes, and policy papers) and media reports, this article argues that the organizational stability of the VMRO-BND stems from its grassroots efforts to establish deep links in society. While its membership is limited, the local activities of the party between and during elections, and its network of loosely-affiliated organizations create a grandiose impression of presence across Bulgaria. Through this presence, VMRO-BND fosters a sense of belonging for its members which in turn supports the party’s goal of achieving a so-called "national cultural unity" and the preservation of Bulgarian traditions. Internally, VMRO-BND provides room for non-member participation and bottom-up initiatives from local activists, while remaining strongly centralized at the top around its leader, Krasimir Karakachanov. Overall, VMRO-BND reveals the importance populist radical right parties place on social presence, even when membership numbers are low.

Som yrkesverksam inom sociala arbeten möter professionella tragiska människoöden och traumatiska berättelser. Utifrån återkommande exponering för dessa berättelser kan den yrkesverksamma i längden själv riskera drabbas av traumasymptom. Detta kallas för sekundär traumatisering, vilket i sin tur kan leda till utbrändhet och sjukskrivning. Studien undersöker hur chefer inom sociala verksamheter i Sverige anser att deras organisation kan förebygga sekundär traumatisering bland deras medarbetare. Studien utgår ifrån en kvalitativ, induktiv ansats där sju chefer från olika kommuner intervjuats genom semistrukturerade intervjuer. Intervjupersonerna valdes utifrån ett målinriktat, bekvämlighets- och snöbollsurval. I genomförd innehållsanalys framkom tre kategorier gällande hur sekundär traumatisering kan förebyggas: genom kunskap, en planerad organisationsstruktur samt via en öppen organisationskultur. Resultatet har sedan diskuterats utifrån tidigare forskning samt ur ett chefsperspektiv på krav-kontroll-stödmodellen. Studien konkluderar att chefer kan förebygga sekundär traumatisering. För det första genom att skapa en planerad organisationsstruktur, vilken möjliggör kontroll och stöd för medarbetarna. För det andra genom att uppmuntra en god organisationskultur som bidrar till högt socialt stöd. För det tredje genom att öka kunskapen om sekundär traumatisering, vilket fungerar som ett skydd gentemot sekundär traumatisering. Dessutom dras slutsatsen att cheferna kan använda krav-kontroll-stödmodellen som ett verktyg i sitt förebyggande arbete mot sekundär traumatisering. Professionals within social work encounter tragic human fates and traumatic stories. Due to recurring exposure of traumatic stories it is possible for professionals to risk suffering from trauma symptoms. This is called secondary traumatisation, which can result in burnout and sick leave. The thesis investigates how managers within the social sector in Sweden find that they can prevent secondary traumatisation among their employees. The study is based on a qualitative, inductive approach where interviews with seven managers from different municipalities where conducted. The interviewees were selected based on target sampling, convenience sampling, as well as snowball sampling. In the content analysis three categories regarding how secondary traumatisation can be prevented was discovered: through knowledge, a planned organisational structure and through an open organisational culture. The result has been discussed based on existing research as well as from a manager’s perspective on the demand-control-support model. The findings conclude that managers can prevent secondary traumatisation. Fist, by creating a planned organisational structure, which enable control and support for employees. Second, by encouraging a good organisational culture, which contribute to high social support. Third, employees receive a form of protection from secondary traumatisation by increasing knowledge about the subject. Furthermore, the findings also conclude that managers can use the demand-control-support model as a tool in preventing secondary traumatisation.

In order to meet the future recruitment challenges, public organisations in the field of care need to recruit a large proportion of staff. It can be done by introducing full-time standards into welfare. The process of change full-time as a norm is a general concept which is now to be adepted locally in public organisations throughout the country. The study aims to obtain deeper understanding of changeprocesses focusing on sensemaking and translation from understanding to action. The study examines how the general concept of full-time as a norm is translated and expressed locally in a municipality. It also identifies and discusses tensions and how they are expressed within the organisation. The method is a combination of analysis of documents and qualitative research interviews. The analysis is based on the translationsmodel by Czarniawaska och Joerges (1996). The result shows that there is a high degree of understanding of why the changeprocess is being carried out in the organisation and is seen as positive. Challenges are found in the organizational culture and structure, leadership and are expressed by different tensions. The translationmodel proved to be a good analytical tool to study how translations and tensions are expressed in the organisation.

Die Open-Access-Veröffentlichung des Sammelwerkes „Zivilgesellschaft in der Bundesrepublik Deutschland“ wurde durch den Open-Access-Publikationsfonds der Leibniz-Gemeinschaft für Monografien und das Wissenschaftszentrum Berlin für Sozialforschung gefördert.

Kein Abstract vorhanden, + ID der Publikation: hslu_85379 + Art des Beitrages: Wissenschaftliche Medien + Sprache: Deutsch + Letzte Aktualisierung: 2021-10-26 13:48:04

The study aims to research factors that impact organizational structure, communication, performance, and if the management system has any significant ability to improve the outcome. The study is a case study of an organization where twenty-five employees were invited to participate in the survey and express how they perceive the management system. Interview with a CEO of the organization and access to the intranet and management system gave another set of data analyzed and researched with the help of theories. The results show that the organizational structure, communication, and performance cannot function without each other. Structure impacts the communication and performance of the organization. Simultaneously, successful communication is a vital ingredient for the structure to function and increase performance. The management system is the center for organizational structure and performance. Successful integration of the management system improves the information flow, increasing efficiency, performance, and profitability in the organization. A functioning and collaborative management system is the key to increased quality in every area of the organization. It fulfills the social demand for sustainability and quality vital for surviving the competitive market and being prepared for unexpected future events such as Covid-19. Available various technological and digital tools for quality improvement and communication have been the savior for many businesses worldwide. Studien syftar till att undersöka faktorer som påverkar organisationsstruktur, kommunikation, prestanda och om ledningssystemet har någon betydande förmåga att förbättra resultatet. Studien är en fallstudie av en organisation där tjugofem anställda var inbjudna att delta i undersökningen och uttrycka hur de uppfattar ledningssystemet. Intervju med en VD för organisationen och tillgång till intranätet och ledningssystemet gav ytterligare en uppsättning data som analyserades och forskades med hjälp av teorier. Resultaten visar att organisationsstruktur, kommunikation och prestanda inte kan fungera utan varandra. Struktur påverkar organisationens kommunikation och prestanda. Samtidigt är framgångsrik kommunikation en viktig ingrediens för att strukturen ska fungera och öka prestanda. Ledningssystemet är centrum för organisationsstruktur och prestanda. Framgångsrik integration av ledningssystemet förbättrar informationsflödet, ökar effektiviteten, prestanda och lönsamhet i organisationen. Ett fungerande och samverkande ledningssystem är nyckeln till ökad kvalitet inom alla områden i organisationen. Det uppfyller den sociala efterfrågan på hållbarhet och kvalitet som är avgörande för att överleva den konkurrensutsatta marknaden och vara beredd på oväntade framtida händelser som Covid-19. Tillgängliga olika tekniska och digitala verktyg för kvalitetsförbättring och kommunikation har varit en undsättare för många företag världen över.

"Wissen" ist die zentrale Ressource internationaler Organisationen zur Machtausübung. Das Buch untersucht erstmalig aus geschichtswissenschaftlicher Perspektive wie diese Organisationen ihre Machtressource erlangten. Als Fallbeispiel dient hierbei die Zentralkommission für die Rheinschifffahrt, die als erste internationale Organisation der Welt Verfahrensweisen für die transnationale Mobilisierung und Genese von Wissen entwickelte, die bis heute prägend sind. Diese Wissensgeschichte des Rheins leistet damit einen wichtigen Beitrag zum Verständnis des 19. Jahrhunderts als Zeitalter des Internationalismus.