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Arbeit an der Bibliothek noch nicht eingelangt - Daten nicht geprüft, Innsbruck, Univ., Masterarb., 2021

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.

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.

The Swiss People's Party (Schweizerische Volkspartei [SVP]) has increased its territorial extensiveness and organisational intensiveness in recent years, and has professionalised its strategies of communication. This article analyses the dynamics characterising the SVP's organisation. It shows that with its locally rooted presence and its effort to generate ideological coherence, the party has embraced the "mass party" organisational model. It additionally assesses the extent to which the SVP's centralised power at the federal level is conducive to the party's further electoral success. Having considered both the party at national level and three of its most important cantonal branches, the article argues that the organisational dominance of the SVP's central leadership was beneficial for the party’s electoral strength but will lead to tensions with cantonal and local branches, which are largely in charge, to build and maintain an active base.

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.

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.

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.

This article provides the first comprehensive analysis of the Finns Party’s (Perussuomalaiset [PS]) formal organisation and how it operates in practice. Following the framework of this thematic issue, to what extent does the PS’s organisation follow the mass-party model and how centralised is the party in its internal decision-making? Analysis of party documents, association registries, and in-depth interviews with 24 party elite representatives reveal that the PS has developed a complex organisational structure and internal democracy since 2008. However, the power of members in regard to the party’s internal decision-making remains limited, despite the party’s leadership having facilitated a more horizontal and inclusionary organisational culture after 2017. The study reveals how the party combines radically democratic elements of its leadership selection and programme development with a very high level of centralisation of formal power in the party executive, and how the party organisationally relies on a vast and autonomous but heterogeneous network of municipal associations. The article also discusses how PS elites perceive the advantages of having a wide and active organisation characterised by low entry and participation requirements, and how party-adjacent online activism both complements and complicates the functioning of the formal party organisation.

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.

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.

Dieses Open-Access-Buch bricht mit dem Konsens in der Forschung, nach dem Organisationen als Errungenschaft der modernen Gesellschaft und Produkt der Industrialisierung angesehen werden. Die Frage, wie sich Organisationen als eigenlogische Sozialform konkret ausdifferenziert haben, ist bislang weitgehend unklar geblieben. Das Buch zeigt auf, dass sich bereits in der "unorganisierten Gesellschaft" der Vormoderne formale Organisationen ausbildeten, die eine Struktur aufweisen, wie sie heute in Krankenhäusern, Landesrundfunkanstalten, Gerichten, Schulen und Kirchen prägend ist. Dieser Organisationstypus ist dadurch gekennzeichnet, dass er neben einer "politischen Spitze" und der damit verbundenen Rechtsbindung aus zwei übergreifenden Einheiten mit unterschiedlichen Rationalitäten besteht: Der eigentliche Kern der (medizinischen, journalistischen, rechtlichen, pädagogischen, theologischen, usw.) Leistungen wird durch professionelle Standards, Entscheidungsverfahren und Rituale zusammengehalten. Demgegenüber kümmert sich der Verwaltungsteil bei einem spezifischen Publikum um die Abnahme der im Kern erbrachten Arbeit.

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.

The Lega Nord (LN) has undergone a profound process of transformation since 2013, by replacing its historical regionalist populism with a new state-wide populist radical right outlook. However, very little is known about how such transformation impacted its organizational model, particularly the mass-party features that characterized it under its founding leader, Umberto Bossi. This article explores the organizational evolution of the party under Matteo Salvini by means of a qualitative in-depth analysis of 41 semi-structured interviews with representatives of the LN from four regions (Calabria, Emilia-Romagna, Lombardy, and Veneto) and primary documents. It underlines that the LN was turned into a disempowered and politically inactive "bad company," charged with the task of paying the debts of the old party, while its structure, resources, and personnel were poured into a new state-wide organization called Lega per Salvini Premier (LSP). The LSP has not simply maintained the key features of the mass-party in the LN’s historical strongholds, but also pioneered a modern form of this organizational model grounded on the continuous interaction between digital and physical activism, i.e., "phygital activism," which boosts the party’s ability to reach out to the electorate by delivering the image that the League is constantly on the ground. The LSP has sought to export this modern interpretation of the mass-party in the South; however, in that area its organizational development remains at an embryonic stage, and the party's nationalization strategy has so far produced a "quasi-colonial" structure dominated by, and dependent on, the Northern elite.

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.

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.

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, the author 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.

Denna studie beskriver vad handelsorganisationer med butiksförsäljning som primär försäljningskanal bör fokusera på för att öka sin lönsamhet. För att samla in information har vi gjort en kvantitativ enkätundersökning som skickades ut till primärt 96 stycken VD:ar i Svenska handelsorganisationer inom B2C. Denna studie visar att handels-organisationer har stora utmaningar när det gäller att hantera digitaliseringen och bli digitalt mogna, även om de aldrig tidigare investerat så mycket i digital teknik som under senare år. Det mest anmärkningsvärda i denna studie är dock att det inte finns något samband mellan deras lönsamhet och digitala mognad. Det indikerar på att deras investeringar de senaste åren inte bidragit till vare sig en ökad lönsamhet eller en ökad effektivitet. Slutsatsen belyser att handelsorganisationer bör se över synen på digital innovation och förbättra styrningen genom att ge anställda möjligheten att skapa bättre strategier med hjälp av digital teknik. Vidare bör de fortsatt värdesätta intuition men till mycket högre grad säkerställa att de har resurserna och möjligheterna att nyttja kund- och affärsdata, för att på så vis kunna använda sig av ett teknokratiskt beslutsfattande. Slutligen bör de behålla satsningar mot en mer organisk organisationsstruktur och säkerställa att de har mätbara målsättningar i deras digitaliseringsstrategier., This research paper describes what brick-and-mortar organizations, in the new technological world, should focus on in order to increase their profitability. Information was collected primarily from 96 CEO:s at Swedish retail organizations working within B2C. This study shows that retail organizations have great challenges in managing digitalisation and becoming digitally mature, even though they never invested as much in digital technology as in the recent years. The most remarkable result in this study, however, is that there is no link between their profitability and digital maturity. This indicates that their investments in recent years have not contributed to either increased profitability or increased efficiency. The conclusion highlights that retail organizations should review the view of digital innovation and improve management by giving employees the opportunity to create better strategies using digital technology. They should also continue to value intuition but to a much greater degree ensure that they have the resources and opportunities to use customer and business data, in order to be able to use technocratic decision-making. Finally, they should maintain their efforts towards a more organic organizational structure and ensure that they have measurable objectives in their digitization strategies.

The way the structure of systems and programs are designed is very important. When working with smaller groups of systems, the chosen architecture does not affect the performance and efficiency greatly, but as these systems increase in size and complexity, the choice of architecture becomes a very important one. Problems that can arise when the complexity of software scales up are waiting for data accesses, long sequential executions and potential loss of data. There is no single, optimal software architecture, as there are countless different ways to design programs, but it is interesting to look at which architectures perform the best in terms of execution time when handling multiple bigger systems and large amounts of data. In this thesis, a case called "The Income Deduction" will be implemented in a monolithic and an event-driven architectural style and then be put through three different scenarios. The monolithic architecture was chosen due to its simplicity and popularity when constructing simpler programs and systems, while the event-driven architecture was chosen due to its theoretical benefits of removing sequential communicating between systems and thus reduce the time systems spend waiting for each other to respond. The main research question to answer is what the main benefits and drawbacks are when building larger systems with an event-driven architectural style. Additional research questions include how the architecture affects the organisation’s efficiency and cooperation between different teams, as well as how the security of data is handled. The two implementations where put through three different scenarios within the case, measuring execution time, number of HTTP requests sent, database accesses and events emitted. The results show that the event-driven architecture performed 9.4% slower in the first scenario and 0.5% slower in the second scenario. In the third scenario the event-driven architecture performed 49.0% faster than the monolithic imple, Strukturen som system och program designas efter är väldigt viktigt. När en arbetar med mindre grupper av system så kommer den valda arkitekturen inte att påverka prestandan mycket. Men när dessa system växter i storlek och komplexitet så kommer valet av arkitektur vara väldigt viktigt. Problem som kan uppstå när mjukvarukomplexiteten ökar är väntandet på dataaccesser, långa sekventiella exekveringar och potentiell förlust av data. Det finns ingen optimal mjukvaruarkitektur, det finns oräkneligt många sätt att designa program. Det är intressant att kolla på vilka arkitekturer som preseterar bäst sätt till exekveringstid när en hanterar ett flertal större system och stora mängder data. I den här avhandlingen kommer ett fall, kallat "Ingångsavdraget", att implementeras i en monolitisk och en event-driven arkitekturell stil och sedan köras igenom tre olika scenarion. Den monolitiska arkitekturen var vald på grund av dess enkelhet och populäritet vid utveckling av enklar program och system. Den event-drivna arkitekturen valdes på grund av vissa teoretiska fördelar, så som att kunna undvika sekventiell kommunikation mellan systemen och därmed reducera tiden som systemen väntar på svar från varandra. Den huvudsakliga forskningsfrågan som ska besvaras är vad de största fördelarna och nackdelarna är när man bygger större system med en event-driven arkitekturell stil. Andra forskningsfrågor inkludera hur arkitekturen påverkar effektiviteten hos en organisation och samarbetet mellan olika team, samt hur datasäkerheten hanteras. De två implementationerna sattes igång tre olika scenarion inom fallet, där exekveringstid, antal HTTP-anrop skickade, databasaccesser och event skickad mättes. Resultaten visar att den event-drivna arkitekturen presterade 9.4% långsamare i det första scenariot och 0.5% långsamare i det andra scenariot. I det tredje scenariot presterade den event-drivna lösningen 49.0% snabbare än den monolitiska lösningen och avslutade därmed scenariot under hälften a

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 f, 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.

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 org, 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 organizat

Im Fokus des Artikels stehen drei zentrale methodologische Problemstellungen der Forschung über multinationale Unternehmen: erstens die Auswahl des Untersuchungsfeldes und Fragen des Feldzugangs bei der Forschung, zweitens die Sicherung der Äquivalenz der eigenen Begriffe und Indikatoren in einem multinationalen und multikulturellen Forschungskontext sowie drittens die Bildung von und Kooperation in multinationalen Forschungsteams. Der Artikel stellt kurz die Grundzüge der Forschungsliteratur über multinationale Unternehmen dar und diskutiert dann die relevante methodologische Literatur aus der Organisations- und Arbeitssoziologie, Betriebswirtschaft und Wirtschaftsgeographie.

Members of the German parliament may force government to publicly answer questions by issuing minor interpellations (kleine Anfragen). We use 3,608 interpellations from the session 2009-13 that have been signed by authoring and supporting members to construct the social network of support relations among members within the three opposition parties. We find that parties differ markedly in terms of internal structure. While social democrats organize hierarchically, Greens cooperate horizontally. The network for socialist Linke in contrast shows signs of homophily and social segregation. Our approach yields a novel perspective on intraparty politics in parliamentary systems which are notoriously difficult to analyze.

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.

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.

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.

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.

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.

Syftet med denna studie är att göra en kartläggning av ledarskapets roll i den kreativaprocessen inom majorbolagens organisationsstrukturer, samt på vilka sätt ledarskapet styr denkreativa processen. Ledarskapets betydelse i den kreativa processen diskuteras kring olikasituationer samt omgivningen och dess krav som styr marknaden och dess förutsättningar.Det dubbla ledarskapets teori får en viktig roll i studiens analys. Tillsammans medentreprenörskapets innovativa ledarskap ger det en koppling till den teknologiska utvecklingsom skett inom musikindustrin, genom framför allt digitaliseringen av industrin., The purpose of the study is to do a mapping over the role of the leadership in the creativeprocess within the major record labels’ organizational structure and in what ways theleadership directs the creative process. The importance of leadership in the creative process isdiscussed in different situations as well as the environment’s demands which controls themarket and its conditions. The theory of the double leadership has a vital role in the study’sanalysis together with the innovative leadership of entrepreneurship and the connection to thetechnological advancements which have occurred in the music industry, mostly through thedigitalization of the industry.

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 fro, 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 w

This article highlights organizational structure as a factor influencing conditions for helping relations. It is based on a survey study and an interview study, both directed at parents in families that have parallel contacts in different parts of Swedish personal social services (PSS). The aim is to describe and analyse conditions for helping relations when clients with complex needs encounter specialized PSS. Low system trust, people processing dimensions of work, and an organizational and a professional emphasis on formal organizational structures and boundaries were found to constitute unfavourable conditions. Conversely, an occurrence of individual trust, people sustaining and people changing dimensions of work, as well as informal organization and individual social workers’ boundary spanning efforts, constituted favourable conditions. The article concludes that greater understanding of how clients are affected by contextual service conditions can give some pointers towards how to generally improve services for vulnerable and disadvantaged populations.

Enhetschefer inom offentlig vård- och omsorgsverksamhet spelar en betydelsefull roll i uppdraget att leverera välfärdsarbete av hög kvalitet. Samtidigt präglas enhetschefsbefattningar av höga personalomsättningsnivåer i kommuner runt om i landet. Hur organisatoriska förutsättningar påverkar enhetschefer inom vård och omsorg i valet att avsluta sin anställning är inte fullt förstått. Syftet med föreliggande studie är därför att undersöka tidigare enhetschefers upplevda erfarenhet av att arbeta som enhetschef inom en offentlig vård- och omsorgsverksamhet och hur de organisatoriska förutsättningarna påverkat dem i valet att avsluta sin anställning. Genom en fenomenologisk fallstudie av en vård- och omsorgsverksamhet i en svensk kommun har 17 tidigare chefer intervjuats kring deras upplevelse av sin tidigare roll och anledningar till att ha avslutat sin anställning. Studiens resultat visar att enhetschefer inom vård- och omsorg påverkas av ett samspel mellan en rad organisatoriska faktorer i beslutet att avsluta sin anställning innefattande arbetskontroll, rollotydlighet, kontrollspann, illegitima arbetsuppgifter, kollegialt och organisatoriskt stöd samt logikkonflikter. Praktiska implikationer för att upprätta en hållbar enhetschefsroll inom offentlig vård- och omsorgsverksamhet diskuteras., Line managers in the public health sector play a vital role in delivering high-quality welfare services. At the same time, the role of line managers demonstrates high turnover rates in municipalities throughout the country. As to how organizational work environment factors influence line managers in their decision to voluntary leave their employment is not fully understood. The purpose of the current study is therefore to investigate previous line managers’ lived experience of what it is like to work as a line manager within the public health sector and how various organizational factors affected them in their decision to leave their role. Through a phenomenological case study of a public health organization in a Swedish municipality, 17 previous line managers were interviewed regarding their lived experience as health sector line managers and reasons for leaving. The results reveal that public health sector line managers are affected by the interaction of various organizational factors in their decision to voluntary leave their employment including job control, role ambiguity, span of control, illegitimate tasks, colleague and organizational support as well as conflict of logics. Practical implications for restituting a sustainable line manager role within public health sector organizations are discussed.

Problemformulering och syfte: Organisationsstruktur är ett aktuellt och relevant ämne för företag i dagens föränderliga samhälle. Teorier och forskning om fenomenet har genom tiderna utvecklats, och sambandet mellan organisationsstruktur och kommunikation samt dess påverkan på de anställda har fått mycket uppmärksamhet. Under de senaste decennierna har forskare sett en ny trend bland organisationer, nämligen en platt och decentraliserad struktur. Forskning inom det givna området är viktigt eftersom fler undersökningar kan skapa bättre förståelse för hur organisationsstrukturer påverkar kommunikationen och medarbetarna. Syftet med denna uppsats är att undersöka medarbetarnas upplevda föreställningar av organisationsstrukturen i en platt organisation, ur ett kommunikativt perspektiv. Metod och material: Studien är en kvalitativ fallstudie. Inledningsvis insamlades en teoretisk bas som bidrog till enbredare kännedom inom följande områden:Organisationsstruktur, ledarskap, medarbetarskap och självstyrande team samt arbetstillfredsställelse och motivation. Utifrån teorin utformades frågor till kvalitativa samtalsintervjuer som ämnade att undersöka medarbetarnas upplevda föreställningar av organisationsstrukturen i den platta organisationen Björn Lundén. Inför intervjuerna gjordes ett strategiskt tvåstegs urval för att välja ut intervjupersoner från företaget.Huvudresultat: Studiens resultat visar att hierarkiska nivåer och nya kommunikationsmönster har växt fram i den platta organisationen på senare tid. När Björn Lundén utvecklades och antalet anställda ökade upplevde medarbetarna ett behov av hårdare styrning och nya arbetssätt, för att effektivisera beslutsfattande och andra interna kommunikationsprocesser. Vidare visar resultaten att frånvaron av formella chefer påverkar medarbetarnas motivation i både positiv och negativ bemärkelse.

Kulturen i en organisation påverkar hur medarbetarna tänker och agerar och är därför viktig att studera. Varje organisation består av gemensamma normer, värderingar och verklighetsuppfattningar som utvecklas när medlemmar samverkar med varandra. Syftet med studien är att jämföra två kulturanalyser som gjorts tidigare på två skolor i Sverige och jämföra dem för att hitta likheter och olikheter, samt förbättringsmöjligheter. Studien syftar till att besvara frågorna: Vad kännetecknar organisationens kultur? Hur påverkas organisationskulturen av mångfald? Hur påverkas organisationskulturen av ledarskapet? Som metod för studien användes Bergs brevmetod, där medarbetare i de studerade organisationerna fick skriva brev i vilka de beskrev hur de upplevde sin arbetssituation sedan jämfördes deras resultat., The culture of an organization affects how employees think and act and are therefore it is important to study. Each organization consists of common norms, values and perceptions of reality that develop when members interact with each other. The purpose of this study is to compare two cultural analyzes that were previously done at two schools in Sweden and compare them to find similarities and differences, as well as possibilities for improvement. The aim of this study is to answer the following questions: What characterizes the organization’s culture? How is the organizational culture affected by diversity? How is the organizational culture affected by leadership? As a method for the study, Berg's letter method was used, where employees in the studied organizations write letters in which they describe how they perceive their work situation then their results were compared.

För att lyckas med ett förändringsarbete är det viktigt att fånga upp medarbetarnas upplevelse av förändringen. I leanorganisationer är förändring en kritisk och nödvändig del när det kommer till att göra bolaget mer lönsamt och konkurrenskraftigt på marknaden. Den här studien gräver djupare i hur medarbetare på de lägre hierarkiska nivåerna i en organisation upplever förändring i just lean organisationer. Forskningsområdet är motiverat av tidigare litteratur som betonar att mycket forskning inom området glömmer bort att lyfta medarbetarnas perspektiv i förmån för ledningens. I den här studien har fem medarbetare på en stor lean organisation givit sin input i semi-strukturerade intervjuer. Alla dessa representerar organisationens lägre hierarkiska nivåer. Syftet har varit att tillgodose akademin med mer empiri som ger en kvalitativ förståelse för deras upplevelse. Resultaten visar att den övergripande upplevelsen av förändringen var negativ. Majoriteten av respondenterna beklagade sig över hur förändringsarbetet hade skötts när det kom till kommunikation av visionen, att uppmuntra medarbetare att agera på visionen och att planera samt skapa kortsiktiga vinster. Utöver den kritik som framfördes mot hur ledningen hanterat dessa tre steg i Kotters 8-stegs modell för förändring, upplevde de också att det fanns ett stort gap mellan dem själva och ledningen. Något de upplevde som oerhört omotiverande. Dessa resultat bidrar inte enbart med nya insikter till litteraturen utan ger även praktiska implikationer för beslutsfattare som arbetar med förändringsledning.

Syfte: Syftet med studien är att undersöka vilka faktorer som gör det möjligt att driva en högpresterande herridrottsförening inom lagidrott på en mindre ort. Med detta som bakgrund vill vi studera hur de utvalda föreningarnas organisationer är utformade med hjälp av Mintzbergs organisationsteori.Metod: Studien arbetar utifrån ett abduktivt arbetssätt som innebär att forskaren rör sig mellan teori och empiri och låter dessa relateras till varandra. Empiriinsamlingen har bestått av nio semistrukturerade intervjuer, med representanter inom de undersökta föreningarna, Mjällby AIF (Fotboll), Tingsryds AIF (Ishockey) och Åby/Tjureda IF (Bandy). Studien har även genomfört intervjuer med utomstående journalister för att få ett bredare perspektiv. Efter transkribering har en tematisk analys utförts för att få en djupare förståelse av innehållet och på så vis kunna plocka ut svar och teman som är återkommandeTeori: Studiens resultat har analyserats med hjälp av Mintzbergs organisationsteori samt begreppen lokal identitet och performance management. Dessa användes för att kunna besvara studiens frågeställningar.Resultat och Slutsats: Studien identifierar flertalet potentiella faktorer som skulle kunna vara till grund för de högpresterande föreningarna, lokal identitet och kultur, ekonomi, strategier och mål samt organisationernas utformning var de huvudsakliga faktorerna som återfanns i resultatet. Då vi fann att de undersökta föreningarnas organisationsstrukturer såg så pass annorlunda ut jämfört med varandra tyder det på att framgångsrika föreningar organiserar sig på välanpassade sätt utifrån sina förutsättningar för att möta de utmaningar som man ställs inför. Slutsatsen blev således att framgångsfaktorerna tycks skilja sig åt mellan de olika idrotterna (fotboll, ishockey och bandy), vad som dock uppfattas som en gemensam nämnare är den starka lokala identitet samt det stora ideella engagemanget som föreningarna har på orterna., Purpose: This study´s purpose is to explore the different aspects necessary for high performing sports clubs at elite level bases in small communities in Sweden. The study has a certain focus on the organisational part of each club to see how the organisation is structured, by using Mintzberg´s organizational theory. Methodology: Three sports clubs took part in this study: Mjällby AIF (Football), Tingsryds AIF (Ice Hockey) and Åby/Tjureda IF (Bandy). We also interviewed journalists with knowledge about the sports clubs to help us widen our perspectives. Theory: The results have been analysed with Mintzberg´s organizational theory, as well as Local Identity and Performance Management. Results and conclusion: We discovered several different aspects that can be considered to why these sports clubs are successful, the local identity and culture, economy, strategies and goals and the structure of the organisations were the main themes. The clubs were structured in different ways, which made us think that a successful sport club in Sweden choses the best and most efficient structure that suits their own reality. The conclusion was that the results differed between the sports, the common denominator was the strong local identity that every club had.

Bakgrund och problem: Det har riktats kritik mot den traditionella ekonomistyrningen vilket har gjort att moderna styrmetoder och verktyg växt fram för att komplettera ekonomistyrningen. De faktorer som tvingat fram den moderna styrningen går även att se i musikbranschen. Detta, tillsammans med att ekonomistyrning i musikbranschen generellt sett är outforskat, gör att det blir intressant att undersöka hur skivbolag i musikbranschen använder sig av en traditionell ekonomistyrning eller modern verksamhetsstyrning. Syfte: Syftet med denna uppsats är att genom att undersöka två skivbolags ekonomistyrning kartlägga hur ekonomistyrningen karaktäriseras utifrån traditionell ekonomistyrning och modern verksamhetsstyrning. Metod: Metoden som använts vid denna studie är kvalitativ. Vi har genom fallstudier hos två skivbolag undersökt och skapat oss en förståelse av ekonomistyrningen i bolagen med hjälp av semi-strukturerade intervjuer och kompletterande frågor via mail. Slutsats: Det går att se att skivbolagen övergått delvis till en modern verksamhetsstyrning men att det alltså finns en blandning mellan användandet av traditionella och moderna styrmetoder och verktyg., Background and problem: Criticism has been raised towards the traditional management control which pushed forward modern management methods and tools to complement management accounting. The factors that pushed out this modern management control are possible to see in the music industry aswell. This, together with the fact that management control in the music industry has a research gap, makes it interesting to examine how record labels in the swedish music industry are using traditional or modern management control. Purpose: The purpose of this thesis is to through the examination of two record labels create an understanding of how the management control is characterized through traditional or modern management control. Method: The method used in this study is qualitative. We have through a multiple-case study at two record labels examined and created an understanding of the management control in the companies with the help of semi-structured interviews and complementary questions through mail. Conclusion: It is possible to see that the record labels has partly moved to modern management control but also that you can see a mix between the usage of traditional and modern control methods and tools.

Streaming av TV och film är en snabbt växande och konkurrensutsatt marknad, där det ständigt uppkommer nya aktörer och tjänster. Detta ställer krav på företagen bakom tjänsterna att vara innovativa för att kunna ligga i framkant och fortsätta locka kunder bland sina konkurrenter. Det finns många faktorer som påverkar innovationsgraden hos företag inom denna bransch eller hos många branscher generellt, och en av dessa är organisationsstrukturen hos produktutvecklingsteamet. Syftet med detta arbete är att undersöka hur organisationsstrukturen i produktutvecklingsteamen hos företag inom streaming av TV och film påverkar innovationsgraden. Studien är utförd på två företag inom den svenska streamingbranschen av TV och film och dessa kommer jämföras med varandra. Upplevda för- och nackdelar med hur man organiserar sina respektive produktutvecklingsteam kommer även att undersökas och jämföras. Arbetet inleddes med en litteraturstudie för att erhålla kunskap kring hur organisationsstruktur påverkar innovationsgrad generellt och för att hitta stöd och bakgrund till utförandet av arbetet. Efter litteraturstudien utfördes totalt tre kvalitativa semistrukturerade intervjuer, med en respondent på det ena företaget och två på det andra. Den kvalitativa studien undersökte hur företagen är strukturerade både på bolagsnivå och på teamnivå, hur deras produktutvecklingsprocess ser ut och hur respondenterna ser att dessa faktorer påverkar deras möjligheter till innovativt arbete. Resultatet av denna undersökning användes sedan för att hitta gemensamma teman i intervjuerna som kopplar till organisationsstrukturens påverkan på innovationsgrad. Studien visar att de två intervjuade företagen hade en likartad organisationsstruktur på bolagsnivå, och att detta verkar vara vanligt inom denna bransch. Det finns dock inga direkta bevis för att detta skulle gynna innovationsgraden hos företagen. Det visade sig även att företagen hade en snarlik organisationsstruktur på teamnivå, men där det ena, Within the already competitive market that is streaming and on demand TV, new services and players emerge on a regular basis. This puts a lot of pressure on existing companies behind the streaming services to be innovative and keep consumers interested in their product. There are many factors that affect innovation, one of these is the organizational structure of the product development team. The purpose of this study is to examine how organizational structure in product development teams affects innovation, in which ways organizational structure can foster and overturn innovation and how existing companies, within the industry of streaming film and TV, organizes their product development teams to enable innovation. The study was conducted at two Swedish companies within the streaming industry. Their organizational structure, and how it affects their innovative capabilities, will be compared along with experienced pros and cons of the employees surrounding the organizational structure related to innovation will also be examined. The study began with a comprehensive literature review, this was done to obtain the knowledge needed to dive deeper within the subject of organizational structure and innovation and at the same time act as a building block for the rest of the study. Furthermore, a semi structured qualitative interview was conducted that involved three respondents from two different companies within the Swedish streaming business of TV and film. The qualitative interview examined how the companies are structured, both at company level and at team level, how their product development process works and how the respondents think this affects their ability to be innovative. The result of these interviews was then examined to find common themes which connects organizational structure and its impact on innovation. The study showed that both interviewed companies had a similar organizational structure at firm level, and that this kind of structure seems to be frequ