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Dans cette thèse, j’étudie l’impact des inégalités salariales horizontales sur la performance des commerciaux. J’explore plus particulièrement les coûts relatifs aux comparaisons dont sont l’objet ceux qui sont considérés comme des références dans la force de vente. Grâce à des données relatives à la rémunération et à la performance de plus de 34000 commerciaux, et aux marques qu’ils vendent, je montre que le pouvoir des marques peut se substituer à la rémunération et contrecarrer l’effet négatif des inégalités salariales sur la performance. Par ailleurs, mes résultats suggèrent que la qualité du travail commercial peut également remplacer la rémunération et ainsi influencer la relation entre inégalités salariales et performance. De plus, je décris l’effet de la structure du capital des entreprises sur la gestion de la performance des forces de vente. Je conclus cette étude en montrant comment les responsables devraient tirer partie de leurs marques et de leurs activités commerciales, puisque la manière dont de nombreuses organisations commerciales rémunèrent leurs talents commerciaux se traduit par une augmentation de la dispersion des salaires. / This dissertation examines how horizontal pay inequalities in sales organizations impact salespeople’s performance. More specifically, I explore costs that arise through social comparisons with salient targets within sales organizations. I use compensation and performance data of more than 34,000 salespeople as well as data pertaining to the brands they sell, to show that brand power can substitute for pay and counteract the detrimental effect of pay inequality on performance. Moreover, my results suggest that job challenge can also act as a surrogate for pay, thereby affecting the relationship between pay gaps and performance. Further, I describe the effect of organizational ownership structure on salespeople’s performance management. Given that many sales organizations reward better performers by heightening pay dispersion, decision makers should carefully leverage their brand portfolio and sales team job assignments to soften the impact of pay gaps on salespeople’s performance.

Cette thèse porte sur l’étude des fondements de l’action de dirigeants de grandes entreprises au Québec. Ces dirigeants ont en commun d’avoir assumé cette fonction pendant plus de vingt ans, d’être tous très reconnus par la communauté d’affaires québécoise et de faire partie de la même génération, celle des premiers nés du baby- boom. Cette thèse appréhende les fondements de l’action de ces dirigeants à partir de trois différentes voies de connaissance : réflexivité, intériorité et gouvernementalité. L’approche réflexive implique d’adopter un cadre analytique plus cognitif et opère un retour sur l’action. L’approche de l’intériorité fait appel à cadre d’analyse des affects et consiste en un travail d’interprétation de la vie intérieure. Enfin, l’approche de la gouvernementalité conduit à analyser le fondement du pouvoir du dirigeant, et conduit à explorer la place de l’éthique dans la gouvernance managériale. Le premier article vise à faire ressortir comment les dimensions conscientes et inconscientes de l’intériorité d’un dirigeant sont au fondement de son action. Le regard réflexif partant de ces valeurs chrétiennes, humanistes, a permis l’établissement d’une solide relation de confiance entre les employés et la direction. Il montre également comment des mécanismes de défense passant par la sublimation de pulsions agressives en hyperactivité ont permis au dirigeant de trouver des moyens créatifs de nier la douleur ressentie et de mener des projets constructifs à long terme. C’est en ce double sens que l’intériorité peut être vue comme un fondement de l’action dirigeante. Le deuxième article cherche à faire la lumière sur les fondements de l’action du dirigeant à partir d’une étude comparative de modes de direction portant sur une responsabilité spécifique définie ici comme « fonction paternelle ». L’étude analyse un contraste important entre les deux groupes étudiés. D’une part, en l’absence de cette fonction paternelle, le dirigeant obtient peu de légitimité et de crédibilité et la vie du groupe est marquée par des rapports conflictuels, immatures avec la présence d’un langage non professionnel, voire vulgaire. D’autre part dans le cas de la présence de cette dimension paternelle, le dirigeant obtient respect et légitimité, ce qui se traduit par une vie de groupe basée sur des rapports de collaboration, d’une capacité de discussion et de résolutions de problèmes, bref un épanouissement des personnes dans le groupe. Cette responsabilité bien assumée de la part du dirigeant de la fonction paternelle rend possible un travail de sublimation des pulsions agressives – i sexuelles – permettant le développement d’une expérience partagée et constructive (passage de la groupalité psychique individuelle à groupale). Le travail de sublimation, d’élaboration devient possible par l’établissement de règles, de limites bien tenues par un dirigeant assumant ses responsabilités de gardien-protecteur, de guide. C’est pourquoi que l’on peut considérer la fonction paternelle comme fondement de l’action. Le troisième article a pour objet d’analyse la constitution morale du dirigeant, soit les règles qu’il se donne pour vivre une conduite éthique par des techniques de soi. La constitution morale rend possible une meilleure maitrise des appétits, des désirs égoïstes et de ce fait, permet une gouvernance de soi rendant possible une judicieuse gouvernance des autres. L’étude propose d’analyser le discours de ces dirigeants comme fondé par une double logique, l’une liée aux affaires et l’autre à la direction des personnes. L’article montre que les dirigeants sont le produit d’une époque et d’une culture bref, d’un mode de subjectivation bien spécifique. Plus précisément, nous montrons que ces dirigeants partagent des principes et valeurs fondamentaux, par exemple du dire vrai et de la cohérence entre actes et paroles ainsi que des notions de sollicitude, de reconnaissance et de transparence. Par ailleurs, le rapport entre le sujet-dirigeant et son objet, ceux et celles qu’il dirige, apparaît sous la dynamique du rapport savoir-pouvoir. La complexification de cette dynamique amène parfois un détournement de la règle éthique même jusqu’à la travestir. Cette étude montre bien que le rapport savoir-pouvoir peut être considéré comme fondement de l’action du dirigeant dans son métier de diriger. En conclusion, les résultats de l’étude sur les fondements de l’action – « éléments essentiels » liés au savoir imbriqué dans l’action – témoignent d’un changement de paradigme, c’est-à-dire à une remise en question du dirigeant comme référent de l’action, pour une prise en compte de la fonction de diriger solidement légitimée dans un système organisé. / This thesis focuses on the study of the foundations of the action of large companies’ leaders in Quebec. These leaders have in common that they have assumed this role for over twenty years, are all highly recognized by the Quebec business community and are part of the same generation, that of the first-borns of the baby boom. This thesis apprehends the foundations of the action of these leaders from three different knowledge paths: reflexivity, interiority and governmentality. The reflective approach involves adopting a more cognitive analytical framework and provides feedback on action. The interiority approach calls on an affect analysis framework and consists of a work of interpretation of the interior life. Finally, the governmentality approach leads to an analysis of the basis of the leader's power and leads to the exploration of the place of ethics in managerial governance. The first article aims to bring out how the conscious and unconscious dimensions of a leader's interiority are at the basis of his action. The reflective gaze, based on these Christian and humanist values, allowed the establishment of a solid relationship of trust between employees and management. It also shows how defense mechanisms through the sublimation of aggressive overactive impulses allowed the leader to find creative ways to deny the pain felt and to lead constructive long-term projects. It is in this double sense that interiority can be seen as a foundation of leading action. The second article seeks to shed light on the foundations of the leader's action from a comparative study of management methods relating to a specific responsibility defined here as "paternal function". The study analyzes an important contrast between the two groups studied. On the one hand, in the absence of this paternal function, the leader obtains little legitimacy and credibility and the life of the group is marked by conflicting, immature relationships with the presence of an unprofessional, even vulgar language. On the other hand, in the case of the presence of this paternal dimension, the leader obtains respect and legitimacy, which translates into a group life based on collaborative relationships, a capacity for discussion and problem solving; in short, a development of the people in the group. This well- assumed responsibility on the part of the leader of the paternal function makes possible a work of sublimation of the aggressive - sexual - impulses allowing the development of a shared and constructive experience (transition from the individual psychic groupality to the group). The work of sublimation, of elaboration becomes possible by the establishment of rules, of well-kept limits by a leader assuming his vii responsibilities as guardian-protector, guide. This is why we can consider the paternal function as the basis of action. The third article has for object of analysis the moral constitution of the leader, that is to say the rules which he gives himself to live an ethical conduct by techniques of oneself. The moral constitution makes possible a better control of appetites, egoistic desires and suddenly, allows self-governance making possible a judicious governance of others. The study proposes to analyze the discourse of these leaders as founded by a double logic, one related to business and the other to the management of people. The article shows that leaders are the product of an epoch and a brief culture, of a very specific mode of subjectivation. More precisely, we show that these leaders share fundamental principles and values, for example telling the truth and consistency between deeds and words as well as notions of concern, recognition and transparency. In addition, the relationship between the subject-leader and his object, those he directs, appears under the dynamics of the knowledge-power relationship. The increasing complexity of this dynamic sometimes leads to a diversion of the ethical rule even to the point of disguising it. This study clearly shows that the knowledge-power relationship can be considered as the basis of the leader's action in his leadership profession. In conclusion, the results of the study on the foundations of action - “essential elements” linked to the knowledge embedded in action - bear witness to a change of paradigm, that is to say to a questioning of the leader as a referent for action, to take into account the function of leading firmly legitimized in an organized system.

The purpose of this paper is to investigate possible reasons Sweden might have had to motivate the start and end of its nuclear program during the Cold war. This investigation will be conducted using a qualitative research method and making a comparison between the theories realism and liberalism’s ability to explain the decisions.   The question this paper is based upon is as follows: Can Sweden’s creating and shutting down of a nuclear weapons program during the Cold war be explained by the international events and actions that were taking place during this time period?   The result consists of liberalism pointing out several failures on the international level that might explain the cynical decision from Sweden to create the nuclear weapons. Realism considers the decision to make perfect sense at this point in time, to protect Sweden on the anarchy that was going on at that time according to this theory. The ending of the nuclear weapons program is being explained largely by the rise of the MAD-concept which renders the acute need of nuclear weapons in Sweden void.  Liberalism on the other hand considers this a logic step due to the better established UN that is playing a larger role now than in the 1940s. In conclusion, realism does a better job explaining the start of the nuclear weapons program, while liberalism explains the end of it more efficiently.   The contribution this thesis has to the research of political science can be seen mainly in three areas. Firstly can the information gathered here be useful when negotiating with other countries regarding the possible shutting down nuclear programs in other states. Secondly has the decision not to develop nuclear weapons in Sweden surely effected 50 years of military strategy. Thirdly does the thesis contribute in the ongoing debate between liberalism and realism.

En stor del av Sveriges befolkning engagerar sig som volontärer i olika ideella organisationer och föreningar i civilsamhället. Samtidigt som ledarskapet pekas ut som en framgångsfaktor i projekt finns det tidigare forskning som visar att ledarskapet när det gäller volontärer skiljer sig från ledarskapet i vinstdrivande projekt och organisationer. Flera ledarskapsmodeller och teorier har prövats mot denna grupp för att utröna vad som kan vara ett framgångsrikt ledarskap i denna specifika kontext. Att undersöka hur det stora engagemanget i Sverige kan tillvaratas på bästa sätt genom ledarskapet är därför av yttersta intresse för såväl ideella organisationer som för samhället i stort. Syftet med studien var därför att undersöka hur projektledare i ideella organisationer upplever att det är att jobba med volontärer i ideella projekt samt vilka utmaningar de ser och hur de möter dessa. Undersökningen gjordes genom semistrukturerade djupgående intervjuer med åtta projektledare verksamma som projektledare i ideella organisationer. Materialet analyserades sedan genom tematisk analys som gav tre huvudteman: ”hitta balans mellan att vara förstående och att leva upp till intressenters krav”, ”att kratta manegen” samt ”utveckla relationer och få människor att växa”. Resultatet visar att respondenterna identifierade ett antal samstämmiga utmaningar och att de hade olika strategier för att möta dessa utmaningar genom sina sätt att leda. Det stod klart att de arbetssätt som respondenterna beskrev på flera sätt överensstämmer med ledarskapsteorin med benämningen ”servant leadership” (tjänande ledarskap). Detta kan vara en fingervisning vid rekrytering av projektledare till ideella organisationer samt som en guide för projektledare i dessa sammanhang för att uppnå goda projektresultat och en långsiktighet i organisationen. / A large part of the Swedish population is involved in volunteering in different nonprofit organisations in the civil society. While leadership is pointed out as a critical success factor in projects there are research suggesting that leading volunteers differs from leading projects in for profit organisations. Several modells and theories of leadership has been tested towards this group in trying to find out what could be a successful leadership in this specific context. Investigating how this great commitment in Sweden could be best taken care of should be of great interest not only for the organisations but for the society at large. The aim for this study is therefore to investigate how project managers in nonprofit organisations experience working with volonteers, what challenges they face and how they deal with these. The investigation was made through semistructured in-depth interviews with eight project managers working as project managers in nonprofit organisations. The material was then analysed by using thematic analysis which resulted in three main themes: ”finding the balance between being understanding and living up to stakeholders demands”, ”rake the manege” and ”developing relations and make people grow”. The result shows that the respondents identified several mutual challenges and that they had different strategies to deal with these challenges. It was clear that the approach that the respondents took in many ways respond to the leadership theory called ”servant leadership”. These findings might be a help when recruiting project managers for nonprofit organisations as well as a guide for project managers working in this context to achieve successful results and a resiliance in their organisations.

Involvement in political youth organisations is explained in terms of social, moral-ideological,and career-driven incentives. However, previous studies have not examined women’smotivations. This single case study answers and explains why young women engage in politicalyouth organisations and which incitements drive them. The study also explains what youngwomen’s plans for a political career looks like and whether systematic patterns can be discerned.By using in-depth interviews, seven young women in the Swedish political youth party “SocialDemocratic Youth League of Sweden” (SSU), are interviewed. This analysis shows that womenare not primary driven by political career ambitions, instead social and moral-ideologicalincentives are the primary factors for their involvement. Young women perceive barriers topursuing a political career and would rather work in a “regular” profession in the future thanhave a political career.

As society becomes increasingly digitalised, pressure is put on public organisations to keep up with technological developments. Thus, digital transformations, which is a strategic relocation of the business, have become essential for organisations. Digital transformations are associated with complexity and a high failure rate, partly due to organisational barriers and the necessity of structural changes and possessing several dynamic capabilities. Private organisations have led the way in the era of integrating technology with business, and public organisations have attempted to follow. As a result, governing inspired by private organisations have been developed for public organisations, namely new public management. However, this governing does not cover values essential for public organisations, e.g., public value, nor facilitating digital transformations. Governance that enables adaptation and responsiveness as well as creating public value is necessary, e.g., adaptive and agile governance. This thesis aims to investigate digital transformation in public organisations and the effect governing principles have on it. The study also explores the potential of adaptive governance and if digitalisation can enable municipalities to work with sustainability. To answer this, an exploratory study is conducted, which includes a case study, and a framework is constructed based on a literature review together with four in-depth interviews with scientists. The framework is then applied to the case study, consisting of 11 semi-structured interviews. The findings indicate that digital transformations of public organisations can be conducted without considering governing principles. However, governance can affect how successful the transformation is and what value creation it can bring. Using governance that does not facilitate the transformation could impact its success. Adaptive governance can solve many issues in municipal digital transformations, but may not solely be the solution. It emphasises learning and trial and-error and observes the transformation through an ecosystem perspective. However, the practical implications of it are limited as no methods exist. Thus, combinations with other governing principles may be required. Additionally, digitalisation cannot enable municipalities to achieve sustainability aims on its own. Instead, digital technologies are tools that the municipality can use to achieve sustainability. The study contributes to research by investigating the effect governing principles has on digital transformations of public organisations in a Swedish context, which previously was lacking. The framework can provide a guide and analysis tool for public organisation’s digital transformation, and shows potential to be applied in practice. / När samhället blir alltmer digitaliserat pressas offentliga organisationer att hålla jämna steg med den tekniska utvecklingen. Således har digitala transformationer, som är en strategisk förflyttning av verksamheten, blivit väsentligt för organisationer. Digitala transformationer är förknippade med komplexitet och hög andel misslyckanden, delvis på grund av nödvändiga strukturella förändringar och innehav av flertalet dynamiska kapaciteter, såväl som organisatoriska hinder. Privata organisationer har lett vägen i att integrera teknik med verksamheten och offentliga organisationer har försökt följa med. Detta har resulterat i att styrningen av offentliga organisationer inspirerats av näringslivet, nämligen new public management. Denna styrning täcker dock inte värden som är viktiga för offentliga organisationer, t.ex. offentligt värde, eller underlättar digitala transformationer. Styrning som möjliggör anpassning och lyhördhet samt skapar offentligt värde är nödvändigt, exempelvis adaptiv och agil styrning. Denna uppsats syftar till att undersöka digitala transformationer i offentlig sektor och vilken effekt styrande principer har på det. Studien undersöker också potentialen för adaptiv styrning och om digitalisering kan göra det möjligt för kommuner att arbeta med hållbarhet. För att svara på detta genomförs en undersökande studie, som inkluderar en fallstudie, och ett ramverk skapas baserat på en litteraturgenomgång tillsammans med fyra djupintervjuer med forskare. Ramverket tillämpas sedan på fallstudien, bestående av elvasemistrukturerade intervjuer. Resultaten tyder på att digitala transformationer av offentliga organisationerkan genomföras utan att ta hänsyn till styrande principer, men styrningen kan påverka hur optimal transformationen är och vilket värdeskapande den kan ge. Att använda styrning som inte underlättar transformationen kan påverka hur framgångsrik den är. Adaptiv styrning har förmågan att lösa många problem som finns i kommunala digitala transformationer, men är inte enskilt lösningen. Den betonar lärande och experimenterande samt observerar transformationen ur ett ekosystemsperspektiv. De praktiska implikationerna av den är dock begränsade, då den inte innehar specifika metoder. Således kan kombinationer med andra styrande principer krävas. Därtill medför inte digitalisering att kommuner uppnår hållbarhetsmål på egen hand. Istället bör digital teknik ses som verktyg som kommuner kan använda för att uppnå hållbarhet. Studien bidrar till forskning genom att undersöka vilken effekt styrande principer har på digital transformation inom offentliga organisationer ur ett svenskt perspektiv, vilket saknas i tidigare forskning. Ramverket kan tillhandahålla ett guide- och analysverktyg för offentliga organisationers digitala transformation och visar potential att kunna användas i praktiken.

Ledarskap och psykosocial arbetsmiljö inom socialtjänstens barnavård - en kunskapsöversikt  Leadership and psychosocial work environment in child welfare services - a scoping review  Social workers in social services and especially in childcare have for many years been a vulnerable professional group with high staff turnover and a heavy workload. There have long been reports of increased sick leave, retention, burnout, and stress related ill health. This due to work related issues that does not seem to decrease, despite the awareness of the nature and complexity of the job. In the study, the focus has been on investigating which management, leadership and supervisor characteristics that are described in the literature impact and their impact on the working environment. A further aim of the study was to investigate potential knowledge gaps in research of leadership characteristics and their potential effect on the working environment. The results have been interpreted based on the Job Demand-Resource model, the Effort- Reward model and the Managerial Grid model. The results show that the leader's characteristics are important for social workers' health and work environment. Several factors are described to play a considerable role in why social workers choose to stay or leave their workplace. A present accessible, responsive, manager and supervisor who listens, was pictured as positively enhance health in the workplace. Personal-oriented characteristics of managers, leaders and supervisors were found to increase social workers' intention to stay at the workplace.

Addressing issues of high complexity, such as societal or environmental transformations, require collaboration among a multitude of actors. Therefore, inter-organisational collaborations has evolved for approaching such large-scale problems. During the last decade, the orgasational theory of ecosystems has emerged further. Knowledge ecosystems is one evolved area that has limited empirical research. To evaluate how programs can be organised to sustain value to the actors, and provide further empirical research of ecosystems, this thesis explores the value creation and value capture mechanisms of a knowledge ecosystem. The thesis analyses a case study of a neutral collaborative platform, CLOSER, in Sweden. A conceptual framework, based on the open systems perspective, network theory, and the theoretical definition of a knowledge ecosystem, is used to analyse the empirical results. The value creation and value capture mechanisms for knowledge ecosystems in this empirical case study are identified as communication channels, projects and business initiatives. The findings from this study confirm the literature surrounding knowledge ecosystems and their value mechanisms. It is also elaborated that the incentives of individual participants in the ecosystem must be taken into consideration to enhance value creation and value capture, even in knowledge ecosystems. From a system level perspective, there also needs to be proper building mechanisms in place to handle the deliverance of the knowledge outside of the internal network of the ecosystem. This to ensure nothing is lost, or lessened. The notion that business ecosystems grow from knowledge ecosystems is also adressed. However, future research is still needed to provide empirical evidence of the theory. / Samhälls- eller miljötransformationer kräver samarbete mellan en mängd olika aktörer. Organiseringsfromer som bygger på interorganisatoriskt samarbete har därför utvecklats för att tillsammans kunna ta fram lösningar på sådana storskaliga problem. Ett område inom organisationsteori som har vuxit under det senaste decenniet är ekosystem, där kunskapsekosystem är ett koncept som under senare dit har blivit mer prevalent inom teoretisk forskning. Däremot saknas det underlag inom forskningen på uhr kunskapsekosystem fungerar i praktiken. Denna avhandling tillhandahåller ny empirisk forsknning inom området genom en empirisk studie på hur värde kan skapas och tas till vara på i ett kunskapsekosystem. Det görs genom att analysera hur program kan organiseras inom ett kunskapsekosystem för att upprätthålla värde för aktörerna. Avhandlingen analyserar en fallstudie av en neutral samarbetsplattform CLOSER, i Sverige. Ett konceptuellt ramverk, baserat på ett systemperspektiv, nätverksteori och den teoretiska defenitionen av ett kunskapsekosystem, används för att analysera de empiriska resultaten.  Mekanismerna för värdeskapande och värdefångande inom kunskapsekosystem i denna empiriska fallstudie identifieras som kommunikationskanaler, project och affärsincitament. Resultaten bekräftar delvis det som står i befintlig litteratur kring värdeskapande mekanismer inom kunskapsekosystem, men framhäver även att det inte räcker att fokusera på de gemensamma målen i ett storskaligt samarbete bland en mängd olika aktörer. De individuella målen som aktörerna har måste också beaktas, inklusive deras affärsmodeller, för att se till att hela ekosystemet arbetar i samma riktning. Ur ett systemnivåperspektiv måste det också finnas ordentliga uppbyggnadsmekanismer för att förmedla kusnkap utanför systemets interna nätverk för att säkerställa att värdefull kunskap inte går till spillo. Uppfattningen att affärsverksamhetsekosystem växer fram ur kunskapekosystem diskuteras också. Framtida forskning behövs dock för ayy ge empiriska bevis för den teorin.

The construction industry is facing problems with labour shortages. These problems have occurred because of a declining image, leading to fewer applicants to vocational schools. The purpose of this study was to explore the challenges that small organisations in the Swedish construction industry have to face when conducting reskilling programs. In addition to this the study also wanted to explore if there are any potential solutions to help mitigate the impact of these challenges. The goal of this study was to explore the gaps left by previous research and by that contribute with valuable research. The area that this study aims to help explore is how reskilling can be used in a labour-intensive industry, in this case, the construction industry. The study also wanted to explore reskilling from the perspective of smaller organisations in Sweden. A case study was performed at a small flooring company in Sweden to achieve this purpose. Two forms of data collection methods were completed to gather the primary data for the study. The first data collection method consisted of observations from the case company. Secondly, semi-structured interviews were conducted with several stakeholders in the construction industry, both at the case company and with experts outside the case company. This data was gathered to answer the following research question: RQ1: What are the challenges to reskilling programs in the Swedish construction industry? The challenges found by this study could be divided into three aggregate dimensions: Before, During and After. These aggregate dimensions were chosen to help properly show what challenges reskilling programs face during different phases of the program. / Byggbranschen står inför en brist på arbetskraft. Detta problem har uppstått dels till följd av en sämre bild av branschen, vilket har resulterat i färre sökande till yrkesutbildningar. Syftet med denna studie var att undersöka de utmaningar som små organisationer inom den svenska byggbranschen måste möta när de genomför omskolningsprogram. Utöver detta undersöker studien även om det finns några potentiella lösningar för att mildra effekten av dessa utmaningar. Målet med denna studie var att utforska de luckor som tidigare forskning lämnat och därigenom bidra med värdefull forskning. Området som denna studie avser att undersöka är hur omskolning kan användas inom en arbetsintensiv bransch, i detta fall byggbranschen. Studien ville även undersöka omskolning ur perspektivet av mindre organisationer i Sverige. En fallstudie genomfördes på ett litet golvföretag i Sverige. Två former av datainsamlingsmetoder genomfördes för att samla primärdata till studien. Den första datainsamlingsmetoden bestod av observationer från fallföretaget. För den andra metoden användes semistrukturerade intervjuer med flera intressenter inom byggbranschen, både på fallföretaget och med experter utanför fallföretaget. Denna data samlades in för att besvara följande forskningsfråga: RQ1: Vilka utmaningar finns det för omskolningsprogram inom den svenska byggbranschen? Utmaningarna som identifierades i denna studie kunde delas in i tre övergripande dimensioner: Före, Under och Efter. Dessa övergripande dimensioner valdes för att tydligt visa vilka utmaningar omskolningsprogram står inför under olika faser av programmet.