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.

The current environment of the automotive industry is affected by new technologies, growing market dynamics, increasing demands from customers, and regulations such as sustainability requirements. To handle rapid changes many firms are leaning towards a more agile and flexible way of working. Such transformations have a tremendous effect on how organizations are managed and led. This leads to challenges for the leadership that should be able to lead the organization and the people through changing environments. Transformational and servant leadership have been explored in the context of change. However, previous studies show contradictory views on appropriate leadership approaches for companies that are facing change. Therefore this study seeks to evaluate servant and transformational leadership in situations of agile transformations. The purpose of this thesis is to develop recommendations for leaders within incumbent firms that are facing agile transformations. A qualitative case study was conducted and limited to an R&D department within the hardware development at an incumbent automotive firm. Department managers, section managers, project managers, and group managers were interviewed to deepen the understanding of the challenges that the company was facing. Findings indicate that it is important for leaders to consider challenges such as facing resistance to change, considering a new role as a leader, and ensuring psychological safety. This was elaborated on further and the two leadership models; transformational and servant leadership, were expected to contribute to a smoother change process. As psychological safety was seen as important in this change, the leaders had a mindset to encourage followers to take risks. This was done by promoting autonomy and encouraging followers to “test and try”. Servant leaders support agile principles and transformational leaders strive to encourage change initiative. These leadership approaches can therefore enhance and support organizational efforts in working more agile. However, there can not be drawn any conclusion of which leadership model is most suitable for change. Servant and transformational leadership show indications of which leadership attributes are desired for change. Leaders need to evaluate the change situation and the followers' needs to determine appropriate leadership approaches. / Traditionella tillverkningsföretag möter utmaningar med ny teknik, förändrad marknadsdynamik, ökade krav från kunder och hållbarhetskrav. Dessa förändringar har en stor effekt på hur organisationer hanteras och leds. Detta leder till utmaningar för ledare som ska kunna leda organisationen och människorna genom förändrade miljöer. Transformativt och tjänande ledarskap har utforskats under förändringar. Tidigare studier visar dock motstridiga åsikter om lämpliga ledarskapsmetoder för företag som står inför förändring. Denna studie försöker därför undersöka transformativt och tjänande ledarskap i agila förändringar. Syftet med detta examensarbete är att finna rekommendationer för ledare inom traditionella företag som står inför agila organisatoriska förändringar. En kvalitativ fallstudie genomfördes och avgränsas till hårdvaruutveckling inom en FoU-organisation i ett traditionellt tillverkningsföretag. Avdelningschefer, sektionschefer, projektledare och gruppchefer intervjuades för att fördjupa förståelsen för de utmaningar som företaget står inför. Resultaten visar indikationer på att det är viktigt för ledare att hantera utmaningar som till exempel att möta motstånd i förändringsarbetet, överväga en ny roll som ledare och att skapa trygghet. De två ledarskapsmodellerna; transformativt och tjänande ledarskap, förväntades bidra till en smidigare förändringsprocess. Trygghet ansågs vara viktig i denna förändring och därför hade ledarna en inställning att uppmuntra medarbetare att ta risker genom att ledarna främjade autonomi och uppmuntrar medarbetarna att testa och prova. Tjänande ledare stöder agila principer och transformativa ledare strävar efter att uppmuntra förändringsinitiativ. Dessa ledarskapsstrategier kan därför förbättra och stödja organisatoriska insatser för att arbeta mer agilt. Det kan dock inte dras någon slutsats om vilken ledarskapsmodell som är mest lämplig för förändring. Transformativt och tjänande ledarskap visar indikationer på vilka ledarskapsattribut som är önskvärda i en förändring. Ledare måste därför utvärdera förändringssituationer och medarbetarnas behov för att bestämma lämpliga ledarskapsstrategier.

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This was a qualitative, multiple-site case study that examined the leadership styles before, during, and after a major organizational transition. The purpose of the study was to determine if a major organizational transition affected the leadership styles of organizational leaders. It also sought to determine how the major organizational transitions affected the climate and the culture of the three organizations studied. The participants for this multiple-site case study were a hospital, a manufacturing plant, and a public library in Central Ohio. The organizational leaders were chosen because they had gone through a major organizational transition in the previous two years. Each leader then chose three followers based on two criteria. Two of the three had to be subordinates who reported directly to the organizational leader and one who had to be the leader's administrative assistant. The participants were interviewed using a guided interview; therefore, qualitative methods were used. Data analyses were completed by the process of data reduction, data display, and conclusions drawn from the data display (constant comparison). I discovered the leaders' styles remained somewhat consistent throughout the organizational transition. All three leaders used comparable methods of dealing with the transition. The leaders had the ability to identify the organizational issues that necessitated the transition, sought alternative actions, and then proceeded with the best alternatives. The climate and culture of each organization was more affected by the transition than the leader. [I started this research thinking the leaders might be the ones most affected.]

[pt] Este estudo examina as associações de liderança servidora e liderança empreendedora com o comportamento inovador no contexto do setor público. Além disso, foi verificado se as relações são mediadas pelo empoderamento psicológico e pelo engajamento, respectivamente. O cerne das hipóteses é de que esses tipos de liderança auxiliam os funcionários a serem mais engajados, empoderados psicologicamente e inovadores. Para testar as hipóteses, foi aplicada modelagem de equações estruturais de mínimos quadrados parciais com dados de uma amostra de 135 servidores públicos de Tribunais de Contas oriundos de 14 Estados brasileiros, obtidas por meio de questionário eletrônico. Para estimar e remover o viés do método comum, foi utilizada a técnica de variável marcadora. Os resultados mostram que os efeitos da liderança servidora no comportamento inovador são totalmente mediados pelo empoderamento psicológico. Além disso, os resultados evidenciam que a liderança empreendedora tem associação direta e positiva com o comportamento inovador, de modo que esses efeitos são parcialmente mediados pelo engajamento. O estudo contribui para o entendimento dos efeitos da liderança servidora e empreendedora, bem como de atributos individuais, no fomento da inovação no setor público. Por fim, são discutidas implicações para a teoria e para a prática de gestão. / [en] This study examines the associations of servant leadership and entrepreneurial leadership with innovative behavior in the context of the public sector. Furthermore, it was verified whether the relationships are mediated by psychological empowerment and engagement, respectively. The core of the hypothesis is that these leadership styles help employees to be more engaged, psychologically empowered and innovative. To test the hypotheses, partial least squares structural equation modeling was applied with data from a sample of 135 public servants from the Courts of Auditors from 14 Brazilian states, obtained through an electronic questionnaire. To estimate and remove the common method bias, a marker variable technique is used. The results demonstrate that the effects of servant leadership on innovative behavior are fully mediated by psychological empowerment. Furthermore, the results show that entrepreneurial leadership has a direct and positive association with innovative behavior, so that these effects are partially mediated by engagement. The study contributes to the understanding of the effects of servant and entrepreneurial leadership, as well as individual attributes, in fostering innovation in the public sector. Finally, contributions to management theory and practice are discussed.

Kommunala verksamheter är i ett pågående arbete med implementeringen av tillitsbaseradstyrning. Vissa av Sveriges kommuner har kommit längre än andra, vilket beror på en rad olika orsaker. Somliga kommuner använder egna styrformer men förhåller sig till viss del till den tillitsbaserade styrningen. Uppföljningar med ett tillitsbaserat förhållningssätt är viktigt för att arbetet ska fortsatt gå i rätt riktning. Denna studie avser att identifiera likheter och skillnader i hur kommuner arbetar med tillitsbaserad styrning med uppföljning som fokus. Studien har genomförts på åtta olika kommuner med bas i intervjuer, samt en observation. Forskaren Louise Bringselius grundprinciper har använts i analysen. Studiens resultat har identifierat likhetermellan kommunerna som går i linje med grundprinciperna från den teoretiska referensramen. Resultatet visar även hur kommuner arbetar utifrån implementeringen av den tillitsbaserade styrningen samt dess utmaningar i uppföljningar inom ramen för tillitsbaserad styrning. / Municipal government operations are in ongoing work with the implementation of the trust-based governance. Some of Sweden´s municipalities have come further than others, which is due to several different reasons. Some municipalities use their own forms of governance but adhere to trust-based governance to some extent. Follow-ups with a trust-based approach are important for the work to continue moving in the right direction. This study intends to identify similarities and differences in how the municipalities work with trust-based governance with follow-up as the focus. The study has been carried out in eight different municipalities based on interviews, as well as an observation. Researcher Louise Bringselius´ basic principles have been used in the analysis. The study´s results have identified similarities between the municipalities that are in line with the basic principles from the theoretical frame of reference. The result also shows how municipalities work based on the implementation of trust-based governance and it´s challenges in follow-ups within the framework of trust-based governance.

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[pt] Este estudo analisa o papel da liderança servidora (LS) e compartilhada (LC) no desempenho de times de desenvolvimento de novas tecnologias de informação (TI) apoiados em metodologias ágeis, no contexto de uma empresa de energia. A pesquisa se concentra no impacto da LS do Agile Master (AM) e da LC entre o AM e o Líder Técnico (LT) no desempenho de projetos, investigando o papel mediador da aprendizagem e da criatividade nos times. Para testar as hipóteses, foram coletados dados através de uma survey envolvendo cerca de 217 componentes de 71 times ágeis (incluindo os AM, os LT e os Product Owner de cada time), e métricas de desempenho institucionais dos times consolidadas pela Scaled Agile Framework (SAFe-marca registrada). A análise utilizou regressão multivariada com múltiplas fontes de dados. Os resultados indicam que a liderança servidora do AM impacta significativamente a liderança compartilhada entre o AM e o LT nos times, e que a liderança compartilhada também impacta positivamente a aprendizagem e a criatividade dos times. Além disso, a liderança compartilhada e a criatividade nos times estão inversamente relacionadas ao tempo de execução de projetos e positivamente ao seu valor agregado ao negócio. A pesquisa contribui para a teoria e práticas de gestão ao investigar a ligação entre perfis de liderança e desempenho, expandindo o conhecimento sobre as conexões entre liderança e sucesso em projetos de TI que utilizam metodologias ágeis. / [en] This study examines the role of servant leadership and shared leadership in the performance of new information technology development teams using agile methodologies within an energy company. The research focuses on the impact of the Agile Master s (AM) servant leadership and the shared leadership between the AM and the Technical Leader (TL) on project performance, exploring the mediating roles of team learning and creativity. Data were collected through a survey of approximately 217 members from 71 agile teams (including AMs, TLs, Product Owners, and Developers), alongside institutional performance metrics consolidated by the Scaled Agile Framework (SAFe-trademark). The analysis employed multivariate regression with data from multiple sources. Findings indicate that the AM s servant leadership significantly influences the shared leadership between the AM and TL, and that shared leadership positively affects team learning and creativity. Furthermore, shared leadership and creativity within teams are inversely related to project execution time and positively related to the business value added by the projects. This research contributes to management theory and practice by examining the link between leadership profiles and performance, enhancing the understanding of the connections between leadership and success in IT projects employing agile methodologies.

The purpose of this dissertation is to determine what constitutes the abuse of power by leaders in Christian organisations and how it can be addressed, especially in a multicultural context. The theoretical and empirical research defines the abuse of power, especially in Christian organisations, and outlines the results. It determines the role that culture plays in the abuse of power and presents strategies that can be used effectively to prevent or deal with the abuse of power in different cultural contexts in Christian organisations. The cultures considered in the empirical research are English-speaking Canadians, Germans (from what was formerly West Germany), and white South Africans. In this research, the abuse of power, the aspects that define abusive leaders and the victims, and the effects of the abuse of power on the leaders, victims and the organisations are discussed. The literature and the responses from the research participants clearly confirm the existence of abusive leadership in Christian organisations. The characteristics that constitute an ethical Christian leader are defined and underlined by the responses from the respondents in this research: spiritual transformation, love, servant leadership, accountability, trust and forgiveness. Addressing the abuse of power in Christian organisations, specifically in a multicultural context is challenging. Leaders must be prepared to learn about and understand the cultures represented in the team. They also have a responsibility to challenge their team members to reflect on their cultural characteristics, to have healthy discussions and to form an organisational third culture that profits from the potential that each team member can contribute. / Philosophy, Practical and Systematic Theology / M. Th. (Christian leadership)