This descriptive research addressed the challenges of working with the conscious and unconscious aspects of diversity in order to enhance insights into covert and deeper diversity dynamics in organisations. The research supported the evolving trend of shifting the systems psychodynamic orientation from the group to the individual context. The general aim was to describe a systems psychodynamic coaching model, and to determine its trustworthiness in assisting executives to work effectively with conscious and unconscious diversity dynamics. Literature was reviewed to provide a theoretical foundation of diversity challenges which executives face in South African organisations. This was augmented by systems psychodynamic literature, which provided a theoretical basis upon which to understand the intrapsychic aspects of the executives and their interplay with systemic dynamics. The empirical study was conducted over ten months to determine the trustworthiness of executive coaching in diversity from a systems psychodynamic perspective. Data was gathered using the organisational role analysis approach, and analysed by means of the systems psychodynamic discourse analysis method. Nine major themes and their related sub-themes were identified, namely, gender, race, ethnicity, authority, disability, language, age, de-authorisation of diversity work, and the coaching process. Through the coaching, the executives gained insights into their intrapsychic environment and the complex, multifaceted and intersecting nature of diversity in their organisations. They were assisted to take up their leadership roles more effectively and to take action on behalf of their organisations. The research hypothesis formulated and the conclusion made was that executive coaching from a systems psychodynamic perspective displays trustworthiness. / Industrial and Organisational Psychology / D. Litt. et Phil. (Consulting Psychology)

Cardiovascular diseases and diabetes are increasing worldwide due to unhealthy lifestyle habits. Behavior change support systems (BCSS) are a new means of promoting a sustainable lifestyle change. These systems are more effective when behavior change theories are applied. The aim of this thesis to integrate well-known behavior change theories into a conceptual model of behavior change progress to form the basis for the BCSS. The research question of this thesis is: what parameters of behavior change should be included in a conceptual model of behavior change progress? The model was created by integrating concepts and their relationships from existing behavior change theories. Next, the model was the validated by experts in behavior change. The outcome is a conceptual framework that can be function as a tool for understanding causal relationship between behavior change concepts, for presenting feedback, and building automated assessments. Furthermore, the model extends already existing knowledge networks. / På grund av allmänhetens ohälsosamma vanor ökar Diabetes och kardiovaskulära sjukdomar i hela världen. Olika stödsystem för beteendeförändringar (BCSS) är ett nytt sätt att främja en hållbar livsstilsförändring. Dessa system är mer effektiva då beteendeförändringsteorier tillämpas. Syftet med denna avhandling är att integrera välkända teorier om beteendeförändring i en konceptuell modell av beteendeförändringsframsteg som kan ligga till grund för BCSS. Forskningsfrågan i denna avhandling är: Vilka parametrar för beteendeförändring ska ingå i en konceptuell modell för beteendeförändringsframsteg? Modellen skapades genom att integrera koncept och deras relationer från befintliga teorier om beteendeförändring. Resultatet är ett konceptuellt ramverk som kan fungera som ett verktyg för att förstå orsakssambandet mellan beteendeförändringsbegrepp, för att presentera feedback och för att bygga automatiserade bedömningar. Dessutom utökar modellen redan befintliga kunskapsnätverk.

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Aus der Einführung: "Immer kürzer werdende Entwicklungszyklen neuer Technologien stellen viele Unternehmen aus dem Umfeld digitaler Produktionen1 vor große Herausforderungen, die sich u.a. in einer hohen Marktdynamik und einer steigenden Komplexität der Projektvorhaben niederschlagen (Rudolph/Krcmar, 2004, S. 14). Aktuelle Untersuchungen der Standish Group (2003) belegen, dass in den USA 66 Prozent der IT-Projekte entweder abgebrochen wurden oder die ursprünglichen Ziele insbesondere die Einhaltung von Kosten, Zeit und Qualität nicht erreichten."

L’objectif de cette recherche doctorale est de contextualiser et d’analyser les raisons de l’intégration du coaching prescrit aux politiques de GRH de grandes entreprises en France dans les années 2000, en lien avec ses apports au management et à l’organisation. Sur cette base, la thèse que nous défendons consiste à montrer que, par son processus et sa finalité axés sur les relations interpersonnelles et les interactions sociales, le coaching peut être considéré commeun dispositif qui contribue à la régulation sociale en entreprise. Cette recherche, de nature qualitative, est structurée autour du cadre méthodologique contextualiste d’A. Pettigrew, dans lequel nous avons "enchâssé" la théorie de la régulation conjointe de J.D. Reynaud, afin d’analyser en quoi le coaching prescrit constitue une pratique RH vecteur de régulation sociale. Une première phase exploratoire de recherche a consisté à objectiver les pratiques de coaching, au-delà des discours des coachs véhiculés dans leur littérature, à travers une étude menée auprès des sociétés du CAC 40. A l’issue de cette première approche du terrain, nous avons mené quatre études de cas, dans de grandes entreprises en France, dans une perspective ethnographique et en situation d’observation participante complète. Elles ont consisté àtravailler sur sept missions de coaching au total, qui sont représentatives des différentes formes de coaching pratiquées aujourd’hui en entreprise. A l’issue de cette immersion, nous avons pu mettre en évidence la contribution du coaching àla mise en place d’espaces de régulation autonome et sa contribution à la régulation conjointe, par sa dimension médiatrice. Au-delà, nous avons mis en évidence les impacts spécifiques et innovants de ces régulations sur le management et la gestion des RH, ainsi que sur l’organisation. / The aim of this doctoral research is to contextualize and analyze the reasons for the integration of prescribed coaching practices to HRM policies of major companies in France in the 2000’s, in connection with its contributions to the management processes and organization. On this basis, the thesis that we defend is that, trough its processes and its focus on interpersonal relationships and social interactions, coaching can be considered as a practise that contribute to social regulation within corporate organizations. This qualitative research is structured around the methodological framework of contextualist research of A. Pettigrew, in which we have "embedded" the theory of social regulation of J.D.Reynaud, to analyze how prescribed coaching is an HR practice, vector of social regulation. A first exploratory phase of research was carried out, through a survey in CAC 40 companies, to highlight the real practices of coaching, beyond the coaches’ rhetoric carried in their literature. At the end of this first approach, we have conducted four case studies in majorcompanies in France, in an ethnographic approach and in a situation of full participant observation. We have been working on seven coaching missions as an all, which represent the different forms of coaching practiced today in big companies.At the end of this immersion, we highlighted the contribution of coaching to the establishment of autonomous areas of regulation and its contribution to the "Joint Regulation", through a process of mediation. In addition, we identified the specific and innovative impacts of these regulations on HR management and the organization.

Freeskiing och snowboard, med alla sina tre tävlingsgrenar; slopestyle, big air och halfpipe introducerade i olympiska spelen, är två snabbt växande idrotter som etablerar sig i idrottsvärlden. Sverige ligger i framkant på både freeski- och snowboardscenen där två starka landslag kan mäta sig med världseliten. I och med det ökade intresset och möjligheten att tävla i idrotterna så ställs det högre krav på ett fungerande ledarskap och coaching för åkarna.   Syftet med den här studien är att beskriva och öka förståelsen för hur coaching och ledarskap inom freeskiing och snowboard kan definieras och komma till uttryck på elitnivå. Baserat på sju djupintervjuer, relevant tidigare forskning och självbestämmandeteorin så har det undersökts hur både coacher och utövare ser på nuvarande coaching och ledarskap samt vilka utvecklingspotentialer som finns. Det undersöks även hur den rådande idrottskulturen ser på prestationsutveckling.   Slutsatsen visade att nuvarande coaching och ledarskap fungerar tillfredsställande för både coacher och åkare, främst när det kommer till självbestämmande och självreglerat lärande för åkarna. De ser gärna utvecklingsmöjligheter i utökad kunskap kring kost, träning, mental träning och andra delar som främjar prestationsutveckling. Trots att idrottskulturen i vissa fall kan verka motsättande moderniseringen av idrotten så visade coacherna och de aktiva en positiv inställning till idrotterna utveckling. / Freeskiing and snowboard, with its three branches; slopestyle, big air and halfpipe now introduced in the Olympic games, are two fast-growing sports establishing themselves in the sporting world. Sweden, on top of the freeski- and snowboard scene with two solid national teams who can compete with the world elite. With the increased popularity and the opportunity to compete in both sports requires higher demands of a functional leadership and coaching for the riders.   The aim of this study was to describe and develop deeper understanding of how coaching and leadership in freeskiing and snowboard can be defined and expressed on an elite level. Based on seven interviews, earlier relevant research and the self-determination theory it has been examined how coaches and athletes view the existing coaching and leadership together with potential development. It is also investigated how the prevailing sports culture view performance enhancement.   The conclusion showed that coaches and athletes were satisfied with the current coaching and leadership, especially when it comes to self-determination and self-regulated learning for the riders. They see possible development in educating riders and coaches about performance enhancing tools like diet, training, mental training and other factors. Despite the sports’ culture opposing the modernization of freeskiing and snowboarding, coaches and riders were still positive about the development.

I studien har det försökt undersökas ifall tillit till överordnad och stärkande ledarskap kunde få anställda till att våga yttra sig om problem och komma med konstruktiva förbättringsförslag i svenskt telekomföretag. Studiens utgångspunkt har varit en kinesisk studie som demonstrerat detta fenomen i kinesisk kontext vilket skapade intresset att se ifall deras resultat kunde generaliseras till svensk kontext. Denna studie försökte replikera deras metod för att undersöka samma fenomen. I studien deltog 56 anställda som jobbade mot kunderna. 50 stycken besvarade enkäter var fullständiga och gick att använda till analysen. Med hjälp av korrelationsberäkningar och regressionsanalyser har det kunnat demonstreras att Tillit till överordnad och tre aspekter av stärkande ledarskapen (Deltagande i beslutsfattande, Coaching, Informera) separat hade ett samband med Anställdas yttrande. De tre stärkande ledarskapen utgjorde inte en mediator för Tillit till överordnad och Anställdas yttrande. Endast Informera kunde förutsäga Anställdas yttrande, dock med något osäkert resultat. Resultatet innebär i praktiken att ledare bör upprätthålla eller skapa tilliten till dem och utöva stärkande ledarskap mot sina anställda för att få dem att fortsätta våga yttra sig om problem och förbättringsförslag. Framtida studier kan fokusera på att bland annat undersöka utan extremvärden i analysen och kontrollera för kontrollvariabler. Då studien är en korrelationsstudie så har ej riktning eller kausalitet kunna uppmätas. Med experiment kan sådant undersökas mer noggrant. / This contemporary study explores the phenomenon of trust to leaders and empowering leadership in relation to employee voice in a Swedish telecommunication company. By employee voice, it refers to the extent an employee talks about problems/concerns and give feedback/improvements addressed towards the company. Previous study conducted in China has demonstrated that there is a correlation between trust, leadership and employee voice. This study tried to replicate their method and examine the same phenomena. 56 “front-line” employees participated in a survey, but only 50 responses were completed. The result showed significant separate correlation between the independent variables Trust in leaders and three aspects of empowering leadership (Participative decision-making, Coaching, Informing) and the dependent variable Employee voice, after calculating for correlations and carrying through regression analysis. The three aspects of empowering leadership did not mediate the effect of trust to leaders towards employee voice as predicted by previous studies. Only Informing by itself could predict employee voice, but the result could implicate some uncertainty. The implications of these results indicate that leaders should facilitate trust in them and practice empowering leadership to invoke employee voice. Future studies can continue this study by exclude outliers in the calculation and controlling for control variables. Because this is a cross-sectional study, causality could not be determined which could be improved by experimental design in future studies.

Bakgrunden till denna studien tar avstamp i de ständigt ökade regleringarna inom den finansiella sektorn, särskilt inom bank och försäkring. Denna sektor har upplevt tyngre regleringar sedan Enron skandalen 2001 vilket kulminerade till Sarbanes-Oxley Act 2002, som fortfarande är aktivt reglerad idag. Under 2018 tillkom två nya regleringar som trädde i kraft för den svenska finansiella sektorn, nämligen “Markets in Financial Instruments Directive II” (MiFID II) och Lagen (2018:1219) om Försäkringsdistribution (LFD). Dessa tillkomna regleringar kan ha en inverkan på chefer och deras ledarskap på verksamheter inom bank och försäkring. Syftet med denna studie är att illustrera potentiella indikatorer om, och hur, nya finansiella regleringar kan inverka på chefers ledarskap. Studien har därav ämnat sig till att använda transaktionell respektive transformativ ledarskapsteori för att tolka och analysera tio chefers upplevelser av de ökade regleringarna. Den empiriska data som har samlats in från en organisation, verksam inom bank- och försäkring, indikerar på att regleringarna kan ha påtagliga effekter på chefers ledarskap. Cheferna återgav ett ökat bruk av transaktionellt ledarskap genom direkt kontroll. Detta då de behövde säkerställa om medarbetarna efterlevde de nya regleringarna. Några av cheferna uttryckte framträdande förändringar i ledarskapet efter att de nya regleringarna trätt i kraft. Detta resulterade i ett mer kontrollerande och transaktionellt ledarskap, då den större delen av tiden spenderades på kontroller och lämnade således mindre utrymme för det transformativa ledarskapet. Vid införandet av en administrativ roll avlastades stora delar av det administrativa arbetet för cheferna, så de återigen kunde återvända till deras tidigare utövade ledarskap. Studien konkluderar att det finns indikationer på att regleringar kan påverka chefers ledarskap men kan till stor del bero på hur verksamheten väljer att delegera det administrativa arbetet. Det finns även indikationer som visar att nya regleringar kan gynna vissa ledarskapsstilar. Vid ökade kontroller indikerar det, som ovannämnt, ett ökat bruk av direkt kontroll, ett typiskt drag hos det transaktionella ledarskapet. Å andra sidan indikerar avskaffandet av kontingentbelöningar inom försäljning, ett ökat användande av ett transformativt ledarskap. / The background of this study originates in the expanding regulation of the financial sector, specifically within the banking and insurance business. This sector has experienced heavier regulations since the Enron scandal in 2001 which culminated in the Sarbanes-Oxley Act of 2002, and is still being actively regulated today. During 2018, two new regulatory frameworks were added to the Swedish financial sector, namely Markets in Financial Instruments Directive II (MiFID II) and the Insurance Distribution Directive (IDD). This, and any other new addition to the legal framework, may affect managers and their leadership within an organization which operates within the banking and insurance business. The purpose of this study is to illustrate how new financial regulations may affect managers’ leadership. The study has therefore employed the use of transactional and transformative leadership theory to analyze ten managers’ personal experiences of the increased regulatory framework. The empirical data gathered from an organization currently operational within the banking and insurance sector suggest that regulations may have tangible effects on the managers employed there. The managers reported an increased use of direct control, whereby they would examine if their subordinates were compliant with the new regulations or not. Some of the managers expressed significant alterations in their leadership when the new frameworks were first introduced which resulted in a more controlling and transactional leadership, as most of their time was spent assuring employee compliance. However, upon the implementation of an administrative role that relieved the managers of most of the compliance control, they could once more return to their favored leadership style. The study concludes that there are indications of the regulations affecting managers’ leadership but that it’s heavily dependent on how an organization chooses to delegate the compliance work. There are also certain indications that the nature of new regulations could favor certain leadership styles. An increase in compliance work also suggests an increase in the use of direct control, a common trait in transactional leadership. On the other hand, the abolishment of contingent rewards for sales indicates an increase use of transformational leadership.

O objeto desta dissertação são as atividades motivacionais modernas, ou seja, atividades voltadas para a criação de um estímulo em indivíduos que, supõe-se, necessitam de um sentido para seu trabalho e/ou sua vida. Tais atividades demandam interrupções da rotina e uma reflexão sobre a própria trajetória do praticante, e há uma oferta variada de produtos com esse fim, oferecidos por empresas especializadas. Neste trabalho nos concentramos em analisar palestras motivacionais, um grupo de encontro de fim de semana chamado Leader Training e o coaching associado à programação neurolinguística (PNL). Buscamos realizar observações participantes, entrevistas e análises de material de divulgação, livros, vídeos e sítios da internet a fim de conseguir apreender essas práticas em suas diversas facetas. Nossa análise e interpretação buscou compreender os mecanismos e estratégias dessas atividades para construção de sua eficácia, por meio de narrativas e performances que buscam realinhar as intenções dos participantes com uma noção convencional de sucesso e felicidade, observando as diferentes maneiras como o discurso científico é acionado e o religioso é sutilmente sugerido na elaboração de seus conteúdos. Operando comparações das descrições de campo com a teoria antropológica, em intersecção com uma análise baseada nos pressupostos dos science studies na sua forma de conceber o moderno em suas simetrias com o não-moderno, acreditamos ter contribuído com a ampliação do olhar sobre o objeto. / The object of this dissertation are the \"modern motivational activities\", i.e. activities aimed at creating an incentive in individuals who, one assumes, require a meaning to their work and/or their life. Such activities require routine interruptions and a reflection on the participants own trajectory, and there is a wide range of products for this purpose, offered by specialized companies. In this dissertation, we focus on analyzing motivational talks, a weekend group meeting called Leader Training and coaching associated with Neuro-Linguistic Programming (NLP). We seek to conduct participant observation, interviews and analysis of promotional materials, books, videos and websites in order to be able to understand these practices in its various facets. Our analysis and interpretation sought to understand the mechanisms and strategies of these activities to build their effectiveness through narratives and performances, that seek to realign the intentions of the participants with a conventional notion of success and happiness, noticing the different ways in which scientific discourse is triggered and the religious is subtly suggested in the development of its contents. We believe that we have contributed to broaden the view on the subject, operating comparisons of field descriptions with the anthropological theory, in intersection with an analysis based on the assumptions of Science Studies in their way of conceiving the modern in its symmetries with the non-modern.