Title: Dialogue education is effective as a method to teach maternal toddler feeding practices Objectives: 1) Measure the effectiveness of one or two workshops using dialogue education to teach healthy toddler feeding practices, specifically a) to allow child self-regulation of satiety, b) to maintain a schedule for meals and snacks and c) to role-model healthy eating when compared to a control group. 2) Measure the effectiveness of dialogue education to teach appropriate stages of growth in order to increase mothers’ ability to know when their children are at a healthy weight compared to a control group 3)Compare baseline maternal toddler feeding practices between low-income Latina mothers participating in Early Head Start (EHS) and Early Migrant/Seasonal Head Start (EMSHS). Methods: Sixty six mothers participating in EHS (n=25 and EMSHS (n=41) completed a 24 item Likert scale (1 to 5 with 1=Never/Not confident/Extremely unlikely, 5=Always/Very confident/Extremely likely) to assess behavior, self-efficacy and intent regarding 3 domains of toddler feeding practice: self-regulation of hunger and satiety, scheduling meals and snacks, and parental role modeling. Mean Likert scores for each question were analyzed by subgroup. A two-part educational intervention was developed to improve these three domains of healthy toddler feeding practices and knowledge of stages of growth. Participants were recruited primarily from EMSHS and were grouped based on level of participation (1 workshop, 2 workshops or control). Results: Objective one:One-way ANOVA analysis showed improvement from baseline to post-intervention for self-regulation (baseline x=3.130 0.499; post-intervention x=3.496 0.603; p=0.030) and role-modeling behavior (baseline x=3.757 ; post-intervention x=4.096 0.581, n=23, p=0.035) for those who participated in one or two workshops. Two-sample t-tests of post-intervention scores between control and a combined intervention group (Group 1 and Group 2) showed that the combined group scored significantly higher in allowing self-regulation behavior (control x=3.036 , n=11; combined intervention group x=3.496 0.603, n=23, p=0.016). Regression showed that intent (p=0.03) and self-efficacy (p Objective two: No significant changes in self-efficacy or knowledge of stages of growth were observed among the three treatment groups. Perceptions of healthy weight did not change significantly from baseline to post-intervention. Objective three: Mothers in EHS and EMSHS groups were similar for the most part in their parental feeding practices. The EMSHS mothers maintained a schedule for meals and snacks more than EHS mothers (EMSHS x=3.323 , n=41, EHS x=2.850 , n=25; p=0.004). The EHS mothers, however, limited sweets more frequently than EMSHS mothers (EMSHS x=3.28 , n=41, EHS x=2.66 , n=25; p=0.024). Levels of self-efficacy and intent were similar for both groups, with EHS mothers scoring higher for confidence in staying calm during stressful meal times (EHS x=3.24 , n=25; EMSHS x=2.56 , n=41; p-value=0.004) and intent to allow self-regulation (EHS x=4.125 , n=8; EMSHS x=3.532 , n=25; p-value=0.068). Early Head Start mothers also identified the importance of exercise in maintaining a healthy weight significantly more than EMSHS mothers (p=0.031). Conclusion: Dialogue education is effective as a method to improve some aspects of authoritative feeding behavior. One workshop was sufficient to observe improvements in self-regulation and role-modeling behavior. No improvements were observed in self-efficacy or knowledge of healthy weights. While similar for the most part, EHS mothers are more authoritative in their feeding practices compared to EMSHS. Keywords: Toddlers, Head Start, Division of Responsibility, Dialogue Education

Författare: Agnes Asp & Johanna Müller Datum: 2023-05-23 Nivå: Kandidatuppsats, företagsekonomi & organisation, 15 HP Handledare: Annika Schilling Examinator: Mikael Lundgren  Titel: Ansvarsförvirringen - Vem bär ansvaret för arbetet med employer branding? - En kvalitativ studie som belyser organisationers ansvarsfördelning i arbetet med employer branding och att attrahera rätt kandidater. Syfte: Syftet med studien är att bidra med förståelse för hur ansvarsfördelningen görs i organisationer när det kommer till employer branding (EB) och vilken roll fördelningen har i de utmaningar som uppkommer kring att skapa en attraktion hos de rätta kandidaterna för att vilja bli anställda hos en organisation. Metod: Studien behandlar fenomenet ansvarsfördelning i employer branding-arbetet och tog avstamp i en kvalitativ strategi med abduktiv forskningsansats. Studien har även tillämpat en tvärsnittsdesign, med semistrukturerade intervjuer som datainsamlingsmetod.  Slutsats: Resultatet av studien visar på att ansvaret i organisationer i arbetet med employer branding kan fördelas i ett strategiskt respektive operativt ansvar.  HR-funktionen har ett strategiskt ansvar, medan övriga involverade funktioner som marknadsförings-, ekonomi-, marknads-, och PR-funktionen ansvarar över det operativa och praktiska arbetet med EB. Resultatet visar vidare att det inte finns någon enskild befattning eller funktion som besitter huvudansvaret för EB-arbetet, utan de involverade funktionerna har ett gemensamt ansvar för EB-arbetet. Vi kan med det som utgångspunkt fastställa att det finns en ansvarsfördelning, men ingen som besitter det yttersta ansvaret. Studiens resultat indikerar vidare att organisationer idag upplever utmaningar med att hitta och attrahera rätt kandidater och att ansvarsfördelningen potentiellt kan ha en avgörande och problematisk roll i det.  Nyckelord: Employer branding, rekrytering, ansvarsfördelning, organisationsstruktur / Authors: Agnes Asp & Johanna Müller Date: 2023-05-23 Level: Bachelor thesis, Business administration & Organization, 15 credits Advisor: Annika Schilling Examiner: Mikael Lundgren Title: The responsibility confusion - Who is responsible for the work with employer branding? - A qualitative study that emphasizes organizations' division of responsibilities in the work with employer branding and attracting the right candidates. Purpose: The purpose of the study is to contribute with an understanding of how responsibility is distributed in organizations when it comes to employer branding (EB) and what role the distribution has in the challenges that arise around creating an attraction for right candidates to want to be employed by an organization. Method: The study addresses the phenomenon of the distribution of responsibility in the employer branding work and was based on a qualitative strategy with an abductive research approach. The study has also applied a cross-sectional design, with semi-structured interviews as the data collection method. Conclusion: The result of the study shows that the responsibility in organizations in the work with employer branding can be divided into strategic and operational responsibility. The HR function has a strategic responsibility, while other involved functions such as the marketing, finance, market and PR function are responsible for the operational and practical work with EB. The result further shows that there is no single position or function that has the main responsibility for the EB work, the functions involved have a shared responsibility for the EB work. Based on that we can establish that there is a division of responsibility, but no one has the main responsibility. The result of the study further indicates that organizations today experience challenges in finding and attracting the right candidates and that the distribution of responsibilities can potentially play a crucial and problematic role in this. Keywords: Employer branding, recruitment, division of responsibility, organizational structure

<p>The aim of the study was to examine the background and prerequisites for social services responsibility for carers according to the carers’ section in the Social Services Act. How the legislation is perceived and implemented in practice was also studied. The study’s theoretical basis was jurisprudence and the sociology of law. Preparatory work and other sections of importance for the interpretation of the carers’ section in the Social Services Act were also scrutinized. Interviews with four municipal politicians and four local civil servants were conducted. Various factors which affect the prerequisites for the social services duty of care towards carers were identified in the study. By studying the direct effects of legislation various indirect effects were also highlighted. The results showed that legislation is a weak instrument of control in municipalities’ planning and implementation of support for carers. Therefore social services responsibility for carers is unclear and imprecise. For carers themselves it is difficult to know what support they can demand or ask for from social services – municipalities have to offer support for carers but the carers’ section does not give carers any legal right to support.</p>

The study aims to gain an understanding of how the seasonal recruitment and division of responsibilities within the Resource Team at Region Gotland currently established in order to find opportunities for improvement in the process. The study is based on two questions of aim, "How do the seasonal recruitment and the division of responsibilities currently look like?" And "How can the seasonal recruitment process be developed?". The data material has been collected through qualitative methods in the form of interviews, observations of the daily operations and provision of internal documents. The material shows that there are certain ambiguities when it comes to seasonal recruitment in its entirety, and also when it comes to the distribution of responsibility among the employees, whereas there is uncertainty who is responsible for the different activities in the process. The problem that can arise in the case of an ambiguous division of responsibility is that employees do not know what is expected of them in their work roles, which can result in tasks not being performed. To develop and hopefully improve the seasonal recruitment process, a visualization of the process is inspired by the model for process charts, blueprinting. The Resource Team should clarify the division of responsibilities associated with the seasonal recruitment as some activities currently have no one in charge. It is advised and proposed that the Resource Team should create a work role in order to delegate the responsibilities in case of absence. / Studien syftar till att få en förståelse för hur sommarrekryteringen och ansvarsfördelningen inom Resursteamet ser ut i dagsläget för att kunna finna förbättringsmöjligheter i processen. Studien bygger på två frågeställningar, Hur ser sommarrekryteringen och ansvarsfördelningen ut i nuläget? och Hur kan processen för sommarrekryteringen utvecklas?. Datamaterialet har insamlats genom kvalitativa metoder i form av två intervjuer, observationer och tillhandhållandet av interna dokument. Materialet påvisar att det finns vissa tvetydigheter när det kommer till sommarrekryteringen i sin helhet, men även när det gäller fördelningen av ansvar medarbetarna sinsemellan och vem som ansvarar för de olika aktiviteterna i processen. Problemet som kan uppstå vid en tvetydig ansvarsfördelning är att medarbetarna inte vet vad som förväntas av dem i sina arbetsroller vilket kan resultera i att arbetsuppgifter inte utförs eller att saker och ting faller mellan stolarna. För att utveckla och förhoppningsvis förbättra sommarrekryteringsprocessen föreslås en visualisering av processen med inspiration av processkartmodellen, blueprinting. Resursteamet bör även tydliggöra ansvarsfördelningen kopplat till sommarrekryteringen, i dagsläget finns det vissa aktiviteter som ingen ses ansvara för. Det blir även påtagligt för Resursteamet om en ansvarig medarbetare är frånvarande och därmed föreslås det att Resursteamet beslutar om en medarbetare med ett sekundärt ansvar för aktiviteten.

The aim of the study was to examine the background and prerequisites for social services responsibility for carers according to the carers’ section in the Social Services Act. How the legislation is perceived and implemented in practice was also studied. The study’s theoretical basis was jurisprudence and the sociology of law. Preparatory work and other sections of importance for the interpretation of the carers’ section in the Social Services Act were also scrutinized. Interviews with four municipal politicians and four local civil servants were conducted. Various factors which affect the prerequisites for the social services duty of care towards carers were identified in the study. By studying the direct effects of legislation various indirect effects were also highlighted. The results showed that legislation is a weak instrument of control in municipalities’ planning and implementation of support for carers. Therefore social services responsibility for carers is unclear and imprecise. For carers themselves it is difficult to know what support they can demand or ask for from social services – municipalities have to offer support for carers but the carers’ section does not give carers any legal right to support.

Ever since the middle of the twentieth century the public sector has expanded greatly with an increasing number of civil servants. Politicians however keep getting fewer and fewer with less capability of monitoring said public sector. This creates a tension between democracy and bureaucracy that begs the question how society should adjust to these changes. How should the relationship between politicians and public servants be managed and how should responsibilities be divided between them? Too much responsibility given to public servants runs the risk of lowering chances of public transparency and accountability. Too much responsibility given to politicians may however decrease the efficiency and capability of tend-ing to the citizen’s needs in the public sector. Regardless of how the issue is approached there needs to be a formal division of responsibilities. A lack of or unclear division of responsibility will decrease citizen’s possibility of holding politicians and public officials accountable. It also helps clarify to what extent crossing the boundaries between politics and bureaucracy is allowed. A prime example of a public servant that is caught in between the opposite sides of politics and bureaucracy are city managers, who lead the municipalities along with local politicians. They serve as illustrations of how responsibility may be divided and what roles are expected of leading public servants. To study this, instructions for city managers has been used as material. The method for this study has been quantitative content analysis. The results show that city managers firstly are expected to act as "managers" inspired by New Public Management. At the same time to a rather large extent they are expected to act as "controllers", a neutral follower of political will like in traditional Weberian models for management of the public sector. This creates a contrast between an independent and pro- active city manager that prioritizes efficiency with an obedient and passive manager that prioritizes political control. Both internal administrative and political arenas become relevant, while surrounding arenas and contact with external parties are less prioritized. Political major-ities and the size of a municipality appear to have none or marginal effects on what role is preferred and how responsibility is divided.

This study is conducted at a department, hereinafter referred to as Företaget, at a company within the financial sector. Företaget works for corporate customers and offers car administration to customers who own 20 cars or more in their business. The study aims to gain understanding for how their onboardingprocess of new customers works and how the joint customer template, that is used by several work teams, can be improved. The purpose is to provide suggestions for improvement that will assure that the information sharing about the customer in the onboardingprocess becomes clearer, quality assured and shared to a greater extent. The theory that this study is based upon includes offensive quality development, change management, leadership, and culture. The data that this study is built upon has been collected through qualitative methods in the form of interviews, a survey, the conducting of a culture analysis and the provision of internal documents. The gathered data results in a process chart that shows the current workflow, and the finding of the root cause to the experienced problem, which is that there is a lack of clarification of who is in charge of what between the different working teams at Företaget. The result further demonstrates that there is an ambiguity in the division of responsibility, deficiencies in communication, lack of follow up and quality assurance but a good sense of cooperation and a well-being between employees. Common problems that can arise when there is an ambiguity in the division of responsibility and when the definition of work roles is not well anchored, is that the employees do not know what's expected of them which can lead to tasks not being performed. To hopefully improve the experienced problem of the onboarding process, it’s suggested that the process is visualized, a clarification of roles and division of responsibilities is made, increased communication between the teams, insertion of quality assurance and follow-up as well as activities with participation from all teams that could lead to an increase in social identity and the “we” feeling. / Denna studie är utförd på en avdelning, vidare kallat Företaget, på ett företag inom finanssektorn. Företaget verkar för företagskunder och erbjuder biladministration till kunder som innehar 20 eller fler bilar i sin verksamhet. Studien ämnar till att skapa en förståelse för hur introduktionsprocessen för nya kunder, vidare kallat onboardingprocess, ser ut i nuläget, samt hur den gemensamma kundmallen, som används av flertalet av Företagets team, kan förbättras. Detta i syfte att tillhandahålla lösningsförslag för att säkerställa att informationsdelningen om kunden i onboardingprocessen blir tydligare, kvalitetssäkras och delas i högre omfattning. Teorin som studien är baserad på berör bland annat offensiv kvalitetsutveckling, förändringar, ledarskap och kultur. Den data som studien bygger på har samlats in genom kvalitativa metoder i form av intervjuer, enkätundersökning, genomförande av kulturanalys samt tillhandahållandet av interna dokument. Det insamlade materialet resulterar i en processkarta som beskriver det nuvarande arbetsflödet, samt upptäckten av att rotorsaken till den upplevda problematiken ligger i att det saknas ett förtydligande bland de olika teamen på avdelningen om vem som ska göra vad. Vidare påvisar resultatet att det finns en tvetydighet i ansvarsfördelningen, brister i kommunikationen, avsaknad av uppföljning och kvalitetssäkring, men en god känsla för samarbete och en trivsel medarbetarna emellan. Vanliga problem som kan uppkomma när ansvarsfördelningen och definiering av arbetsrollerna inte är väl förankrade är att förväntansbilden på medarbetaren blir svårtolkad,  samt att ansvar skjuts ifrån och ärenden faller mellan stolarna. För att förhoppningsvis förbättra den upplevda problematiken föreslås visualisering av processen för medarbetarna, ett tydliggörande av roller och ansvarsfördelning, ökad kommunikation mellan teamen, kvalitetssäkring och uppföljning, samt aktiviteter med deltagande från alla team som skulle kunna leda till en ökning av den sociala identiteten och skapandet av ”vi”-känslan.

The study aims to describe how practitioners view their assignment regarding guidance, support and treatment for normally gifted adolescents between 13-17 years with autism spectrum disorder and comorbidity. Practitioners' experience in Social service, Child and youth psychiatry and Habilitation, division of responsibility, and the needs of the target group were studied through six semi-structured interviews which were analyzed thematically and based on new institutional theory.    Results show that in the field and domain there are three players acting on different logics depending on assignment, law, target group, intervention logic and care level offered. There is a domain consensus on youths with less complex problems, where the respective level of care meets the needs according to staff. Domain claims differ and are characterized by domain conflict regarding the individuals with the greatest needs. The adolescents with most psychiatric diagnoses receive the least help from Habilitation and Child and youth psychiatry, in spite of these having the most expertise. The Social service is responsible for placement based on the responsibility logic, despite reporting a lack of specific competence. The design of the organizations governs efforts rather than the needs of the target group.

Relationen mellan entreprenörer och beställare i byggbranschen har ofta en brist på tillit vilket är ogynnsamt både för projekten och den involverade personalen. Mycket tid läggs på att hantera tvister och det finns ett antagande att parterna är ute efter att lura varandra till egen vinning. Det blir i sin tur ett negativ utfall för både entreprenören och beställaren då det bidrar till att projekten ofta blir dyrare och tar längre tid än nödvändigt. Dessvärre har branschen sett ut så väldigt länge men det finns bättre sätt att arbeta på. NCC:s affärsområden NCC Building Sweden och NCC Property Development arbetar tillsammans i partneringavtalsprojekt och har under de projekt de arbetat i byggt upp en relation som skapar trevlig arbetsmiljö och väl genomförda projekt. De arbetar med ekonomiskt incitament som gör att tiden som läggs på att hantera vem som blir betalningsskyldig vid ändringar och liknande minimeras. Trots att den nära och välutvecklade relationen ger många positiva effekter finns det brister även i dessa projekt. Det finns en viss otydlighet mellan parterna och rollerna som bidrar till att vissa frågor och ansvarsområden saknar ägare. Det är även mycket information om arbetssätt och beslut som hamnar på individnivå på grund av att dokumentation utelämnas, vilket i sin tur gör det svårt för ny personal att komma in i projekten och man går miste om erfarenheter från tidigare projekt. Rapporten undersöker hur partneringavtalsprojekten skiljer sig från NCC dokumenterade sätt att arbeta. Syftet är att finna sätt att optimera samarbetet mellan NCC Building Sweden och NCC Property Development och i förlängning finna sätt att skapa mer tydlighet samt bättre sätt att hantera ny personal i projekten. Med hjälp av noga granskning av den dokumenterade processen och intervjuer kan jämförelser mellan arbetssätten göras för att utforma resultat. Resultatet används sedan för att hitta fördelar och nackdelar med projekt med partneringavtal samt komma fram till sätt att optimera samarbetet i dessa projekt. Intervjuer visar att partneringavtalsprojekten är fördelaktiga på många vis men det skulle behövas tydliga gränsdragningslistor över ansvarsfördelningen mellan beställare och entreprenör och mellan de olika rollerna hos parterna. För att förbättra förutsättningar för kommande projekt och lättare ta in ny personal behövs bättre dokumentation över arbetssätt och erfarenheter. / The relationship between contractor and developer in the construction industry often has a lack of trust, which is unfavorable for both the projects and the staff involved. A lot of time is spent on dealing with disputes and there is an assumption that the parties are looking to con each other to their own gain. This leads to a negative outcome for both the contractor and the developer, as this contributes to the projects often becoming more expensive and more time consuming than necessary. Unfortunately, the industry has been like this for a long time, but there are better ways to work. NCC's business areas NCC Building Sweden and NCC Property Development are working together in projects with partnering agreement and during these projects they have managed to build a relationship that creates a more pleasant work environment and well-executed projects. They work with financial incentives, which means that the time spent managing who are liable for payment in the event of changes or similar is minimized. Although this close and well-developed relationship has many positive effects, there are also shortcomings in these projects. There is a certain lack of clarity between the parties and the roles that contribute to certain issues and areas of responsibility lacking owners. There is also a lot of information about working methods and decisions that end up at the individual level due to the fact that documentation is omitted. This makes it difficult for new staff to enter the projects and one loses out on experiences from previous projects. The report looks in to how the projects with partnering agreement differ from NCC's documented ways of working. The purpose is to find ways to optimize the cooperation between NCC Building Sweden and NCC Property Development and, by extension, find ways to create more clarity and better ways to manage new staff in the projects. With the help of careful examination of the documented process and interviews, comparisons between the working methods can be made to form results. The result is then used to find advantages and disadvantages of projects with partnering agreements and to find ways to optimize the cooperation in these projects. Interviews show that the projects with partnering agreement are advantageous in many ways, but clear lists of boundaries of responsibility between the contractor and the developer and between the different roles of the parties would be needed. In order to improve the conditions for future projects and to facilitate the introduction of new staff, better documentation of working methods and experiences is needed.