Syftet med denna kandidatuppsats är att undersöka vilka förutsättningar som finns för kunskapsöverföring i ett specifikt kunskapsintensivt företag. I en organisation vars lönsamhet är beroende av att kunskap överförs, finns det hinder som beror på individens egenintressen att utöva makt inom organisationen? En analysmodell, som utarbetats efter den teoretiska referensramen, används för att avgöra hur kunskapsmakten påverkar överföringen av kunskap genom att studera förutsättningar för kunskapsöverföring. Ur modellen kan eventuella hinder för överföringen analyseras och därigenom kan resonemang föras kring om det finns en ovilja eller oförmåga att dela med sig av kunskap. En kvalitativ studie har utförts genom intervjuer med utvalda representanter från ett kunskapsintensivt företag. Resultat från undersökningen visar att kunskap är en viktig källa till makt inom företaget och att organisationen arbetar aktivt med kunskapsöverföring. Förutsättningarna för att kunskap skulle kunna överföras var uppfyllda, i alla fall till stor del. Några direkta hinder för kunskapsöverföring i det specifika fall som studerats har alltså inte identifierats. / The purpose of this thesis is to examine the current conditions around knowledge transfer in a specific knowledge-intensive company. In an organization that is dependent on knowledge transfer, are there any obstructions due to an individual's self-interest in retaining power that affect how knowledge is transferred internally? To determine if employees hoard their knowledge in order to stay in a power position, the transfer process is analyzed in depth to see if it is lacking due to the employees disinclination towards the transfering of knowledge or an inability to do so. A qualitative study was conducted through interviews with representatives from this specific knowledge-intensive company. The results from the interviews suggest that knowledge is in fact a source of power in this specific organization and the interviewees showed an awareness of the fact that knowledge transfer is crucial in order to stay successful. The conditions for knowledge transfer were greatly met and the results did not indicate any explicit evidence of individuals hoarding their knowledge in order to remain in a power position.

abstract: This study utilized targeted messages and expert and referent sources in an effort to promote physical activity behavior in college students. College students aged 18-25, excluding collegiate athletes, were randomized into three conditions using their current physical activity level. Two of the conditions received targeted messages highlighting three primary components of social cognitive theory - self-efficacy, outcome expectations, and goals - while the third condition received no messages. In addition, the experimental conditions received the messages from either an expert (i.e., a personal trainer) or a referent (i.e., a close friend). In this way, this experiment analyzed whether receiving social cognitive theory messages increased physical activity indicators compared to the control condition, as well as if the message source caused differences in the physical activity indicators. Moreover, participants completed Time 1 and Time 2 measures to determine if receiving messages or not caused changes over a one week time period. Seven physical activity indicators were assessed: self-efficacy, positive outcome expectations, negative outcome expectations, attitudes, response-efficacy, intentions, and physical activity behavior. Results revealed that both the personal trainer and close friend conditions had significantly higher scores than the control condition for intentions at Time 1 and Time 2, as well as physical activity behavior at Time 2. Moreover, the personal trainer condition had significantly higher positive outcome expectations compared to both the friend and control conditions. No other significant differences were found across conditions for Time 1 attitudes, response-efficacy, negative outcome expectations, self-efficacy, and Time 2 attitudes, and self-efficacy. Overall, targeted messages were effective in increasing physical activity intentions and behavior regardless of the message source. / Dissertation/Thesis / Ph.D. Communication 2012

The purpose of this thesis paper is to explore the elements of effective teaching. The main research questions that are dealt with regard how teachers can establish themselves as authentic authorities in the classroom and what strategies are conducive to effective teaching. The thesis paper aims to identify specific strategies and techniques that can be employed to increase teachers’ authority and provide a learning environment conducive to cooperative, on-task learning.This investigation will be in the form of a case study of an eighth grade English teacher at a secondary school in southern Sweden. The case study consists of two parts: an in-class observation of six English lessons forms the basis for a follow-up semi-structured interview.This thesis highlights the importance of teachers’ ability to establish referent and expert authority in their teaching role.

Magistro baigiamajame darbe siekta įvertinti verslo įmonių vadovų naudojamas galias, kaip darbuotojų motyvacijos veiksnį, teoriniu bei empiriniu aspektais. Teorinėje darbo dalyje atskleistos galių bei motyvacijos sampratos ir esmė, išanalizuoti motyvaciją sąlygojantys veiksniai, išskirtos svarbiausios vadovų galios bei jų poveikis darbuotojų motyvacijai. Praktinėje darbo dalyje, remiantis kiekybiniais ir kokybiniais metodais, pateikiami vadovų galių naudojimo motyvuojant darbuotojus tyrimo rezultatai. Juose atsispindi, kaip verslo įmonių vadovai naudoja savo formalią, atsilyginimo, baudimo, ekspertinę ir patrauklumo galias motyvuoti darbuotojus dirbti. Atlikus tyrimą nustatyta, kad vadovų naudojamos galios, ypač formali, baudimo ir ekspertinė skatina darbuotojų motyvaciją. Išnagrinėjus teorinius ir praktinius vadovų galių naudojimo motyvuojant darbuotojus aspektus, pateikiamos baigiamojo darbo išvados ir rekomendacijos. / In this master thesis it was striven to assess powers used by business companies’ managers as the factor for employees’ motivation in the theoretical and empirical aspects. Conceptions and essence of powers and motivations have been revealed, factors predetermining motivation have been analysed and the most significant powers of managers and their impact on employees’ motivation have been emphasized in the theoretical chapter. In the practical chapter of the thesis, referring to quantitative and qualitative methods, the research results related to the use of managers’ powers when motivating their employees have been provided. They reflect how business companies’ managers use their formal, remuneration, punishment, expert and attraction powers in order to motivate their employees for work. After having completed the research it was established that powers used by managers and especially formal, punishment and expert ones encourage motivation of the employees. Having analysed theoretical and practical aspects related to the use of managers’ powers in motivation of their employees, conclusions and recommendations have been provided in the thesis.

Makt samt organisatoriskt commitment är två väsentliga begrepp gällande ett företags ledarskap och deras anställda. Ledarskapets kärna utgörs av den influens ledargestalten har över sina underordnade och begreppet makt ska för ledaren fungera som ett drivmedel gällande hens influens. Det gäller således för ledargestalter att tillämpa makten i syfte att influera sina anställda mot organisationens uppsatta mål. För att lyckas få de anställda att sträva efter samma mål som organisationen satt upp samtidigt som de ska arbeta för att få kompetent arbetskraft att stanna krävs det av ledaren att hen kan främja organisatoriskt commitment bland de anställda. Syftet med studien är därmed att utifrån positioneringsmakt och kunskapsmakt analysera hur ledare för ett konsultföretag skapar affektivt, kalkylerande och eller normativt commitment hos sina anställda. Då studien avser att inge en djup och grundlig förståelse gällande dess syfte tillämpas en fallstudiedesign med en kvalitativ forskningsstrategi samt en deduktiv ansats. Vidare ämnar studien undersöka ett specifikt fallföretag utifrån vilket studiens primärdata samlats in via tio intervjuer. Intervjuerna har fördelats på åtta av Crabats anställda konsulter, företagets VD samt företagets ägare. För att på ett djupare plan kunna presentera studiens problematisering har en teoretisk referensram utformats vilken behandlar studiens huvudbegrepp samt beskriver övriga relevanta begrepp inom ämnet. Det går inte genom studiens slutsatser att urskiljer vilken form av maktbas som främjar vilket commitment i fallföretaget. Dock går det att konstatera att fallföretaget tillämpar två maktbaser, kunskapsmakt samt positioneringsmakt, vilka i valt fallföretag sammantaget gynnar tre former av commitment, affektivt, normativt samt kalkylerande commitment. Då fallföretaget utgörs av majoriteten män hade det varit intressant om vidare forskning undersökte om ovannämnda maktbaser främjar andra former av commitment i en konsultverksamhet med en majoritet kvinnor. / Power and organisational commitment are two essential concepts regarding a corporation’s leadership and workforce. The core of leadership consists of the influence the leader has over the workforce and the concept of power is to work as a propellant regarding his or hers influence. It thus applies that the leader utilise the power to influence the workforce to work towards the organisation's goals. For the leader to achieve the above and at the same time strive to retain proficient labour it is vital that he or she can enable organisational commitment among the employees. The aim of the study is therefore to analyse how a leader within a consulting firm uses his or her power in order to generate organisational commitment. The study is intended to convey a deep and thorough understanding regarding its aim, therefore we applied a case study design with a qualitative research strategy and a deductive approach. Furthermore, the study intends to examine a specific case company from which the study's primary data has been obtained through interviews with the company’s employees, the company's president and the owner. To be able to present the reader with a deeper understanding regarding the study’s problem discussion a theoretical framework, which addresses the study's main concepts and describes other relevant concepts appropriate to the subject has been developed. We could not based on the study’s conclusions distinguish between which powerbase that benefits which form of organisational commitment. However, it is clear that the case company applies two forms of power bases, knowledge - and the positioning base of power which, in the selected case company collectively promotes three forms of commitment, affective, normative and calculating commitment. Since the case company’s employees are comprised by a majority of men, it would be interesting if further research investigated whether the above-mentioned power bases promotes other forms of commitment in a consultancy with a majority of women employed.