Försvarsmakten är en av Sveriges största myndigheter och ungefär en tredjedel av alla medarbetare är civila. Myndigheten har som strategisk inriktning att tillväxa och andelen civila chefer ökar. Denna studie utforskar dynamiken, förutsättningar och friktioner för samverkan, mellan militära och civila chefer inom den militära professionen, för att skapa en djupare förståelse för deras påverkan på den operativa effekten. Många civila chefer jobbar med att stödja och effektivisera arbetet i myndigheten och har samma befogenheter som militära chefer när det kommer till verksamhetsledning. I en friktionsfri miljö fungerar samverkan mellan civila och militära chefer, och synergieffekterna gynnar organisationen. Trots ett kollegialt förhållningssätt har civila och militära chefer olika utgångspunkter för sina normer och värderingar. Vid en beredskapshöjning ökar kraven på personalen i Försvarsmakten, och den civila personalen övergår till militär personal. De civila cheferna har då lagligt stöd att fatta beslut om våldsanvändning, även om det kan vara direkt olämpligt. Förutsättningarna mellan civila och militära chefer blir då mer och mer diffusa och är därav inte längre lika tydliga. Försvarsmaktens befattningsstruktur och mandatförhållanden behöver ses över. Det måste finnas förutsättningar för uppdragstaktik, och fördelningen mellan kärnverksamhet och stödjande verksamhet behöver utredas. De civila cheferna måste ges möjlighet att förstå den militära kontexten och spänningarna mellan professionerna inom den militära professionen måste omhändertas. Kärnan av studien är en empirisk kartläggning som inhämtats genom intervjuer och är en kvalitativ studie med en induktiv ansats där analysen är inspirerad av Grounded Theory. / The Swedish Armed Forces is one of Sweden's largest government agencies. Approximately one third of all employees are civilians and its strategic focus is currently to grow and the proportion of civilian managers is increasing. This study explores the dynamics, conditions and frictions for collaboration, between military and civilian leadership within the military profession, in order to create a deeper understanding of their impact on operational outcome. One of the main duties for civilian managers is to support and increase the efficiency of the work for the Swedish Armed Forces. When it comes to operational management civilians have the same authority as the officers in a frictionless environment. The organization benefits of the collaboration between civilian and military leadership, when the operational is running smoothly. Despite a collegial approach, civilian and military managers have different point of views regarding their norms and values. At a contingency escalation, the demands on the personnel in the Swedish Armed Forces elevate. The civilian personnel will switch to military personnel and the civil managers then have legal support to make decisions about the use of force, although this may be directly inappropriate. The basic presumptions between civilian and military leadership are becoming more diffuse and less clear. The staff structure and mandate conditions need to be reviewed. There must be prerequisites for mission-type tactics, and the distribution between core and support activities needs to be investigated. The civilian managers must be given the opportunity to understand the military context and the tensions between the professions in the military profession must be dealt with. The core of this thesis is an empirical mapping of data, which were obtained through interviews. The study is based on a qualitative research method with an inductive approach where the final analysis is inspired by Grounded Theory.

Abstract Date: 2020-06-09 Level: Bachelor Thesis in Business Administration, 15 cr Institution: School of Business, Society and Engineering, Mälardalen University Authors: Jonathan Örström          Aram Said (98/09/13)                    (97/01/19) Title: Investigating project-based engagement within the project-oriented organisation; a study on the influence of a project structure on the drivers of engagement and human issues within project management. Tutor: David Freund Keywords: Project structure, employee engagement, manager relationship, job demands, job resources, group dynamics. Research question: How can a project structure have an impact on project team members’ engagement within a project-oriented organisation?           Purpose: This thesis aims to investigate within a project-oriented organization how the project management structure can influence the project teams’ engagement. Its further purpose is to add new knowledge in the subject of project-based engagement and human issues of project management. To study this area, possibilities will open for a greater understanding of workplace engagement, in the specific context of project-oriented organisations implementing the project structure. Method: This thesis adopts a quantitative research method with a deductive theory approach, whereby theory is elaborated which devices hypotheses for the research. Furthermore, the collection of primary data for this thesis is retrieved through a self-completion questionnaire in the form of an online survey provided by Google Forms. Data will be retrieved and analysed through the statistical software IBM SPSS Conclusion: The most significant finding is the positive relationship between manager relationship and engagement, strongly agreeing with previous literature of Khan (1990) and Matthews et al. (2018). The other two variables found to have a significant relationship to engagement were job-resource availability and work/ task context. This agreed with Bakker et al. (2007), Demerouti et al. (2001), Khan (1990) and Matthews et al. (2018) amongst others. Unexpectedly and as not hypothesised for is that group dynamics has no significant relationship towards engagement. This goes against some of the main literature by Kahn (1990) and Matthews et al. (2018). However, the result has shown all variables are influenced by the project structure and engagement indicated to increase in its whole

Distansarbete är ett arbetssätt som har blivit ett vanligare inslag i arbetslivet för många arbetstagare. Det skapar en ny arbetsmiljö där två tidigare skilda miljöer ska samverka och interagera med varandra. Detta ställer krav på arbetstagare att de ska prestera och leverera efter arbetsgivarens mål och krav trots att arbetet utförs på distans. Coronapandemin har inneburit en annorlunda vardag för arbetstagare i både arbetslivet och privatlivet och de arbetstagare som har möjlighet ska utföra sitt arbete hemifrån. Den här studien syftar därför till att undersöka hur distansarbete upplevs påverka balansen mellan privatliv och arbetsliv samt hur det upplevs påverka gruppdynamiken i en arbetsgrupp som normalt sett arbetar i en kontorsmiljö. Genom tio kvalitativa semistrukturerade intervjuer med medarbetare som har arbetat hemifrån sedan mars 2020 har data samlats in. Resultatet visar att distansarbete som arbetssätt har många fördelar genom minskad stress i vardagen beroende på minskade transporttider och ökad flexibilitet i arbetet. Distansarbete skapar däremot utmaningar i kommunikationen med kollegor genom minskade informella och spontana samtal. Distansarbete kan därför sägas underlätta både privatlivet och arbetslivet för de arbetstagare som genom tydliga gränser och rutiner lyckas särskilja de två miljöerna och ha en god struktur i kommunikationen med sina kollegor. / Working remotely has become a more common feature in today’s work life for many employees. It creates a new work environment where employees work life interacts with daily life in a different way. Working remotely requires that employees deliver and produce at the same level as they did when they were working in an office environment. The corona pandemic has caused a different everyday life of many employees around the world. Employees who can, should work from home. This study aims to detect how working remotely is perceived to affect the work – life balance and how it is perceived to affect the group dynamics in a working group who normally is working in an office environment. Data was collected through ten qualitative semi structured interviews with employees who have been working from home since March 2020. The result shows that working remotely causes less perceived stress in both work life and private life compared to working in an office environment. It demands, however, that the employees have a structured way of working and the communication with colleagues will suffer from the missing spontaneous and informal conversations. However, working remotely can simplify work and private life for employees who can successfully separate between the two environments by having good structure and seamless communication with their colleagues.

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This study aims to explore strengths and challenges in an all-female executive team. The subject of female executive teams is relatively unexplored, why the study contributes with a new perspective on the dynamics and processes occurring in an all-female executive team. 45-minute interviews were conducted with each member of the group, which consists of five women between the age of 50 and 61. Together they constitute an executive team in a Swedish organization. A thematic analysis was conducted and four themes were identified, as follows: openness, respect, inefficient processes and homogeneity. In general, the group is perceived to be well-functioning, and they consistently emphasize positive qualities within their group. Among other things, they talk about an open climate, absence of prestige and express care for each other. To some extent, the group is homogeneous. This makes them at risk of groupthink and missing perspectives, although there is no indication in the interviews that this is occurring. They do however express a lack of time and strategic work, deficiencies in structure and to some extent a too large need for control. The study’s findings are discussed in relation to previous research on power structures, gender studies and group development. At last, suggestions are given for further studies to explore whether it is the gender composition or the women's personalities that make the group so well-functioning.

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Undersökningen fokuserar på environmental storytelling påverkan på gruppdynamik mellan grupper som är större än normen i escape rooms i Europa. Studien utfördes i samarbete med Visit Karlsborg för att påbörja utvecklingen av deras framtida turistattraktion. Data samlades in från tidigare studier som använt sig av escape rooms, studerat grupper eller samlat data på escape rooms fenomenet. Problemformuleringen formades utefter problemet med en större grupp deltagare för rummen. Fältstudier genomfördes på plats i Karlsborgs fästning där Visit Karlsborg tänkt anordna rummen. Resultatet av undersökningen visar på att en mindre ökning av deltagare går att utföra där grupper upp emot tolv deltagare har en negativ påverkan på upplevelsen. Vidare studier inom ämnet bör fokusera på att skapa en mall förframtida escape rooms med fokus på gruppstorlek, rum storlek samt rummets design. / <p>[Artefakt?]</p>

Introduction: Conversation treatment for individuals with aphasia (IwAs) aims to enhance language and communication skills within naturalistic settings. Group dynamics, including psychosocial support (PSS) and vicarious learning (VL), are important components of this treatment. However, the lack of established aphasia-friendly methods for quantifying group dynamics impedes understanding of its contribution to treatment efficacy. This study addresses three key research goals: (1) Can group dynamics be reliably quantified? (2) Do measures of group dynamics vary with group size or time? (3) Are group dynamics linked to changes in self-reported psychosocial health measures? Methods: IwAs were assigned to participate in either a large group or dyadic condition as part of a larger study. Participants completed multiple standardized assessments before and after receiving conversation treatment for one hour twice a week for ten weeks. A coding system was developed to track PSS and VL during sessions. Video recordings of sessions at the start (Session 2) and end (Session 19) of the treatment period were analyzed for five large groups and six dyads, with seven additional dyads coded for Session 19 after reliability was confirmed. Intrarater and interrater reliability were assessed by recoding 21% of the videos randomly. Results: To address the first research goal, group dynamics were defined and then a code was created to represent occurrences of PSS and VL. After establishing a reliable coding system, instances of PSS and VL were compared across size conditions to address the second research goal. The results suggested that PSS differed between conditions later in treatment, but VL did not. For research goal three, the data suggest that large groups experience larger gains in quality of life measures, possibly due to increased exposure to PSS. Conclusion: Findings indicate that group dynamics can be reliably tracked and used for quantitative analysis. PSS was more common in groups than dyads later in the 10 week treatment period, but VL did not vary across conditions or at the start or end of treatment. Further, there is some evidence that PSS in larger groups contributes to improvements in quality of life measures. / Communication Sciences

This research explored the systems psycho-dynamics or group dynamics manifesting in meetings of a self-managed group within a bank. It also investigated the influence of these dynamics on the group's intra- and intergroup relationships.. The literature review explored the dynamics manifesting in groups in general, and reviewed relevant research that has been conducted. A qualitative study explored how these dynamics are manifesting in this group and how they are influencing the intra- and intergroup relationships. The results indicate that there are complex system psycho-dynamics manifesting in this self-managed group. They are influencing its intra- and intergroup relationships and rendering the group less effective in terms of its achieving its primary task. / Industrial and Organisational Psychology / MA (Industrial and Organisational Psychology)