Behandlingsassistenter och lärare på Lövsta skolhem, ett behandlingshem för ungdomar mellan 12-21 år, har i nuläget svårigheter att enas om hur skolgången ska bedrivas och finna en bra samarbetsform för skolundervisningen. Syftet med studien är att belysa den framväxande organisationsutvecklingen på Lövsta skolhem och utveckla konkreta förslag för behandlingsassistenter och lärare att finna samarbetsformer och en gemensam målbild för de omhändertagna ungdomarnas skolgång. Metoden är av kvalitativ karaktär vilket gjort det möjligt att i studien undersöka kontexten i organisationen och skapa en helhetsuppfattning. Förslagen som presenteras för behandlings- och skolverksamheten är följande; struktur och kontinuerlighet i KNESS- mötena, enhetliga riktlinjer i arbetsutförandet, att medarbetarna följer de angivna rutinerna och att den ledande funktionen lyssnar och tar aktiv del av deras samlade kunskaper och idéer.

Although schools and industrial organisations have historically been, and in some cases still are, considered completely different entities, there is nevertheless an increasing awareness that similarities also exist. It can be a determining factor for the roles and competencies of school principals as leaders if indeed there is truth in the conception that schools ought to be led and managed as businesses (industrial organisations, companies). The aim of this study was to determine which comparisons (similarities and differences) can indeed be drawn between the environments in which school principals as leaders of education on the one hand and leaders of industrial organisations on the other operate. For this purpose the nature of a school and that of an industrial organisation were investigated. Furthermore, it was attempted to draw a comparison between the roles and competencies of leaders in both environments with the expectation that the roles which successful leaders fulfil in the industrial organisation and the competencies they should have at their command, can provide important guidelines for nurturing more efficient and more successful leaders in schools. In order to reach the afore-mentioned goal, a literature study was done on the nature of an industrial organisation and of a school and on the roles and competencies of leaders of organisations and leaders of education. Subsequently, as second objective, a quantitative investigation was undertaken, based on a questionnaire which was forwarded to school principals in the Gauteng Province. A representative sample of 400 school principals from all schools in the province was drawn for this purpose and the responses were statistically analysed with a view to establish which of the roles and competencies indicated by the literature study are indeed considered important and which of these roles and competencies are prominent among school principals. The first research objective was to determine the roles and competencies of managerial leaders, and it was found that they must have command over visionary thinking, be capable of planning strategically, be motivators and change agents, be able to communicate well and be capable of working with people, be able to manage and be adaptable themselves, be able to lead, be able to empower people and to evaluate them. Subsequently common orientations for industrial leaders and leaders of education were determined. Here, dealing with personnel was very evident, especially with regard to staff development., sound relationships with members of staff, acknowledgement of staff performances, teamwork, the integrity of the leader, as experienced by the staff, the climate within and culture of the organisation, how energetic the leader is and his/her abilities to organise, and to which extent standards are maintained. The information obtained by the research led to reaching the third objective, namely designing a model for improving the efficiency of the leader of education regarding his/her roles and competencies. The model recommends intervention from the part of the Department of Education as well as ways in which the school principal him/herself takes responsibility for improving the efficiency of school principals. / Thesis (Ph.D. (Education))--North-West University, Potchefstroom Campus, 2008.

Although schools and industrial organisations have historically been, and in some cases still are, considered completely different entities, there is nevertheless an increasing awareness that similarities also exist. It can be a determining factor for the roles and competencies of school principals as leaders if indeed there is truth in the conception that schools ought to be led and managed as businesses (industrial organisations, companies). The aim of this study was to determine which comparisons (similarities and differences) can indeed be drawn between the environments in which school principals as leaders of education on the one hand and leaders of industrial organisations on the other operate. For this purpose the nature of a school and that of an industrial organisation were investigated. Furthermore, it was attempted to draw a comparison between the roles and competencies of leaders in both environments with the expectation that the roles which successful leaders fulfil in the industrial organisation and the competencies they should have at their command, can provide important guidelines for nurturing more efficient and more successful leaders in schools. In order to reach the afore-mentioned goal, a literature study was done on the nature of an industrial organisation and of a school and on the roles and competencies of leaders of organisations and leaders of education. Subsequently, as second objective, a quantitative investigation was undertaken, based on a questionnaire which was forwarded to school principals in the Gauteng Province. A representative sample of 400 school principals from all schools in the province was drawn for this purpose and the responses were statistically analysed with a view to establish which of the roles and competencies indicated by the literature study are indeed considered important and which of these roles and competencies are prominent among school principals. The first research objective was to determine the roles and competencies of managerial leaders, and it was found that they must have command over visionary thinking, be capable of planning strategically, be motivators and change agents, be able to communicate well and be capable of working with people, be able to manage and be adaptable themselves, be able to lead, be able to empower people and to evaluate them. Subsequently common orientations for industrial leaders and leaders of education were determined. Here, dealing with personnel was very evident, especially with regard to staff development., sound relationships with members of staff, acknowledgement of staff performances, teamwork, the integrity of the leader, as experienced by the staff, the climate within and culture of the organisation, how energetic the leader is and his/her abilities to organise, and to which extent standards are maintained. The information obtained by the research led to reaching the third objective, namely designing a model for improving the efficiency of the leader of education regarding his/her roles and competencies. The model recommends intervention from the part of the Department of Education as well as ways in which the school principal him/herself takes responsibility for improving the efficiency of school principals. / Thesis (Ph.D. (Education))--North-West University, Potchefstroom Campus, 2008.

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<p>Balansering av tillgång och efterfrågan har alltid varit ett aktuellt ämne och för att klara av denna balansering krävs information om kommande efterfrågan. Denna information måste ligga så långt fram i tiden som det tar för att med säkerhet få hem exempelvis material. För att lyckas med detta använder sig företag i olika utsträckning av uppskattad framtida efterfrågan, så kallade prognoser. Prognoser kan definieras som systematiska metoder för att förutsäga framtida händelser.</p><p>Problemet är att oavsett hur prognoser görs stämmer det prognostiserade värdet nästan aldrig överens med det verkliga utfallet. Många företag vet att deras prognoser inte är exakta utan att veta vad de ska göra åt saken. Många gånger ignorerar de bara problemet och hoppas att det ska lösa sig självt. För att kunna förbättra sina prognoser bör därför dokumentation och uppföljning ske av det arbete som görs. Med hjälp av uppföljning kan prognosfel beräknas, ett prognosfel är avvikelsen mellan det prognostiserade värdet och det verkliga utfallet. I de fall då prognosfelen är små kan företag genom dokumentation identifiera vad som urskilde dessa perioder från de med högre prognosfel.</p><p>Författarna har i denna uppsats försökt beskriva hur företag kan uppnå en förbättrad prognosprocess med en lägre prognosavvikelse. Uppsatsen syftar också till att väcka intresset för samarbete över företagsgränser. Collaborative forecasting är en av metoderna som författarna har använt sig av för att överkomma problemen med traditionell prognostisering och som samtidigt är i linje med supply chain management. Denna metod samlar ihop och sammanställer information från både interna och externa källor för att sedan sammanställa en prognos som stöds av hela organisationen.</p><p>Uppsatsen är en fallstudie hos vitvaruföretaget Asko Cylinda AB. För att få ytterligare idéer om hur prognosprocessen kan se ut i praktiken har författarna också tittat på prognosprocessen hos Volvo Penta AB. Båda företagens prognosprocesser har sedan analyserats och jämförts med hjälp av teori från litteratur och artiklar. Genom denna analys har författarna kommit fram till förslag på arbetssätt som Asko Cylinda AB och företag med liknande företagsmiljö kan använda sig av för att förbättra sin prognosprocess.</p><p>Analyskapitlet är uppbyggt enligt tre scenarier, en nulägesbeskrivning, ett förslag på en enkel prognosprocess och ett förslag på en mer avancerad prognosprocess. I analysen har olika mätetal används för att åskådliggöra hur prognosavvikelsen varierar då till exempel olika prognosberäkningsmetoder används.</p><p>Utifrån scenarierna som analyserats har författarna kommit fram till att det finns många fördelar med Asko Cylinda AB:s nuvarande arbetssätt och att flera av dessa stöds av teorin. En fördel med en enklare prognosprocess är att den allokerar betydligt mindre resurser än vad som görs i dagsläget. Detta är enligt författarna inte tillräckligt skäl att använda sig av den enkla varianten då framtiden går mot mer samarbete över företagsgränserna för att gemensamt öka konkurrenskraften. Arbetssättet som analyseras i scenario 3 ses av författarna som det bästa alternativet. Detta scenario har hämtat mycket inspiration från teorierna om collaborative forecasting, vilket bidrar till en process som arbetar mer enligt supply chain management. Även delar från både den nuvarande prognosprocessen och Volvo Penta AB:s prognosprocess har använts för att för att uppnå detta arbetssättsförslag som baserats på både teori och praktik och utformats för att vara slagkraftigt i framtiden.</p>

Although leadership is deemed to matter, scholars seldom pay attention to the phenomenon itself, as it is happening. Hence definitions abound, but there is a lack of vocabulary for expressing what leadership is about without ending up talking of individual leaders and/or descriptions of abstract “goodness”. Such an idealised and individualistic construct of leadership has consequences, both in theory and practice, in terms of providing a reductionist account, segregating and putting people in hierarchies, reinforcing the dominance of masculinities, and constraining how leadership is to be performed. Therefore, in order to contribute to our still limited knowledge of leadership beyond ideals and individualised conceptions, the purpose of this thesis is to add to our understanding of leadership as a social phenomenon going on at work and to contribute to developing a vocabulary for it. Reading the empirical material more and more closely, produced through an ethnography-inspired approach at two Swedish organisations and consisting of transcripts of interactions and interviews, the initial research question, “how is leadership shared in practice?” is subsequently modified and different strands of theories are applied: shared leadership, postheroic leadership and a radical processual view of leadership. In this way, different understandings of leadership are analysed. As a result, the theoretical concepts of organisational becoming, relational leadership and work practices are combined in an alternative approach. Two leadership practices are thus identified: constructing positions and positioning, and constructing issues. Such an analysis also leads to an alternative way of understanding leadership: leadership as clearing for action. Clearing is both a space, a bounded space, and an action. Therefore it expresses a relational perspective in which there are no stable entities, by suggesting a more dynamic view, at the same time as it also conveys the idea that we are talking about a constrained space. I thus define clearing for action as an emergent bounded aggregate of actions and talks that become possible, making others impossible or less probable. Actors and their worlds are constructed in certain ways that expand or contract the space of possible action. The result is a specific reading of leadership to add to the field of leadership studies. In this reading, leadership is an ordinary, repeated, social achievement at work in which possibilities for action and talk are constructed in constrained terms. / <p>QC 20110510</p>