<p>Motivating employees is essential for any organization aspiring to succeed. However, the process of motivating is not straightforward due to the diversity of individual’s needs. The task has been made even more difficult by the fact that personalized needs have altered in recent years. For instance, in many circumstances financial compensation is not considered as the main motivational factor of employees. Therefore, various other motivational practices have been developed, which take into consideration such issues as the work environment and the job itself.</p><p>This thesis is a comparative study between Sweden and Finland. The study has an objective of exploring how corporate culture affects the use of motivational practices in the Information Technology industry.</p><p>According to the findings gathered from two organizations, Sasken Finland Oy and SYSteam, culture does influence the choice of motivational practices. The issue of how culture affects, depends on whether corporate culture is task or person-oriented.</p>

<p>The globalization has converted the world into a small global village; a village in which there is an ever high stream of contentions and competitions between organizations. In this scenario the most effective and beneficial maneuver for any organization is to create innovative ways in conducting business. This thesis deals with the role of leadership in the phenomena of organizational change and innovation. The leader as a person in charge or as a change agent can manage an organization or the process of organizational change more effectively and successfully if h/she is capable and competent. Rapid technological advancements, high expectations of customers, and ever changing market situations have compelled organizations to incessantly reassess and reevaluate how they work and to understand, adopt and implement changes in their business model in response of changing trends. Organizational change is a demand of the day, and needed for organizations to survive. Organizations now a days, well understand the importance of the matter, and are serious to prepare themselves not only the current, but also for the future trends to get the level of sustainable success, but Along with all of its implications and importance the process of organizational change is also a very complex and challenging.  Research shows that 70 percent of organizational changes fail to get their goals. As leadership has a central role in evolution and cultivating an organization, the process of organizational change demands a very effective and highly competent leadership that is well capable to perceive the most desirable shape of an organization and address the issue of organizational change in most appropriate way. The analysis of literature reviewed and the results of real life cases of organizations which are studied for this thesis shows, that a leadership with the competencies of “Vision” and “Innovative Approach” along with other characteristics can prove more effective to conclude the complex phenomena of organizational change with success. Further the successful organizational change can leads to innovation for organization, which is the key of long term success and sustainability. This thesis as a result proposed a model which is derived from the leadership competencies, organizational change, and sustainable success and innovation literature. This model expresses relationship between successful organizational change and leadership on the basis of h/her characteristics, which are ‘Vision” and “Innovative Approach”. With the help of proposed model this relationship can be viewed graphically.</p>

The globalization has converted the world into a small global village; a village in which there is an ever high stream of contentions and competitions between organizations. In this scenario the most effective and beneficial maneuver for any organization is to create innovative ways in conducting business. This thesis deals with the role of leadership in the phenomena of organizational change and innovation. The leader as a person in charge or as a change agent can manage an organization or the process of organizational change more effectively and successfully if h/she is capable and competent. Rapid technological advancements, high expectations of customers, and ever changing market situations have compelled organizations to incessantly reassess and reevaluate how they work and to understand, adopt and implement changes in their business model in response of changing trends. Organizational change is a demand of the day, and needed for organizations to survive. Organizations now a days, well understand the importance of the matter, and are serious to prepare themselves not only the current, but also for the future trends to get the level of sustainable success, but Along with all of its implications and importance the process of organizational change is also a very complex and challenging.  Research shows that 70 percent of organizational changes fail to get their goals. As leadership has a central role in evolution and cultivating an organization, the process of organizational change demands a very effective and highly competent leadership that is well capable to perceive the most desirable shape of an organization and address the issue of organizational change in most appropriate way. The analysis of literature reviewed and the results of real life cases of organizations which are studied for this thesis shows, that a leadership with the competencies of “Vision” and “Innovative Approach” along with other characteristics can prove more effective to conclude the complex phenomena of organizational change with success. Further the successful organizational change can leads to innovation for organization, which is the key of long term success and sustainability. This thesis as a result proposed a model which is derived from the leadership competencies, organizational change, and sustainable success and innovation literature. This model expresses relationship between successful organizational change and leadership on the basis of h/her characteristics, which are ‘Vision” and “Innovative Approach”. With the help of proposed model this relationship can be viewed graphically.

Motivating employees is essential for any organization aspiring to succeed. However, the process of motivating is not straightforward due to the diversity of individual’s needs. The task has been made even more difficult by the fact that personalized needs have altered in recent years. For instance, in many circumstances financial compensation is not considered as the main motivational factor of employees. Therefore, various other motivational practices have been developed, which take into consideration such issues as the work environment and the job itself. This thesis is a comparative study between Sweden and Finland. The study has an objective of exploring how corporate culture affects the use of motivational practices in the Information Technology industry. According to the findings gathered from two organizations, Sasken Finland Oy and SYSteam, culture does influence the choice of motivational practices. The issue of how culture affects, depends on whether corporate culture is task or person-oriented.

This doctoral thesis contains three essays on the economics of climate change and the electricity sector. The first essay deals with the subject of greenhouse gas (GHG) emissions and economic growth. The second essay addresses the issues of climate change policies, especially the role of the emergent innovative technologies, and the restructuring of the electricity sector. The third essay presents a model of transmission investments in electric power networks. Chapter One studies the impacts of climate change on economic growth in the world economies. The paper contains explicit formalization of the depletion process of exhaustible fossil fuels and the phase of technology substitution. The impacts of climate change on capital flows and welfare across countries are also investigated. The restructuring of the electricity sector is studied in Chapter Two. It also analyzes how climate change policies can benefit from emergent innovative technologies and how emergent innovative technologies can lower GHG emissions. It is shown that the price of electricity is strictly rising before emergent innovative firms with zero GHG emissions enter the market, but strictly declining as the entry begins. In Chapter Three, a model of electricity transmission investments from the perspective of the regulatory approach is formulated. The Mid-West region of Western Australia, a sub-system of the South West Interconnected System is considered. In contrast with most models in the literature that deal only with network deepening, this model deals with both network deepening and network widening. Moreover, unlike the conventional investment models which are static and deal only with the long run, this model is dynamic and focuses on the timing of the infrastructure investments. The paper is a study of an optimal transmission investment program which is part of the optimal investment program for an integrated model in which investments in transmission and investments in generation are made at the same time.

This doctoral thesis contains three essays on the economics of climate change and the electricity sector. The first essay deals with the subject of greenhouse gas (GHG) emissions and economic growth. The second essay addresses the issues of climate change policies, especially the role of the emergent innovative technologies, and the restructuring of the electricity sector. The third essay presents a model of transmission investments in electric power networks. Chapter One studies the impacts of climate change on economic growth in the world economies. The paper contains explicit formalization of the depletion process of exhaustible fossil fuels and the phase of technology substitution. The impacts of climate change on capital flows and welfare across countries are also investigated. The restructuring of the electricity sector is studied in Chapter Two. It also analyzes how climate change policies can benefit from emergent innovative technologies and how emergent innovative technologies can lower GHG emissions. It is shown that the price of electricity is strictly rising before emergent innovative firms with zero GHG emissions enter the market, but strictly declining as the entry begins. In Chapter Three, a model of electricity transmission investments from the perspective of the regulatory approach is formulated. The Mid-West region of Western Australia, a sub-system of the South West Interconnected System is considered. In contrast with most models in the literature that deal only with network deepening, this model deals with both network deepening and network widening. Moreover, unlike the conventional investment models which are static and deal only with the long run, this model is dynamic and focuses on the timing of the infrastructure investments. The paper is a study of an optimal transmission investment program which is part of the optimal investment program for an integrated model in which investments in transmission and investments in generation are made at the same time.

Abstract The project "Sound and Play" have been implemented in collaboration with the toy company BRIO in Malmo. The purpose of the project was to examine whether and how BRIO in the future could develop toys around sound for Toddlers. The problem formulations that would be answered after completion of the project was "How could BRIO broaden its product range with the help of audio toys?", "How can you combine toys and sounds in an interesting way for children?", "How do you create a toy with sound that is fun for the child, but not annoying for parents?". Currently BRIO only has two toys with sound in this age group. The expression of the toy was going to be a mix of classic and cool and the overall feeling of the toy was going to be explorative and arouse curiosity in the child. This feeling would be communicated through simplicity and joy. The project began with an extensive research, including a visit to one of the world's largest toy fair in Nürnberg, Germany, and a comprehensive survey of parents' attitude to sound toys. Based on the first sketching phase three concepts where chosen; Module Cars, Beat Box and Record Player. Module Cars was a concept where you could replace parts of the car and in that way get different sounds. Beat Box was a box of three cylindrical blocks which consisted of various surfaces and materials. While they were spinning in the box they would hit different materials and in that way create different sound and rhythms. The construction of the idea meant that over a thousand different sounds and rhythms could be created. Record Player was a similar concept in which the child could change the discs and in that way create different rhythms and sounds. Together with the product development department, I decided to keep working with the Modul Car concept. Within this concept, I chose to work on two different tracks, different fronts and figures. By changing the front of the car it would get a new sound or by changing the driver in the car it would also get a new sound. After several weeks of shaping digital 3D models and many ideas and thoughts later I finally reached a solution that was built as a prototype. The result is a vehicle where the front can be replaced by two other fronts. Depending on which, the system will give you different sounds. This is because each front has a plastic flap placed underneath that hits a piece of plastic stuck to the wheel axle. Nine children play tested the toy and their parents were responding to questions about the outcome. The play tests went well and it turned out to be a suitable toy from one year and up to about five years. The play takes various forms in different ages which is good since this means that the toy may last longer. The response among the parents was also very positive. I am very pleased with the outcome and hope to see it in store shelves one day and also that it becomes played with in homes. / Sammanfattning Projektet "Sound and Play" har genomförts i samarbete med leksaksföretaget BRIO i Malmö. Syftet med projektet var att undersöka hur BRIO i framtiden skulle kunna utveckla leksaker kring ljud i ålderskategorin 12-36 månader. De problemformuleringar som skulle besvaras efter slutfört projekt var "På vilket sätt skulle BRIO kunna bredda sitt sortiment med hjälp av ljudleksaker?", "Hur kan man kombinera leksaker och ljud på ett intressant sätt för barn?", "Hur skapar man en leksak med ljud som är rolig för barnet, men samtidigt inte är irriterande för föräldrar?". BRIO har i dagsläget endast två leksaker med ljud i denna ålderskategori. Leksakens uttryck skulle vara en mix av klassiskt och coolt och den övergripande känslan skulle vara upptäckande samt väcka nyfikenhet. Känslan skulle förmedlas genom enkelhet och glädje. Projektet inleddes med en omfattande research med bland annat ett besök på en av världens största leksaksmässor i Nürnberg, Tyskland samt en omfattande enkätundersökning av föräldrars attityd till ljudleksaker. Utifrån en första idégenereringsfas valdes tre koncept ut; Modul Cars, Beat Box och Record Player. Modul Cars byggde på att man skulle kunna byta ut en del på bilen och på så sätt få olika ljud, t.ex. att man skulle kunna byta hjul eller underrede. Beat Box var en låda med tre cylinderformade klossar i. Dessa bestod av olika ytor och material som i lådan slog emot tre olika material. Konstruktionen av idé innebar att över tusen olika ljud och rytmer skulle kunna skapas. Record Player var ett liknande koncept där barnet skulle kunna byta "skivor" och på så sätt skapa olika rytmer och ljud. Tillsammans med produktutvecklingsavdelningen bestämde jag mig för att arbete vidare med modul cars. Inom detta koncept valde jag att arbeta vidare med två olika spår; olika fronter och gubbar. Antingen skulle man genom att byta fronten på bilen få olika ljud eller att man istället hade en bil med gubbar och där den som var föraren bestämde ljudet. Efter flera veckors caddande och många idéer och tankar senare så hade jag till slut tagit fram ett koncept med tre fordon som jag skulle bygga modell på. Resultatet är ett fordon som är bussliknande och där fronten går att byta ut. Beroende på vilken front man använder så låter leksaken olika. Detta beror på att varje front har en plastflärp undertill som träffar var sin plastbit som sitter fast på hjulaxeln. Modellen lektestades på nio barn och deras föräldrar fick även vara med och svara på frågor kring resultatet. Lektesterna gick bra och det visar sig vara en passande leksak från ett år och upp till cirka fem år. Leken tar sig olika uttryck i de olika åldrarna vilket är positivt då detta gör att leksaken får en längre livslängd. Mottagandet av leksaken bland föräldrarna var också mycket positivt. Jag är mycket nöjd över resultatet och hoppas att den någon dag i framtiden står i butikshyllor runt om i Sverige och även att den blir nött och vällekt med i hemmen.

Taiwan¡¦s IC foundry has truly emerged as important roles in Taiwan¡¦s electronic industries, whose fast growth has successfully been in the construction of Taiwan¡¦s economic miracle. Through the differentiation strategy, TSMC, the largest and most successful dedicated IC foundry in the world, expands and develops its business from bottom to top. It also has well driven IC industries a Cluster Effect, prosperously fostering the industries in its supply chain, from IC design and manufacturing to packaging and testing, even rapid growth of Taiwan¡¦s personal computer and peripheral industries relatively. Long-term, increasing growth for IC industries had earned many companies to invest low entry barrier factories - IC packaging that needs lower technical expertise and less capital. However, against semiconductor industrial booming and bust cycles, and the phenomenon known as the Bullwhip Effect in supply chains, most packaging factories have been confronting with the challenges in worse and more competitive environments. Those factories, even the same for the new entrants, actively adopted all different types of competitive, cooperative and integrated strategies, not only for profits but survival. In this study, based on path dependence theory, the competitive strategies among ten new IC packaging companies were introduced to discuss, examine, and more further verify the linkages between their competitive strategies and developing paths. The conclusion indicates that competitive strategies of positive developing path may offer new entrants a successful, experienced model to copy with. 1.The advancement of Taiwan IC packaging new entrants gave evidence for developing path¡¦s model. That is to say, different competitive strategies will result in different developing paths. 2.The competitive strategies of the positively developing path¡¦s model are helpful for new entrants to develop positively. Strategic positioning helps to concentrate company¡¦s resources onto her beneficial path to develop. Innovative strategies will help to break through the limitations of path and guide the developing path to success. Competitive advantage helps the developing path come into positive cycles. 3.IC packaging companies have to review and react very often to manage their competitive strategies when the developing path is influenced by the variances of inner and outer environments.

In recent years, because of the transition of global economic structure, competition between companies is changing toward knowledge management and innovation. Especially at the field of quickly changing product, the superiority of technology is always the key factor of competition. Today, R&D department is important in many companies. The efficiency of R&D not only depends on the ability of technology development but also on the skill of management. Therefore, innovative ability and R&D personnel behavior are important issues for companies. This study focus on the relationship between the innovative behavior of R&D personnel and its influencing factors that include personality traits of subordinate and leadership style of supervisor. The purpose is explored what factors affect the R&D personnel¡¦s innovative behavior. In addition, this study analyzes the influence of age, gender, education background, and etc., on innovative behavior. This study adopts Five Factor Model (Big Five) that includes Neuroticism, Extraversion, Openness to Experience, Conscientiousness, Agreeableness on the personality traits. In addition, the leadership styles contain the transformational leadership and the transactional leadership. Through a questionnaire survey, the following results are obtained: For the two influent factors, personality traits generate more effect toward the R&D personnel¡¦s innovative behavior than the leadership styles. Among the personality traits, Openness to Experience has the most contribution to innovative behaviors. For the leadership styles, transactional leadership would better encourage subordinates to behave innovatively.

To deal with rapid and ever-changing environment, many scholars argue that the abilities of organizational change have been one of the essential core competencies for organizations. TTW, which has been a state- owned business for more than 60 years, initiated an upgrade program of product quality in September 2003, to improve its competitiveness whilst undergoing privatization. This paper aims to apply complex adaptive system theories to provide a new practical approach for organizational change. To accomplish this, it shall study various processes; including decision, implementation reflection and transform of the program. In the first stage of initiated changes, TTW applied a top-down approach to implement the organizational change following an established blueprint. These exercises included three elements, which are (1) enhanced autonomous quality inspection of first-line operator, (2) More control check-items and higher standards, (3) Promotion and implementation of quality audit system. However, after half-year implementation of the new program, both performances of interior process quality and exterior product evaluation of consumer satisfaction have gained no substantial progress. By observations and interviews with the participants, it was found that there existed a commonly shared rigid mental model amongst organizational members. It encompasses deeply embedded positional authority, behavior of defensive psychology, lack of implicit knowledge and pre-formulated responses. It exhibited the learning and innovative abilities of organizational members, subsequently, which caused the stagnation of quality improvement. The researched organization learned from the reflections derived from the first stage change process, tried to breakthrough the rigid mental model of organizational members, thereafter provoking substantial participation and execution. The targeted field was moved from business office to a factory. At the beginning of second stage change process, the organization applied simple generating rules derived from the complex adaptive system, to initiate a patching change process, which included (1) ice-breaking initiatives, (2) real- time information exchange, (3) time-pace conditioning, and (4) maintaining motivation and orientation. In the second stage change process, there appeared a few minor improving effects which were gradually being imitated and expanded across the whole organization. By the interpretations of the participants, it was found that there existed an evolutionary mental model of organizational members. It unfolded different features, such as: the willingness of experimentation, the generation of new experiences, the shaping of mutual trust by interaction, the delivering of implicit knowledge and expansion and evolution across functional units. By the effects of evolutionary mental model, some unanticipated innovative behaviors were emerging in the organization, which substantively, upgraded the quality performance of the entire organization. Applying the perspective of complex adaptive system, this paper reviews the nature and the dynamics of the whole changing process and provides some theoretical implications. It is argued that innovative behaviors are the emerging process which can not be fulfilled by top-down managerial intention, but rather can be provoked by evolutionary mental model and autonomous self-organization. In addition, some practical implications were proposed that suggested the managers should focus on the changes of the relations of interaction in organizations. To effectively manage the changing process and continuously induce innovative behaviors, managers should (1) shift the commonly shared mental model to focus more on individual mental model and fostering diverse interaction, to help the emergence of new ideas and innovations, (2) shift the existing relations to focus more on real-time interaction, which can promote the expansion and evolution of innovative ideas, (3) shift the control relations to focus more on mutual trust relations, which can generate shared confidence levels and encourage the execution of innovations under uncertain conditions.