This current study investigated a possible extension to existing transformational leadership models used during organisational change programs. Researching the literature provided some preliminary evidence there was a need to include a potential extension to transformational leadership models. The original models of transformational leadership involved looking at the staff members from an organisational perspective, whereas the potential extension, concerns the human aspects of organisational change. The potential new extension consists of four components: communication, team building, stress and coping and inter-group conflict. This possible extension to the transformational leadership models appeared to be an exciting addition as it addresses important human resource issues experienced during organisational change. The present study sought to further investigate whether these four components indeed were warranted and whether its components actually contributed to successful organisational change. The research methodology was exploratory, qualitative and based on a grounded theory approach (Glaser & Strauss 1967). Using an embedded case study method, in-depth convergent interviews were undertaken in four hospitals undergoing considerable organisational change. Twenty-six managers, executives and staff were interviewed. It was found that the change managers themselves were enthusiastic about implementing change but were unable to offer effective support for staff. Staff and managers said that communication within the hospitals during the period of change was poor. Similarly there was a paucity of accurate information being disseminated. Managers and staff also revealed that they had experienced considerable stress during the period of change and they needed help in order to cope effectively. Varying levels of inter-group conflict were reported in all the hospitals studied and managers reported that changes were not being implemented appropriately. However, efforts at team building were non-existent in two of the hospitals studied. These findings provide strong support for managers and leaders to pay increased attention to communication, team building, dealing with conflict and managing stress during times of increased change. This study suggests that a potential extension of the four components could be added to, and thereby strengthen, the transformational leadership models of organisational change.

This current study investigated a possible extension to existing transformational leadership models used during organisational change programs. Researching the literature provided some preliminary evidence there was a need to include a potential extension to transformational leadership models. The original models of transformational leadership involved looking at the staff members from an organisational perspective, whereas the potential extension, concerns the human aspects of organisational change. The potential new extension consists of four components: communication, team building, stress and coping and inter-group conflict. This possible extension to the transformational leadership models appeared to be an exciting addition as it addresses important human resource issues experienced during organisational change. The present study sought to further investigate whether these four components indeed were warranted and whether its components actually contributed to successful organisational change. The research methodology was exploratory, qualitative and based on a grounded theory approach (Glaser & Strauss 1967). Using an embedded case study method, in-depth convergent interviews were undertaken in four hospitals undergoing considerable organisational change. Twenty-six managers, executives and staff were interviewed. It was found that the change managers themselves were enthusiastic about implementing change but were unable to offer effective support for staff. Staff and managers said that communication within the hospitals during the period of change was poor. Similarly there was a paucity of accurate information being disseminated. Managers and staff also revealed that they had experienced considerable stress during the period of change and they needed help in order to cope effectively. Varying levels of inter-group conflict were reported in all the hospitals studied and managers reported that changes were not being implemented appropriately. However, efforts at team building were non-existent in two of the hospitals studied. These findings provide strong support for managers and leaders to pay increased attention to communication, team building, dealing with conflict and managing stress during times of increased change. This study suggests that a potential extension of the four components could be added to, and thereby strengthen, the transformational leadership models of organisational change.

This article examines the role of intergroup trust and recognition of past sufferings onintergroup attitudes. We conducted an experiment among Dutch-speaking students in which we manipulated the degree of importance that French-speakers gave to historical episodes of past victimizations in order to test its impact on the attitudes towards the French-speakers. Results show that intergroup attitudes were most favorable among the high-trusting Dutch-speaking participants when they were led to believe that the French- speakers judged important the events where both communities were considered as victims, compared to the conditions where only French-speaking or only Dutch-speaking sufferings were considered important. This suggests some level of intergroup trust is a condition forthe positive effect of shared memories of victimization on attitudes. / Este artículo examina el rol de la confianza intergrupal y el reconocimiento del sufrimiento pasado en las relaciones intergrupales. Un experimento con estudiantes belgas flamencos manipuló la importancia que belgas francófonos otorgaban a episodios del pasado de victimización para contrastar su impacto en las actitudes hacia los francófonos. Los resultado smostraron que las actitudes intergrupales eran más favorables en los belgas flamencos con alta confianza intergrupal cuando se les presentaba información que los francófonos juzgaban como importantes los sufrimientos de ambos comunidades, en comparación cuando la información solo enfatizaba el sufrimiento de los flamencos o de los francófonos. Estosugiere que un nivel de confianza intergrupo es necesario para que memorias compartidas de sufrimiento mejoren las actitudes.

På senare tid har de uppmärksammade härjningarna och våldsamma metoderna som används av Islamiska Staten i Irak och Syrien (ISIS) bidragit till en ökad oro och diskussion om vad som får muslimska ungdomar ifrån väst att ansluta sig till sådana hänsynslösa organisationer. Mot bakgrund av detta ville jag undersöka vilka tankar och antaganden som konstruerar en muslimsk ungdoms världsbild avseende identitet och tillhörighet. Denna studie syftar därför till att uppnå ökad förståelse för hur fenomenet radikalisering kan relateras till identitetsskapande hos muslimska ungdomar och vilka processer i identitetsskapandet som kan utgöra en risk för vägen mot radikalisering. För att lyckas med detta har jag utfört semistrukturerade utforskande djupintervjuer med muslimska ungdomar i Malmö. Min avsikt med denna studie har inte varit att utgå från att alla muslimska ungdomar är, eller har potential för att bli radikaliserade. Min avsikt har snarare varit att utforska hur identitet och tillhörighet kan säga något om vägar (pathways) till radikalisering oavsett av religiös tillhörighet. För att analysera informanternas berättelser har begrepp och ramverk från Social identitetsteori använts. Studien påvisar en stabil grund för bi-kulturell identifiering med en svensk och en muslimsk kontext bland ungdomarna som ingått i denna studie. Samtidigt går det att spåra en kluvenhet i att på grund av sin religiösa identitet inte alltid accepteras fullt ut i alla sammanhang och en känsla av medialt utpekande av muslimer som grupp. Informanternas berättelser synliggör också en upplevd intern konflikt bland muslimska samfund då terrorism som utförs i islams namn tvingar medlemmar i gruppen att både internt och externt markera ställningstagande i frågan om religiöst motiverat våld och terrorism. Denna konflikt i kombination med ett upplevt utanförskap som svensk muslim kan i sig vara grunden för att vissa ungdomar vänder sig in i andra delar av den muslimska gruppen för att söka acceptans och bekräftelse. I denna process finner en del av dessa ungdomar radikala och extrema rörelser. Dessa rörelser är isolerade från omvärldens intryck vilket möjliggör för extremism att gro. När medlemmar inom en sådan grupp vill öka sin status kan beteende och handlingar eskalera vilket kan leda till våld och terrorism. Ett sätt att förhindra denna väg mot radikalisering av unga muslimer skulle således kunna vara att skapa förutsättningar för muslimska ungdomar att kunna känna tillhörighet i sina olika sociala identiteter som både svensk och muslim. / As the brutality and violent means of the Islamic state in Iraq and Syria (ISIS) has become evident a general concern and public discussion has emerged about what makes young Muslims from the Western world to join such devious organizations. In light of this I wanted to examine the thoughts and assumptions that constructs the feelings of identity and belonging of young Muslims in the city of Malmo. This study thus aims to create a wider understanding of how the phenomenon of radicalization can be related to identities of Muslim youth and how the processes of forming identity can compose a risk for the individual to find pathways to radicalization. To accomplish this explorative semi-structured interviews with young Muslims in Malmo was conducted. My intention with this study has not been to assume that all Muslim youth is, or has the potential to become radicalized. My intention rather has been to explore how identity and belonging can tell something about routes (pathways) to radicalization regardless of religious affiliation. To analyze the stories of the young Muslims who participated in this study concepts and frameworks from Social Identity Theory has been applied. This study shows that among the young Muslims participating in this study there is a stable basis for a bi-cultural identification with both a Swedish and a Muslim context. It is though possible to trace some ambivalence in the bi-cultural identity of these individuals as their experience as being Muslims e.g. their religious identity are not always compatible or fully accepted in all contexts. Additionally the participants also perceive that Muslims as a group is being publicly singled out and criticized by media. The stories also reveals a perceived internal conflict among Muslim communities as terrorism conducted in the name of Islam compels members of the Muslim group to both internally and externally mark position concerning religiously motived violence and terrorism. This conflict joint with the experience of exclusion among Swedish Muslim can potentially become the reason for some young Muslims to turn into the wide range of Muslim communities in search for acceptance and affirmation. In this process some individuals will find radical and extremist movements. The isolation these movements/groups experience from outside impressions then enables extremism to flourish inside the group. When members of such a group strives to improve individual status the behavior and actions of the group can escalate which in turn can result in violence and terrorism. Thus to avoid this pathway to radicalization the solution lies in creating conditions that allows for young Muslims to feel belonging and inclusion in their bi-cultural identities as being both Swedish and Muslims.