Universiẗat, Diss., 2002--Münster (Westfalen). / Dateiein im PS-Format.

I samband med Covid-19-pandemins utbrott 2020 skedde många förändringar i arbetslivet. En av de största förändringarna var att många verksamheter som inte tidigare arbetat på distans var tvungna att skicka hem sina anställda. Detta skapade nya förutsättningar för både ledare och medarbetare, inte minst när det kom till hälsofrämjande insatser. I denna studie har det undersökts vilka utmaningar och möjligheter ledare med personalansvar möter när det kommer till att leda hälsofrämjande på distans. Forskning om hur ledare upplever detta är sällsynt varvid denna studie har haft som avsikt att bidra med ny kunskap inom området. De tre delarna av hälsofrämjande ledarskap - att organisera hälsofrämjande aktiviteter, stödjande ledarskapsstil samt utveckla en hälsofrämjande arbetsplats - har använts för att skapa struktur genom studien. Transkriberingen från åtta semi-strukturerade intervjuer har kodats och tematiskt analyserats med hjälp av tidigare teorier kring hälsofrämjande ledarskap och distansarbetets möjligheter och utmaningar. Studien har flera nyckelresultat. En utmaning varit att hitta nya former för att organisera hälsofrämjande aktiviteter. En annan utmaning har varit att kommunikationen med medarbetarna förändrats och det därmed blivit svårare för ledarna att “känna in” hur medarbetarna mår. Studien har visat att distansarbetet därför utmanat och påverkat ledarna att vara mer relationsinriktade och ledarna har upplevt att de fått lägga mer tid och resurser på emotionella insatser. Ytterligare resultat visar att medarbetarnas förmåga att leda sig själva har fått ökad betydelse. Därav har ledarskapet utmanats till att bli mer individualiserat stöttning till självledarskap har använts i större omfattning då det setts som en möjlighet att öka medarbetarnas delaktighet i det hälsofrämjandet arbetet. Bra kommunikation, mer kommunikation, tydlig struktur och en sedan tidigare väl inarbetad kultur är delar som ledarna upplevt möjliggjort det hälsofrämjande ledarskapet på distans. De flesta av ledarna har också upplevt att distansarbetet möjliggjort mer än utmanat det hälsofrämjande ledarskapet när det kommer till att skapa balans mellan arbete och fritid. I bredare perspektiv har studiens slutsatser bland annat varit att ledarna behöver ha kreativitet att bevara och att hitta nya former för hälsofrämjande aktiviteter som fungerar vid distansarbete, samt förmåga att inspirera och motivera till medarbetarnas individuella ansvar och deltagande i hälsofrämjande arbete. Studien har även pekat på att distansarbetet ställt krav på en större emotionell förmåga vilket kan vara viktigt att tänka på vid rekrytering av framtidens hälsofrämjande ledare. / In 2020 the Covid-19 pandemic forced significant changes to work life. One of the most crucial changes was the increasing number of workers who started to work remotely. This created a new basis for both employees and leaders, not least when it came to efforts aimed at promoting health. This study has therefore examined the opportunities and challenges faced by leaders responsible for efforts promoting remote-based health in personnel. Research showing leaders' experience in this matter is sparse, thus the aim of this study is to bring new knowledge to this field. Three different aspects have been focused on regarding health-promoting leadership: organizing health promoting activities; supportive leadership; and creating a health-promoting workplace. Transcripts from eight semi-structured interviews have been coded and thematic analyzed using theories of health-promoting leadership and challenges and possibilities arising when working remotely. The study has several key findings. One challenge has been to find new forms of health-promoting activities. A further finding revealed that the communication with the employees has changed, and it has therefore been more difficult for the leaders “to sense” the wellbeing of their employees. Furthermore, the results showed that working remotely challenged the leaders’ needs for more relationship-oriented health-promoting leadership and leaders experienced they spent more time and effort on emotional interventions. Another finding was that the workers' ability to self-leadership has been given increased meaning. Hence leadership has been challenged to become more individualized and supportive to self-leadership to encourage employees’ participation in health-promoting work. More and better communication, transparent and clear routines of the working structure and incorporated organizational culture have all helped the leaders to continue their health-promoting leadership when working remotely. Most of the leaders also experienced that working remotely has enabled, rather than challenged, health-promoting leadership regarding the creation of work/private life balance. In a broader perspective the conclusions of this study have been that leaders need creativity to preserve and find new forms of health-promoting activities suitable for remote work. Leaders also need the ability to inspire and motivate the workers to have a sense of individual responsibility for taking part in and creating a health-promoting work-place. The study also shows leading workers remotely demands more emotional capacity which is an important indication for recruiters of future health promotion leaders.

Syftet med denna studie är att identifiera vilka faktorer som påverkar motivationen hos universitetsstudenter att vilja eller inte vilja bli en ledare. Genom att undersöka vad som motiverar universitetsstudenter att bli ledare kan vi skapa en bredare förståelse för vilka faktorer som spelar in i viljan att bli en ledare. Utifrån teorier om motivation att leda (MTL) och den intelligenta karriären (ICF) har vi undersökt universitetsstudenters tankar kring varför eller varför inte de anser att de passar som en ledare, genom att utgå från fem faktorer: personlighetsdrag, erfarenhet, värderingar, självförtroende och relationer. För att besvara frågan om vad som motiverar universitetsstudenter att bli ledare utförde vi en kvalitativ studie, genom semistrukturerade intervjuer med 10 universitetsstudenter från Campus Gotland, där vi undersökte de olika faktorerna kopplade till teorierna. Flera av studenterna studerar på olika program och utav 10 respondenter var det 6 män och 4 kvinnor. Enligt studiens resultat vill de flesta universitetsstudenter bli en ledare av någon form. De främsta motiven för individernas vilja att på sig en ledarroll grundar sig i deras personlighet, tidigare erfarenhet och påverkan från sina föräldrar. Vi kan se att individerna framför allt har stora likheter i deras upplevda personlighetsdrag och att tidigare erfarenhet av ledarskap påverkar individerna positivt till att vilja bli ledare igen. Bland de individer som inte vill bli ledare är ansvar en avgörande faktor. Dessa individer har tidigare ledarskapserfarenhet och vill inte längre bli ledare på grund av ansvaret det medför. Vi har därför visat att tidigare ledarskapserfarenhet inte nödvändigtvis behöver öka viljan att ta på sig en ledarroll, utan kan tvärtom minska. Tidigare forskning berör inte ansvar som en avgörande faktor, vilket enligt studiens resultat är avgörande för viljan att ta på sig en ledarroll. Genom att i framtida forskning undersöka sambandet mellan ansvar och viljan att ta på sig en ledarroll kan en mer djupgående förståelse kring vad som motiverar universitetsstudenter att ta på sig en ledarroll genomföras. / This study aims to identify the factors influencing university students' motivation to become leaders. By examining why university students become leaders, we can better understand the underlying factors involved in this decision. Using motivation to lead (MTL) and intelligent career (ICF) theories as a framework, we focused on five key factors: personality traits, experience, values, self-efficacy, and relationships. Through qualitative research, we conducted semi-structured interviews with ten university students from Campus Gotland, including four females and six males studying different programs. The results indicate that most university students aspire to become leaders. Their desire stems from their personality traits, previous leadership experience, and parental influence. Notably, individuals with similar perceived personality traits are strongly motivated to take on leadership roles again if they have previous leadership experience. However, some individuals who have previous leadership experience wish to avoid becoming leaders due to the responsibility associated with it. This finding highlights the significance of duty as a decisive factor in one's reluctance to take on leadership roles. Previous research has overlooked this aspect, emphasizing the need for future studies to explore the relationship between responsibility and the willingness to become leaders. By delving further into the connection between responsibility and the motivation to become leaders, we can better understand university students' explanations for assuming leadership roles.

I och med att Läroplan för förskolan Lpfö 18 (2018) trätt i kraft samt FN:s Barnkonventions (SFS: 2018:1197) inträde som svensk lag har leken getts en alltmer betonad roll i barns vardag. Barns lek kan uppfattas utifrån en mängd perspektiv, vilket ställer allt större krav på förskollärares kunskap om hur barns lek kan förstås. Utifrån att läroplanen (Lpfö 18 2018) är tänkt att tolkas i verksamheten har vi genom en fenomenografisk analys av kvalitativa intervjuer avsett att fördjupa kunskapen kring förskollärares uppfattningar om deras roll i barns lek. Studiens resultat visar tre skilda kategorier där förskollärare upplever att de kan delta i leken förutsättningslöst, värna om lekens sociala kvaliteter, eller använda leken i pedagogiska syften. Studien tyder på att dessa roller tas utifrån en kontextuell syn på leken, där fokus kan läggas på lekens egenvärde, sociala-, eller pedagogiska funktioner vilka relaterar till olika sätt att lämpligt följa eller leda denna.

Idag använder spelindustrin flertalet metoder för att leda spelare igenom spel som färg- och ljussättning och användandet av former. Denna uppsats fokuserar på det sist nämnda och försöker besvara frågan: I valet mellan simpla symboler, finns det en specifik symbol som spelare föredrar att följa och vad assosierar de med denna symbol? För att besvara denna fråga skapades ett test som undersökte spelares val då de presenterades för tre symboler, en cirkel, en triangle och en fyrkant. Testet var en spelprototyp som bestod av en korridor, vilket var spelets inlärnings område, och ett rum med tre dörrar, vilket var det huvudsakliga testet. Testet visade att det inte fanns en viss symbol som spelare följde mer än någon av de andra, men att associationerna med symbolerna verkar stämma överrens med tidigare studiers förklaring av vad symbolerna står för. Detta visar på att att symbolerna kan användas inom speldesign för att framföra meddelanden till spelaren och hjälpa till att leda dem i nya områden. / Presently the video game industry uses a number of methods to lead the players though the games such as colours, lights and shapes. This thesis focuses on shapes and tries to answer the question: In choosing between basic symbols is there a particular symbol that players prefer tofollow and what do they associate with that symbol? In order to answer this question we created an experiment in which we tested how test subjects respond to three primitive shapes, triangles, circles and squares. The experiment consisted of a corridor with a door in one end, acting as the controls tutorial, and a room with three doors which was the actual experiment. Our test shows that there is not a certain symbol that the test subjects prefer to follow, but that the associations to the symbols seem to be true in comparison to earlier made studies on what these symbols are viewed to represent. This points at the possibility that the symbols can be used in game design to convey messages to the players and be used to guide the players in new environments.

I varje projekt finns det brister i kommunikation som kan leda till att kostnad, tid och kvalitét påverkas. Varje projekt är en tillfällig organisation med olika företag och olika personer med varierande erfarenheter inom projektering. Detta medför att varje projekt är i sig unikt och hur alla ska kommunicera med varandra kan vara stora frågetecken under projekteringens förlopp. Denna rapport tittar närmare på vilka brister och svårigheter som kan uppkomma i projekteringskedet.

Sensitive marine clay in Ottawa is a challenging soil for geotechnical engineers. This type of clay behaves differently than other soils in Canada or other parts of the world. They also have different engineering characteristic values in comparison to other clays. Cone penetration testing in sensitive marine clays is also different from that carried out in other soils. The misestimation of engineering characteristics from cone penetration testing can result. Temperature effects have been suspected as the reason for negative readings and erroneous estimations of engineering characteristics from cone penetration testing. Furthermore, the applicability of correlations between cone penetration test (CPT) results and engineering characteristics is ambiguous. Moreover, it is important that geotechnical engineers who need to work with these clays have background information on their engineering characteristics. This thesis provides comprehensive information on the engineering characteristics and behaviour of sensitive marine clays in Ottawa. This information will give key information to geotechnical engineers who are working with these clays on their behaviour. For the purpose of this research, fifteen sites in the Ottawa area are taken into consideration. These sites included alternative technical data from cone and standard penetration tests, undisturbed samples, field vanes, and shear wave velocity measurements. Laboratory testing carried out for these sites has resulted in acquiring engineering parameters of the marine clay, such as preconsolidation pressure, overconsolidation ratio, compression and recompression indexes, secondary compression index, coefficient of consolidation, hydraulic conductivity, clay fraction, porewater chemistry, specific gravity, plasticity, moisture content, unit weight, void ratio, and porosity. This thesis also discusses other characteristics of sensitive marine clays in Ottawa, such as their activity, sensitivity, structure, interface shear behaviour, and origin and sedimentation. Furthermore, for the purpose of increasing local experience with the use of cone and ball penetrometers in sensitive marine clays in Ottawa, three types of penetrometer tips are used in the Canadian Geotechnical Research Site No. 1 located in south-west Ottawa: 36 mm cone tip, and 40 mm and 113 mm ball tips. The differences in their response in sensitive marine clays will be discussed. The temperature effects on the penetrometer equipment are also studied. The differences in the effect of temperature on these tips are discussed. Correlations between the penetrometer results and engineering characteristics of Ottawa's clays are verified. The applicability of correlations between the testing results and engineering characteristics of sensitive marine clays in Ottawa is also presented in this thesis. Two correlations from the Canadian Foundation Engineering Manual are examined. One of these correlations is between the N60 values from standard penetration testing and undrained shear strength. The other correlation is between the shear wave velocity measurement and site class. Temperature corrections are suggested and discussed for penetrometer equipment according to laboratory calibrations. The significance of the effects due to radical temperature changes in Canada and Ottawa is discussed. Some of the main findings from this research are as follows. • The Canadian Foundation Engineering Manual presents a correlation between standard penetration tests (SPTs) and the undrained shear strength of soils. This relationship may not be applicable to sensitive marine clays in Ottawa. • Another correlation between the site class, shear wave velocity, and undrained shear strength is presented by this same manual which may not be applicable to sensitive marine clays in Ottawa. • The rotation rate for field vane testing as recommended by ASTM D2573 is slow for sensitive marine clays in Ottawa. • Correction factors applied to undrained shear strength from laboratory vane tests may not result in comparable values with the undrained shear strength obtained by using field vane tests. • Loading schemes in consolidation or oedometer testing may affect the quality of the targeted results. • Temperature corrections should be applied to penetrometer recordings to compensate for the drift in the results of these recordings due to temperature changes. • The secondary compression index to compression index ratio presented in the literature may not be the value obtained from this research.

Sensitive marine clay in Ottawa is a challenging soil for geotechnical engineers. This type of clay behaves differently than other soils in Canada or other parts of the world. They also have different engineering characteristic values in comparison to other clays. Cone penetration testing in sensitive marine clays is also different from that carried out in other soils. The misestimation of engineering characteristics from cone penetration testing can result. Temperature effects have been suspected as the reason for negative readings and erroneous estimations of engineering characteristics from cone penetration testing. Furthermore, the applicability of correlations between cone penetration test (CPT) results and engineering characteristics is ambiguous. Moreover, it is important that geotechnical engineers who need to work with these clays have background information on their engineering characteristics. This thesis provides comprehensive information on the engineering characteristics and behaviour of sensitive marine clays in Ottawa. This information will give key information to geotechnical engineers who are working with these clays on their behaviour. For the purpose of this research, fifteen sites in the Ottawa area are taken into consideration. These sites included alternative technical data from cone and standard penetration tests, undisturbed samples, field vanes, and shear wave velocity measurements. Laboratory testing carried out for these sites has resulted in acquiring engineering parameters of the marine clay, such as preconsolidation pressure, overconsolidation ratio, compression and recompression indexes, secondary compression index, coefficient of consolidation, hydraulic conductivity, clay fraction, porewater chemistry, specific gravity, plasticity, moisture content, unit weight, void ratio, and porosity. This thesis also discusses other characteristics of sensitive marine clays in Ottawa, such as their activity, sensitivity, structure, interface shear behaviour, and origin and sedimentation. Furthermore, for the purpose of increasing local experience with the use of cone and ball penetrometers in sensitive marine clays in Ottawa, three types of penetrometer tips are used in the Canadian Geotechnical Research Site No. 1 located in south-west Ottawa: 36 mm cone tip, and 40 mm and 113 mm ball tips. The differences in their response in sensitive marine clays will be discussed. The temperature effects on the penetrometer equipment are also studied. The differences in the effect of temperature on these tips are discussed. Correlations between the penetrometer results and engineering characteristics of Ottawa's clays are verified. The applicability of correlations between the testing results and engineering characteristics of sensitive marine clays in Ottawa is also presented in this thesis. Two correlations from the Canadian Foundation Engineering Manual are examined. One of these correlations is between the N60 values from standard penetration testing and undrained shear strength. The other correlation is between the shear wave velocity measurement and site class. Temperature corrections are suggested and discussed for penetrometer equipment according to laboratory calibrations. The significance of the effects due to radical temperature changes in Canada and Ottawa is discussed. Some of the main findings from this research are as follows. • The Canadian Foundation Engineering Manual presents a correlation between standard penetration tests (SPTs) and the undrained shear strength of soils. This relationship may not be applicable to sensitive marine clays in Ottawa. • Another correlation between the site class, shear wave velocity, and undrained shear strength is presented by this same manual which may not be applicable to sensitive marine clays in Ottawa. • The rotation rate for field vane testing as recommended by ASTM D2573 is slow for sensitive marine clays in Ottawa. • Correction factors applied to undrained shear strength from laboratory vane tests may not result in comparable values with the undrained shear strength obtained by using field vane tests. • Loading schemes in consolidation or oedometer testing may affect the quality of the targeted results. • Temperature corrections should be applied to penetrometer recordings to compensate for the drift in the results of these recordings due to temperature changes. • The secondary compression index to compression index ratio presented in the literature may not be the value obtained from this research.

The Swedish model is a concept that over time has become widely known. Lately, the first thing that springs to mind may be the way Sweden has handled the pandemic of covid-19. Originally however, the Swedish model is an attempt develop a strategy of cooperation between conflicting interests. It has a long history in the relationship between employers and employees and also more structurally, between labour unions and the employers’ association, as well as between government and various interest organisations. The Swedish Sports Confederation (SSC) is a membership organisation of 72 special federations of sport. In addition, it disperses the government funding to sports and hence has a relationship with the state where the government has particular interest in how sport delivers on the government targets for sport. As a member organisation however, the SSC is governed by its members. The question then arises: does the government funding and the state’s expectations influence how sport is governed even though it is an independent organisation? This study based on a theory of leading change, where leadership is categorised in eight steps examines to what extent and how leadership surfaces in the relationship between the SSC and its members. How can this leadership be described and understood? The method used is a study of documents, more explicitly propositions from the board to the general assembly of the confederation, documents for discussion in workshops and documents containing information and knowledge pertinent to the process. All the documents that were studied have been presented by the board to the members between the years 2013 and 2019. Analysis were quantitative where leadership that could be identified as one of the eight categories of the model was marked in a specially developed protocol and thereafter summarised to determine the extent of leadership that occurred, and qualitative where sections of text that related to the steps of the model were analysed. The leadership was then described based on how steps of the model were utilised or not. The results of the analysis show that the SSC emphasised the creating of a sense of urgency early in the process. This emphasis however, decreased as time passed. During the whole process the SSC kept focus on involving all federations as well as focusing on what to achieve and how this is to be done. From about halfway and onwards the communication about the change process and the vision was given more attention. The SSC has not identified any small, leading coalition, created short term results or celebrated early successes in order to build up more power for change. In the discussion section there is speculation on whether this is due to the type of member organisation that the SSC is. To conclude several suggestions are presented with regards to how a hybrid organisation could handle leadership in order to strengthen knowledge, democracy and at the same time meet expectations from several directions. / En ideell medlemsorganisation styrs av organisationens medlemmar genom beslut på årsmöte. Om samma organisation mottar bidrag för sin verksamhet, med förväntningar på effekter som verksamheten ska ha – hur påverkas då organisationen? Denna uppsats finner sin bakgrund i en ideell organisation, Riksidrottsförbundet (RF), som under lång tid ingått ett korporativt samröre med staten. En av RF:s uppgifter är att, tillsammans med sina medlemmar, leda den idrottsliga utvecklingen. I ljuset av en teori om ledarskap i förändring där åtta steg identifierats som nödvändiga i en sådan process analyseras RF:s ledarskap i relation till medlemmarna. I vilken utsträckning och på vilket sätt framträder ledarskap? Hur kan detta ledarskap beskrivas och förstås? Studien är gjord i form av en dokumentstudie där besluts-, diskussions- och kunskapsunderlag som RF presenterat för sina medlemmar under perioden 2013–2019 studerats och analyserats. Denna period kan sammanfattas som idrottsrörelsens strategiarbete, med inriktning på fem övergripande mål 2025. Analysen har dels skett kvantitativt där ledarskap som kunde kategoriseras till någon av de åtta steg som återfanns i teorin noterades i ett särskilt utvecklat protokoll och därefter sammanställdes när det gäller omfattning, dels kvalitativt där identifierade textstycken härletts till den teoretiska modellens åtta steg. Ledarskapet har sedan beskrivits utifrån hur modellens olika steg använts och inte använts. Resultatet av analysen visar att RF lagt stor vikt i periodens början på att etablera en känsla av att förändring är nödvändig och brådskande. Dock har betoningen på detta minskat längs vägen. Under hela processen har RF haft stort fokus på involvering, samt vad som ska uppnås och hur det ska göras. Från mitten av processen och framåt kan också noteras ett större fokus på kommunikation kring förändringsprocessen. RF har inte i processen identifierat någon mindre ledande koalition, skapat några kortsiktiga resultat eller befäst framgångar för att skapa ytterligare framgångar. I diskussionen spekuleras i om en anledning till avsaknaden av dessa tre steg kan vara att RF är just en medlemsorganisation och därigenom inte vill behandla medlemmar olika. Som konklusion ges ett antal förslag kring hur en hybridorganisation kan fundera på att hantera ledarskapet för att stärka kunskap, demokrati och samtidigt klara att möta olika intressenters förväntningar.

Syftet med studien är att genom intervjuer och sammanställning av policydokument ta fram chefers upplevelse av deras förutsättningar i sitt yrke och arbetsgivarens förväntningar och krav på chefernas prestation i den demografiska utvecklingen. Den teoretiska referensramen grundar sig i organisationsteori och organisationskultur för att ta med organisationernas strukturer kontra de kulturer som råder på arbetsplatser och synen på olika arbetsroller. Resultatet visar att chefernas förutsättningar i olika kommuner är relativt lika men att deras upplevelse av förutsättningar är olika beroende på den ledning och styrning som finns ovanför. Chefer med stora enheter och högt antal medarbetare ansågs sig ha bättre förutsättningar när det kom till både utvecklingsarbete och förändringsarbete än chefer med färre medarbetare och mindre enheter även om de i praktiken hade väldigt lika arbetsförhållanden. Det som skiljde sig åt var respondenternas beskrivning av sina arbetsgivare. De som hade större enheter och därav en högre arbetsbelastning hade en god relation till sin chef och ett högt förtroende vilket gjorde att upplevelsen av bättre förutsättningar blev högre. Resultatet visar också att samtliga respondenter arbetar med att leda på distans men att ingen av de tillfrågade upplever att det är någonting som de får stöd med från sin arbetsgivare. Samtliga respondenter visade också ett intresse för ämnet och kunde tydligt problematisera hur det påverkar en chef och ledare att inte ha daglig tillgång till sina personalgrupper. Det framkommer även tydligt hos samtliga respondenter att det inte diskuteras ledarskap i ledningsgrupperna utan att arbetet till största delen är operativt och praktiskt. / The purpose of the study is to, through interviews and compilation of policy documents, present managers' experience of their conditions in their profession and employers' expectations and demands on managers' performance in demographic development. The theoretical frame of reference is based on organizational theory and organizational culture to include the structures of the organizations versus the cultures that exist in the workplace and the view of different work roles. The result shows that the managers' conditions in different municipalities are relatively similar, but that their experience of the conditions is different depending on the management and governance that is above. Managers with large units and a high number of employees were considered to have better conditions when it came to both development work and change work than managers with fewer and smaller units, although in practice they had very similar working conditions. What differed was the respondents' description of their employers. Those who had larger units and therefore a higher workload had a good relationship with their manager and a high level of confidence, which made the experience of better conditions higher. The results also show that all respondents are working to manage remotely, but that none of the respondents feel that it is something they receive support from their employer. All respondents also showed an interest in the topic and could clearly problematize how it affects a manager and leader not to have daily access to their staff groups. It is also clear in all respondents that leadership is not discussed in the management groups, but that the work is largely operational and practical.