Mellanchefer inom socialtjänstens sektion för barn och unga arbetar i en motstridig organisation. Mellancheferna blir länken som fogar samman politiskt fattade beslut med förvaltningens krav och förväntningar, personalgruppens behov och klienternas rätt till hjälp och stöd. Studiens syfte är att undersöka hur mellanchefernas ledarskap skapas utifrån de förutsättningar som ges och den komplexitet som rollen innebär. Sex kvalitativa intervjuer med mellanchefer inom sektionen för barn och unga i fem mellanstora kommuner har genomförts. Genom att undersöka hur mellancheferna navigerar mellan domänerna politik, förvaltning och profession och med hjälp av begreppet parallellprocesser kan mekanismer som utgör viktiga faktorer för ledarskapandet synliggöras. Tydligt är att socionomernas starka professionsidentitet präglar ledarskapet i alla led och att prioriteringar och val många gånger motiveras mot bakgrund av den starka professionstillhörigheten. Resultatet visar också att mellancheferna i studien främst ser sig som socionomer och identifierar sig mer med sin profession än med sin funktion som chef. Professionsidentifikationen utgör många gånger en legitimerande grund för hur ledarskapet bedrivs i sin operativa form. / Middle-managers leaders in the social services´ department for children and young people work in a conflicting organisation. These middle-managers become the link which joins together political decisions with requirements and expectations from the management, the needs of personnel and the clients´ right to aid and support. The aim of this study has been to investigate how middle-management leadership is created within given conditions and the complexity that their role entails. Six qualitative interviews with middle- managers in the department for children and young people in five intermediate municipalities have been realized. By investigating how these middle-managers navigate between the political, management and professional domains and, with the aid of the concept of parallel processes, mechanisms, which can constitute important factors for leadership, have been made visible. It is clear that the professions identity of social workers influence their leadership at all levels and that priorities and choices are often motivated because of this strong professions identity. The result also shows that the middle-managers in this study regard themselves as social workers and identify themselves more with their profession than with their function as managers. Professions identification often constitutes a legitimizing basis for how leadership is conducted in its operative form.

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Syftet med denna studie är att få en förståelse för hur rektorer väljer att organisera kompetensutveckling för lärare gällande erfarenhetsbaserad undervisning. Min empiri är insamlad med hjälp av datorstödda mailintervjuer. I och med detta söker jag mönster i respondenternas olika svar utifrån en fenomenografisk ansats. Studiens resultat har gett svar på de frågeställningar som studien utgår ifrån och resultatet visar på en stor variation. Dels finns det variation i respondenternas tolkning av begreppet erfarenhetsbaserad undervisning och det finns även variationer kring deras tolkning av styrdokumenten. Det går också att se olikheter gällande den kompetensutveckling som rektorer organiserar för lärare. På grund av de variationer som råder i samtliga utsagor så kan det bli aktuellt att lyfta vikten av centraliserad tolkning av bärande begrepp på nationell nivå för att komma så nära likvärdig undervisning som möjligt. / The aim of this study is to gain an understanding how the principals choose to develop teacher competence in experience-based teaching. I seek patterns in the different interview answers based on phenomenographic approach. My empirical data was collected with the help of computer-aided mail interviews. The results of the study have given answers to the questions on which the study is based upon and the results show a great variation. Variation in the interpretation of the concept of experience-based teaching and the governance document. But the results also vary regarding the skills development the principals offers teachers. Due to the variations that seem to prevail in all statements, it may be relevant to emphasize the importance of centralized interpretation of key concepts at the national level, in order to get as close to equivalent teaching as possible.

The thesis aims to examine the impact of climate change on line rating and to investigate the possibility of a potential increase of capacity of an overhead line. The line rating of an overhead line determines how much current can be transmitted in the line. The weather parameters which affect the line rating are ambient temperature, solar radiation, wind speed, and wind direction. If the line rating is adapted to weather conditions, it is important to be able to predict how the weather will change in the future. Therefore, the impact of climate change on weather parameters is investigated. The ambient temperature and solar radiation are expected to change between different scenarios. However, it is unclear how wind speed and wind direction will be affected. Climate scenarios are designed that take these findings into account. The results show that wind speed has, by a large margin from other weather parameters, the largest impact on the dynamic line rating. This is followed by the wind's angle of attack to the conductor, ambient temperature, and finally solar radiation. For the designed climate scenarios, the dynamic line rating is almost the same in each case, which means that the calculated change in ambient temperature and solar radiation has no significant effect on the line rating. To further increase the capacity of the overhead line, the line could be upgraded with a conductor with a larger cross-sectional area.

Syfte: Syftet är att studera hur sättet att kommunicera mellan chef och medarbetare påverkats, där flertalet anställda till följd av COVID-19 fått ställa om och arbeta på distans. Metod: Studien är genomförd som en kvalitativ enfallsstudie med tvärsnittsdesign, på ett finansbolag beläget i Västra Götaland. Frågeställningen besvaras genom analyser av data som samlats in genom personliga, semistrukturerade intervjuer med chefer och medarbetare. Resultat: En mer relationsinriktad ledarskapsstil tenderar att skapa bättre förutsättningar för en bra kommunikation på distans, jämfört med den mer målinriktade ledarskapsstilen. Kommunikationsverktyg är väsentliga för distansarbete och de finns alltid tillgängliga för medarbetaren. Är de verktyg som används inte anpassade efter organisationens situation, påverkas flödet av kommunikation och således om det är envägs- eller tvåvägskommunikation. Däremot inser användaren i samband med distansarbete befintliga verktygs fulla potential. Arbete på distans ställer i grunden inte mycket högre krav på medarbetarna utöver att de ska kunna arbeta självständigt och jobba minst lika effektivt, samt att personen även ska kunna ta ett större eget ansvar. Sätten och möjligheterna att kommunicera begränsas på distans, vilket innebär att samtliga kontinuerligt arbetar gemensamt för att upprätthålla en väl fungerande kommunikation. Chefen har definitivt ett högre ansvar att leda en grupp när den är splittrad, det är inte enbart en persons ansvar att upprätthålla en väl fungerande kommunikation. Förslag till framtida studier: Rekommendationen är att studera flertalet organisationer som inte omfattas av samma lagkrav och där personalstyrkan varit densamma sedan omställningen till distansarbete. På så sätt går det jämföra skillnaden mellan organisationer där alla haft en god kommunikation redan innan omställningen. Genom en kvalitativ studie finns möjlighet att täcka in större antal medarbetare för att få annat perspektiv på hur hela organisationen betraktar kommunikation och återkoppling i ett ledarskap på distans. / Purpose: The purpose is to study how the way to communicate between manager and employee is affected, where the majority of employees due to COVID-19 have had to adjust to the situation and telework. Method: The study is performed as a qualitative, cross-sectional designed single case study, at a financial company located in western Sweden. The questions for this study were answered through data analysis collected through personal, semi-structured interviews with supervisors and employees. Result: Human-oriented leadership tends to create better conditions for a well working communication in teleworking, compared to task-oriented leadership. The tools for working and communication are essential but also always available for the employee. If the tools in use are not adopted for the needs of the organization, the flow of the communication is affected and thus also the feedback. On the other hand the user during teleworking becomes more aware of the tools’ full potential. Teleworking basically doesn’t demand more of the employees other than being able to work independently and at least as efficiently, as well as taking more self responsibility. The ways and possibilities for communicating are limited while teleworking, which means that all involved continuously need to work mutually to obtain a well working communication. The manager definitely has a higher responsibility to manage a divided team but it’s not solely one person’s onus to obtain the communication. Suggestions for further studies: The recommendation is to study multiple organizations, which are not bound to the same legal requirements and where the staff has maintained the same since the conversion to teleworking. That way differences can be compared between organizations where a well functioning communication was established even before the conversion. Through a qualitative study there is a possibility to cover a greater number of employees with the objective of receiving a different perspective on how the entire organization considers communication and feedback during a telecommuting management.

Syfte: Syftet med studien är att undersöka motivation inom virtuella arbetsmiljöer. Vidaresyftar studien även till att jämföra skillnader mellan olika generationer gällande motivation ivirtuella arbetsmiljöer.Metod: I denna studie har en kvantitativ metod applicerats med hjälp av enwebbenkätundersökning. Studien är hypotetisk-deduktiv där hypoteser härleds från denteoretiska referensramen. Den data som samlats in består av 84 svar, vilka bearbetades iprogrammet SPSS där oberoende t-test och medelvärdesanalys genomfördes.Resultat & slutsats: Av de motivationsfaktorer som studerats motiveras den äldregenerationen av flexibilitet och självstyre och bra ledarskap, samt delvis av teknologiskbekvämlighet. Den yngre generationen motiveras av flexibilitet och självstyre, teknologiskbekvämlighet och bra ledarskap, samt ledarskap kopplat till social närvaro. Studien har ävenfunnit att de faktorer som leder till motivation, också kan leda till amotivation inom virtuellaarbetsmiljöer om de hanteras oaktsamt.Bidrag: Studiens praktiska bidrag är en ökad förståelse för olika generationers motivationhos medarbetare inom virtuella arbetsmiljöer, vilket kan underlätta ledararbete ochHR-processer. Studiens teoretiska bidrag ger framför allt en indikation på motivationsfaktoreroch amotivationsfaktorer inom virtuella arbetsmiljöer genom de teoretiska modeller somutvecklats. Vidare bidrar studien även med teoretiska förslag på nya perspektiv på Herzbergstvåfaktorteori och Hawthornestudien. / Aim: The purpose of the study is to investigate motivation in virtual work environments.Furthermore, the study also aims to compare differences between different generationsregarding motivation in virtual work environments.Method: In this study, a quantitative method has been applied using a web based survey. Thestudy is hypothetical-deductive where hypotheses are derived from the theoreticalframework. The data collected consists of 84 responses, which were processed in the programSPSS where independent t-tests and mean value analyses were performed.Results and conclusions: The older generation was found to be motivated by flexibility andself-management and good leadership, as well as in part by technological comfort. Theyounger generation is motivated by flexibility and self-management, technological comfortand good leadership, as well as leadership linked to social presence. The study additionallyfound that the factors which lead to motivation also can lead to amotivation in virtual workenvironments if they are handled negligently.Contribution: The study's practical contribution is an increased understanding of differentgenerations' motivation among employees in virtual work environments, which can facilitateleadership work and HR processes. The study's theoretical contribution primarily provides anindication of motivational factors and amotivational factors within virtual work environmentsthrough the theoretical models that were developed. Furthermore, the study also contributeswith theoretical proposals for new perspectives on Herzberg's two-factor theory and theHawthorne study.

<p>This paper focuses on leadership problems and possibilities regarding creativity in a specific R&D organization. This is done with the help of a model consisting of four domains of special interest for R&D leaders. A survey in the form of personal interviews was conducted with leaders and staff members of two R&D sections in the organization. The analysis pointed towards problems on work load and stress issues. Furthermore the organizational structure of the two sections provided a discussion on optimal structural build‐up in order to maximize creativity. Trust issues arose because of the apparent use of control by upper management as described by lower level leaders and the employees. Indications showed that the trust issues put up obstacles for learning and dealing with failure. On the other hand the relationships between section management and staff were perceived as good. Also the ground works of a good creative work was laid with the trusting relationships between fellow professionals within the group.</p>

This paper focuses on leadership problems and possibilities regarding creativity in a specific R&amp;D organization. This is done with the help of a model consisting of four domains of special interest for R&amp;D leaders. A survey in the form of personal interviews was conducted with leaders and staff members of two R&amp;D sections in the organization. The analysis pointed towards problems on work load and stress issues. Furthermore the organizational structure of the two sections provided a discussion on optimal structural build‐up in order to maximize creativity. Trust issues arose because of the apparent use of control by upper management as described by lower level leaders and the employees. Indications showed that the trust issues put up obstacles for learning and dealing with failure. On the other hand the relationships between section management and staff were perceived as good. Also the ground works of a good creative work was laid with the trusting relationships between fellow professionals within the group.

Title: An active chain process of self-leadership: Dynamically practising self-leading strategies for sustainability. Keywords: Active and dynamic, Chain process of self-leadership, Self-leadership strategies Background: Sustainability is important and of current interest, requiring all organisations to be well-functioning, committed to sustainability and create strategic decisions for their long-term sustainability. Organisations thence benefit from training the employees into self-leaders, as it results in beneficial outcomes that lead to greatness within organisations, and hence society at large. Research question: Why do individuals succeed in maintaining and practising an active chain process of self-leadership? Purpose: This study aims to understand why individuals sustain maintaining an active chain process of self-leadership by dynamically practising self-leadership strategies, where they continue to be self-aware, manage and lead themselves, practice self-leadership strategies, attain self-efficacy and achieve beneficial outputs that in extension contribute to a more efficient and long-term sustainable society. To better understand what activates the chain process of self-leadership and creates the dynamic, the authors have developed a summarising model (see model 5.1 in chapter 5). Method: The study is of qualitative character with an abductive research approach, where the empirical data have been collected through semi-structured interviews and a collective case study design with ten informants who practise self-leadership, and then analysed by the Gioia method. Findings: The chain process of self-leadership is holistic and what maintains it active are feelings of well-being, competence, and efficacy, as well as succeeding, contributing to a greater good and seeing things in a greater context. Of significance is to be reminded and followed up regularly. Paper type: Master thesis

This thesis addresses the socio-cultural configurations in Liberia in relation to climate resilient development and feminist foreign policy carried out by the Embassy of Sweden in Monrovia. It builds on the intention to explore potential points of integration between the feminist foreign policy with the construction of climate adaptation capacity. Research on climate adaptation actions demonstrates the need to engage more deeply with vulnerability contexts and embed the implementation process in local practice, value and experience. This study explores Liberian society as a case study to examine how feminist foreign policy and climate resilient development can be incorporated fit to the socio-cultural configurations. Methodologically, the study adopts an ethnographic framework. It draws on Butler’s performative notion of gender (1990, 1999, 2007) and ecological masculinities developed by Hultman and Pulé (2021) along with theories of environmental femininity by Bob Pease (2019). Empirically, the study is based on fieldwork in the form of participant observation, ethnographic interviews and document analysis.The results suggest that socio-cultural configurations are permeated by a patriarchal structure with traditional beliefs that householding tasks are linked to female obligations, leading to a disparity in responsibilities and accessibility to cultural activities. Stereotypical notions of masculinity are based on heteronormative assumptions that men should demonstrate dominance, self-reliance, and restrain emotions. The empirical work signifies that Liberian norms of masculinity lead to a reluctance to cooperativeness, block societal development and lead to unnecessary individual suffering. The culture is concluded to be centered around men, while women take a larger workload in key societal activities. Citizens experience that the state doesn't recognize them as equal participants, therefore forfeiting the opportunity to foster vital social capital that could enhance both state legitimacy and the effectiveness of public service delivery. The results illustrate the importance of considering citizens of marginalized areas as stakeholders in decision-making to enable engagement in development processes. Citizens from marginalized areas have their own underlying logic and views of the world. The thesis concludes that the socio-cultural configurations not just produce possible integration between climate resilient development and feminist foreign policy, but even forces the two to be pursued as interdependent processes. Advancing climate resilient development and feminist foreign policy in an integrated manner is thought to increase each other’s effectiveness and achieving them is possible when interdependence is leveraged. This thesis argues that the inauguration of female leadership and changing the perception of what masculinity stands for are the most distinctive points of integration in Liberian socio-cultural configurations. The thesis concludes seven possible procedures for the Embassy of Sweden in Monrovia to achieve climate resilient development aligned with the existing feminist objectives: 1. Include landownership in female empowerment strategies. 2. Transform masculinity normsthrough consultation-groups. 3. Focus on family configurations. 4. Work with religious leaders. 5.Embed policies in informal networks. 6. Encourage female-centered cultural activities and 7. Benefiton the knowledge of grassroots organizations to adopt an ethnographic approach. / Det här examensarbetet behandlar sociokulturella konfigurationer i Liberia och undersöker hur de kan relateras till klimatresilient utveckling och den feministiska utrikespolitik som bedrivs av Sveriges ambassad i Monrovia. Arbetet utforskar potentiella integrationsmöjligheter mellan feministiska utrikespolitik och lokal anpassning till klimatförändringar. Tidigare forskning om klimatanpassningsåtgärder visar behovet av att engagera sig i utsatta områden och förankra implementeringsprocessen i lokala erfarenheter, värderingar och beteendemönster. Med det i åtanke intenderar studien att undersöka det liberianska samhället som en fallstudie för attanalysera hur feministisk utrikespolitik och klimatresilient utveckling kan integreras med sociokulturella konfigurationer. Metodologiskt antar studien ett etnografiskt förhållningssätt där det empiriska arbetet består av fältarbete i form av deltagande observation, etnografiska intervjuer och dokumentanalys. Det teoretiska ramverket på Butlers performativa föreställning om kön (1990,1999, 2007), ekologiska maskuliniteter formulerade av Hultman och Pulé (2021) och teorier om miljöfeminism av Bob Pease (2019).Resultaten illustrerar att de sociokulturella konfigurationerna genomsyras av en patriarkal struktur som innefattar traditionella ideér om att hushållssysslor är kopplat till kvinnligt åliggande, vilket i förlängningen leder till skillnader i ansvarstagande för samhälleliga aktiviteter. Stereotypa föreställningar om maskulinitet bygger på heteronormativa antaganden om att män bör visa dominans, självtillit och emotionell tillbakadragenhet. Det empiriska arbetet påvisar att liberianska maskulinitetsnormer leder till en motvilja mot samarbete, blockerar samhällsutveckling och bidrar till onödigt lidande både för män och kvinnor. Kulturen anses vara centrerad kring män, medan kvinnor tar en större arbetsbörda i flertalet viktiga samhällsfunktioner. Resultaten visar också att medborgare upplever att staten inte ser dem som likvärdiga deltagare i samhällsprocesser. Därmed försummas en möjlighet att skapa socialt kapital som kan främja statens legitimitet och effektivitet i offentliga tjänster. Resultaten antyder att medborgare från marginaliserade områden har en egen bakomliggande logik och syn på världen. Dessa medborgare bör betraktas som viktiga intressenter i beslutsfattande för att möjliggöra engagemang i utvecklingsprocesser. Arbetet drar slutsatsen att de sociokulturella konfigurationerna inte bara producerar en möjlighet för integrering mellan klimatresilient utveckling och feministisk utrikespolitik, utan även tvingar de att implementeras som två ömsesidigt beroende processer. Att främja klimatresilient utveckling och feministisk utrikespolitik på ett integrerat sätt anses öka varandras effektivitet och att uppnå dem är möjligt först när beroendet utnyttjas. Arbetet framhåller att en ökning av kvinnliga ledare och att förändra bilden av vad maskulinitet innebär är distinkta möjligheter för att integrera klimatresilientutveckling och feministisk utrikespolitik i de liberianska sociokulturella konfigurationer. Arbetetringar in sju möjliga riktlinjer för Sveriges ambassad i Monrovia för att uppnå klimatresilientutveckling med befintliga feministiska mål:1. Inkludera markägande i strategier för jämställdhet. 2. Ändra maskulinitetsnormer genom konsultationsgrupper. 3. Fokusera på familjekonfigurationer. 4. Arbeta med religiösa ledare. 5.Förankra policies i informella nätverk. 6. Främja kvinnocentrerad kulturverksamhet och 7. Antag ett etnografiskt förhållningssätt i samråd med gräsrotsorganisationer.