This is a study on the attitudes towards voluntarism and non-profit work, as expressed by employees in the Church of Sweden's children and youth activities. The study has had a mixed methods design, reflecting in the fact that the study at large is two-part, a quantitative part and a qualitative part that complement each other's results. The quantitative part had access to an empirical survey from the project “Av fri vilja på fritid 2021”, run by the Church of Sweden's unit for research and analysis, while the qualitative material is based on two focus group interviews, conducted in two different parishes in Skara diocese.   The purpose of the study has been to, among employees, find indicators of attitudes towards voluntarism and non-profit work in the Church of Sweden's children and youth activities and to examine differences in attitudes within the parishes. The study is based on the theoretical concept of lived ecclesiology to identify the expressions that relates to attitudes towards voluntarism, as well as the perspectives ‘Church as community’ and ‘Church as service provider’ to shed light on the differences between parishes.   Conclusively, the quantitative analyses show an overall picture of employees' attitudes towards voluntarism and non-profit work. The reduction of variables through factor analyses gave four indicators for attitudes towards voluntarism could be identified: cooperation, competition, complement and tradition. The qualitative analyses illustrated the different attitudes found among employees from two different parishes, via the perspectives of Church as community and Church as service provider. The first is characterized by unpretentious activities where everyone is welcome as they are, the employees try to ensure that the non-profit work is meaningful and that the volunteers, based on their own will and experience, take an active part in both planning, teaching and community. The latter is characterized by primarily being a place to learn about God and Jesus, a place that is something more than a "regular after-school centre", and where the employees plan and carry out any activities to maintain a high level of education while the volunteer are given simpler tasks to help and support the employee. In addition, the study shows how important the organizational choices are for how parishes work with voluntarism; by providing the volunteer with trust and development, they will take greater responsibilities and become an important part of the parish's activities.

I dagens dynamiska och ständigt föränderliga affärsmiljö står många företag inför utmaningen att anpassa sig till nya trender och teknologier för att upprätthålla sin konkurrenskraft. Detta har medfört att många tillverkningsföretag tjänstefieras, vilket innebär att företag övergår från en produktcentrerad till en tjänstecentrerad logik. Tjänstefiering innebär dock mer än att enbart addera en ny tjänst, det är en komplex process där normer, värderingar och tillvägagångssätt förändras till följd av den fundamentala förändringen av företagets logik. Många företag misslyckas med tjänstefiering, och en anledning till det är att ledare ofta underskattar den centrala roll som medarbetare har under tjänstefiering. Det råder brist på forskning gällande förändringsledning vid tjänstefiering och dess specifika organisationsförändringar. Således är syftet med studien att förstå hur ledare anpassar sitt ledarskap för att vägleda medarbetares förhållningssätt vid tjänstefiering. För att besvara syftet har kvalitativa semistrukturerade intervjuer genomförts med sju ledare samt två konsulter inom olika företag som aktivt arbetat med tjänstefiering. Studiens resultat visar att faktorer som påverkar ledarskap vid tjänstefiering inkluderar medarbetares förståelse och attityd för förändring. Ledarskapet bör individanpassas utifrån medarbetares nivå av förståelse och attityd gentemot tjänstefiering. Studien identifierade fyra olika typer av ledarskap för att möjliggöra denna individanpassning: inspirerande-, vägledande-, förtydligande- och stödjande ledarskap. Studiens praktiska bidrag påvisar hur ledare kan individanpassa sitt ledarskap beroende av medarbetares grad av förståelse samt attityd för att förändra medarbetares förhållningssätt vid tjänstefiering. / In today's dynamic and constantly evolving business environment, many companies face the challenge of adapting to new trends and technologies to maintain their competitiveness. This has led to many manufacturing companies undergoing a process of servitization, where companies transition from a product-centric to a service-centric logic. However, servitization entails more than simply adding a new service, it is a complex process where norms, values, and approaches change as a result of the fundamental shift in the company's logic. Many companies fail in their servitization efforts, with one reason being that leaders often underestimate the central role that employees play during this transition. There is a lack of research on change management in servitization and its specific organizational changes. Thus, the purpose of the study is to understand how leaders adapt their leadership to guide employees’ attitudes during servitization. To address this purpose, qualitative semi-structured interviews were conducted with seven leaders and two consultants from various companies actively engaged in servitization. The study's findings indicate that factors influencing leadership during servitization include employees' understanding and attitude towards change. Leadership should therefore be tailored based on employees' levels of understanding and attitude towards servitization. The study identified four types of leadership to enable this customization: inspirational, guiding, clarifying, and supportive leadership. The practical contribution of the study demonstrates how leaders can tailor their leadership depending on employees' level of understanding and attitude to change employees' attitudes during servitization