Thesis (M.C.P.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 1981. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH. / Bibliography: leaves 130-133. / by Linda Kay Vandegrift. / M.C.P.

Thesis (MDev. ) -- University of Limpopo, 2011 / The provision of Employee Assistance Programme in a working environment such as a municipality is very crucial. In order to determine the effectiveness of the implementation of the programme to justify its existence to the outside world and to assess the impact of its fulfilment to its objectives, evaluation is therefore necessary. The aim of this research study was to ascertain the implementation of the EAP at the Makhado Municipality in Vhembe District with special focus on the employees’ awareness of the programme, its utilization and also the programme adequacy. A qualitative approach was used in this study. Forty two (42) employees of various ranks or level’s in the municipality were randomly selected to participate in the study, and they were from all the four main centres of the municipality i.e. Makhado, Waterval, Dzanani and Vuwani. Summary of the Main Findings A high percentage (81%) of the employees knew of the existence of an EAP within the municipality, and meetings appeared to be the main awareness strategy. − The attitudes of employees towards the EAP were positive, this state of affairs points to the usefulness of the EAP service. − The EAP provided by the Municipality was viewed as accessible by the majority of employees. − The utilization rate of the EAP in the Municipality was very low as only 17% of respondents indicated that they had utilized the service before. − The majority of referrals were conducted by supervisors while only 9.1% were self referral. The majority of respondents did not answer the question implying various reason/s and could also mean lack or poor knowledge and information about referrals within the programme. (iv Implementation of the EAP at Makhado Municipality in Limpopo Province − The majority of employees did not respond to the question on whether they were satisfied with the EAP within the municipality, and that could translate into low knowledge and information about the programme. − The majority of employees were generally happy with the current location of EAP in the municipality. − The majority of employees viewed EAP as confidential and the level of trust in the EAP staff was high. − The majority of employees were not aware of the EAP policy and never participated in its formulation. − The majority of employees felt that EAP services were useful, and this means that provision of proper information might encourage employees to use the service. − Most employees suggested that frequent dissemination of information to employees through meetings, workshops and other regular contact sessions could enhance the EAP in the municipality. Recommendations The following recommendations with regard to the employees’ familiarity with the EAP are important: o That more awareness sessions be conducted with all employees, especially those at regions unit so that adequate information is cascaded to all employees of the municipality. o The awareness sessions should be conducted at least quarterly involving all regions, and the EAP Advisory Committee should meet at least bi-monthly to discuss aspects to improve and enhance EAP services in the municipality. o It is also recommended that additional qualified EAP personnel, with at least minimum qualifications in Social Work and, or Social Psychology, or any relevant (v Implementation of the EAP at Makhado Municipality in Limpopo Province qualifications and experience in EAP be appointed to run the programme on full-time basis. o That evaluation of the programme implementation should be conducted using the participatory strategies such as suggestion boxes, arranging focus groups and bench-marking with other institutions. The recommendation to allow employees opportunities to submit suggestions, in-puts and give feedback regarding the programme will no doubt assist in the improvement and promotion of the programme. o The Makhado Municipality should utilize different marketing strategies as recommended by EAP literature, such as the following: i. The use of promotional material such as brochures, leaflets, and posters that are user-friendly and in languages understandable by all employees of the municipality. ii. Outreach programmes: The EAP unit needs to regularly visit all the regional offices of the municipality in order to intensify information sharing to employees about the EAP. These can also include decentralising EAP workshops to the periphery offices in order to reach the employees who are far away from the head office in Louis Trichardt. The above-mentioned could serve as effective strategies in promoting and maximising the visibility of the EAP, and may close the gap on information not reaching all employees in the municipality thereby increasing its penetration rate.

Thesis. 1976. M.C.P. cn--Massachusetts Institute of Technology. Dept. of Urban Studies and Planning. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH. / Bibliography: leaves 135-137. / by Judy A. Levenson. / M.C.P.cn

Problemområde: Nedsatt psykiskt välbefinnande kan öka risken för sjukskrivning med psykisk ohälsa som orsak. Sjukskrivningar orsakad av psykisk ohälsa överrepresenteras av; kvinnor och kommunanställda. Den psykosociala arbetsmiljön kan vara en anledning till detta, dock saknas förståelse för anledningen. För att förstå denna kontext kan ansträngning- och belöningsmodellen tillämpas. Forskning påvisar att obalans mellan ansträngning- och belöning associerar med nedsatt psykiskt välbefinnande. Dock behövs fler studier inom ämnesområdet i en svensk kontext med fokus på kommunal förvaltning som utreder könsskillnader. Syfte: Syftet med studien var att undersöka om associationen mellan psykiskt välbefinnande och balansen mellan ansträngning- och belöning var olika hos respektive kön bland anställda inom barn- och utbildningsnämnden i en kommun. Metod: En kvantitativ metod med tvärsnittsdesign tillämpades. Data samlades in genom en elektronisk enkät, vilken mailades ut till de 259 tillsvidareanställda i urvalspopulationen. 153 respondenter besvarade enkäten, varav 123 var kvinnor och 30 var män. Datan analyserades genom logistiska regressionsanalyser. Resultat och slutsats: Resultatet från den logistiska regressionsanalysen, vilken inkluderade respektive kön, indikerade en positiv statistisk signifikant association mellan summaindex balans och psykiskt välbefinnande (p=,006, OR=4,539). Resultatet från den logistiska regressionsanalysen, vilken enbart inkluderade kvinnor, indikerade en positiv statistisk signifikant association mellan summaindex balans och psykiskt välbefinnande (p=,025, OR=3,685). Männen hade ingen statistisk signifikant association med någon variabel. Slutsatsen är att oddset avseende att ha nedsatt psykiskt välbefinnande ökar när respondenterna rapporterar mer obalans mellan ansträngning- och belöning, uttryckligen mer ansträngning för varje belöning. Vidare har studien inte kunnat fastställt skillnader mellan könen avseende associationen mellan psykiskt välbefinnande och balansen mellan ansträngning- och belöning. / Purpose: The purpose of the study was to investigate whether the association between psychological well-being and the effort-reward imbalance differ in gender among employees in the child- and education council in a municipality. Method: A total of 153 respondents participated, whereof 123 were women and 30 were men. The method that was used in this study was a quantitative method with a cross-sectional design. The data was collected through an electronic questionnaire. The data was analyzed by several logistic regression analyzes. Results: The results from the logistic regression analysis, which included both genders, indicated a positive statistically significant association between the sumindex for balance and psychological well-being (p=,006, OR=4,539). The result from the logistic regression analysis, which included only women, indicated a positive statistically significant association between the sumindex for balance and psychological well-being (p=,025, OR=3,685). Men had no statistical significant association with any variable. Conclusion: The study showed that the odds of have impaired psychological well-being increase when respondents report more imbalance between effort and reward, explicitly more effort for each reward. Furthermore, the study has not been able to determine gender differences regarding the association between psychological well-being and the effort- reward imbalance.

Background. Digital maturity is an important topic for the public sector to respond the higher demands on digital solutions. Only 46 percent of the public sectors has a clear digitization strategy. Different organizations have different levels of digital maturity fulfillment. There are several reasons why organizations are interested in increasing the digital maturity. In order to increase efficiency, degree of innovation, customer value, improve decision making through digital transformations. Employees are the most important resource for an organization’s digital transformation. That is the reason why the organization should ensure their employees’ level of digital maturity addition to organizational development. By studying the municipality’s digital maturity, it will contribute to a research on the digital maturity on an individual level form the employees’ perspective. Purpose. The purpose of this thesis is to contribute with knowledge about how municipal employee’s digital maturity appears and to access the factors that are important to consider while implementing new technology in the organization. The factors will contribute to practical applications that encourage a higher level of employees’ digital maturity. Method. Based on the purpose, a qualitative study has been conducted. Twelve municipal employees with different background, position, and gender were interviewed to collect empirical data for a larger perspective on the whole municipality and IoT, Internet of Things, has been used as an investigation tool for this study. The analysis of the empirical data was based on our own definition of digital maturity at an individual level, which was based on previous research. By using the definition and other theoretical sources, the empirical material has been analyzed. Analysis and conclusion. The result of the thesis unveiled that there is a huge variation of the digital maturity level on municipal employees regarding to IoT. The main categories that the digital maturity is based on are individual's attitude, knowledge and use of the technology. The study unveiled that there is an interplay between these three categories. The factors that affect thesis categories also have an impact on the digital maturity on an individual level as well. The factors with an impact on municipal employees’ digital maturity are: individual interest, work tasks, experience, manager or leader, digitization strategy and technical education. / Bakgrund. Offentliga sektorn behöver bli mer digitalt mogna för att bemöta högre krav på digitala lösningar, men det är endast 46 procent av offentliga sektorn som har en klar digitaliseringsstrategi för sin verksamhet. Olika organisationer har olika uppfyllandegrad av digital mognad, vissa organisationer är mer digitalt mogna än andra. Det finns flera motiv till varför organisationer är intresserade av att höja den digitala mognadsgraden i organisationen. Det är främst för att öka effektiviteten, innovationsgraden och kundvärdet samt för att förbättra beslutfattande inom organisationen och utveckla organisationen genom digital förändring. Eftersom människor är den viktigaste komponenten för en organisations digitala transformation ska ledningen se till att utveckla sina anställdas digitala mognad i takt med sin organisationsutveckling. Genom att studera digital mognad hos en kommunal verksamhet skall vår studie bidra till forskningen kring digital mognad med fokus på de anställdas perspektiv. Syfte. Syftet med studien är att bidra med kunskapsbildning kring hur kommunalanställdas digitala mognad ser ut samt vilka faktorer som är väsentliga att beakta hos de anställda i en kommunal verksamhet vid införandet av ny teknik. Faktorerna ska bidra till praktiska tillämpningar som främjar en högre nivå på de anställdas digitala mognad. Metod. Baserat på syftet har en kvalitativ studie genomförts. Tolv kommunanställda med olika bakgrund, position, befattning och kön intervjuades för att samla in empiriska data med ett större perspektiv över den kommunala verksamheten där IoT, Internet of Things, har använts som ett undersökningsverktyg. Analys av det empiriska materialet utgicks från författarnas egna definition av digital mognad på en individnivå som är baserad på tidigare forskningar. Med hjälp av definitionen samt andra teoretiska källor har det empiriska materialet analyserats. Resultat. Resultatet från studien visar att det finns en stor spridning på den digitala mognaden hos kommunanställda gällande IoT. Huvudkategorierna som utgör den digitala mognaden är individens inställning, kunskap och användning av tekniken. Studien visar att det finns ett tydligt samband mellan dessa tre kategorier. De faktorerna som i sin tur påverkar dessa kategorier, det vill säga påverkar den digitala mognaden hos de anställda i en kommunal verksamhet gällande IoT är individens personliga intresse, arbetsuppgifter, erfarenhet, chef eller ledare, strategi och teknisk utbildning.

The master's dissertation is devoted to the development of approaches to improving the interaction of universities, state and municipal service of Yekaterinburg in the context of the problem of formation of human capital of state and municipal employees. The dissertation identifies theoretical approaches to the study of human capital of state and municipal employees; studied training in higher education as a main way of formation and development of human capital of state and municipal employees; the legal bases of interaction between universities and authorities aimed at the development of human capital of state and municipal employees are determined; the key characteristics of human capital of state and municipal employees of Yekaterinburg are studied; the existing forms of interaction between universities and authorities of Yekaterinburg on the formation and development of human capital of students are evaluated; the recommendations on the development of interaction between universities and state and municipal service are developed. / Магистерская диссертация посвящена разработке подходов к совершенствованию взаимодействия вузов, государственной и муниципальной службы г. Екатеринбурга в контексте проблемы формирования человеческого капитала будущих государственных и муниципальных служащих. В работе определены теоретические подходы к исследованию человеческого капитала государственных и муниципальных служащих; изучена подготовка в системе высшего образования как ведущий способ формирования и развития человеческого капитала государственных и муниципальных служащих; определены нормативно-правовые основы взаимодействия вузов и органов власти, направленного на развитие человеческого капитала государственных и муниципальных служащих; изучены ключевые характеристики человеческого капитала государственных и муниципальных служащих г. Екатеринбурга; дана оценка существующим формам взаимодействия вузов и органов власти г. Екатеринбурга по формированию и развитию человеческого капитала студентов - будущих государственных и муниципальных служащих; разработаны рекомендации по развитию взаимодействия вузов и государственной и муниципальной службы г. Екатеринбурга, направленного на сохранение и повышение качества человеческого капитала государственных и муниципальных служащих города.

The purpose of this qualitative master thesis is to investigate the cultural activity experiencesof employees and their meaning for well-being and work satisfaction. The method used inthis study was thematic analysis. The data collection was conducted through eightsemi-structured interviews with employees in a municipal department that participated incultural activities organized by their employer as a part of their ordinary work tasks. In theresult three main themes emerged with appurtenant sub-themes: The experience of increasedsocial interaction in the workplace (Promoting fellowship and cohesion in the workplace,New and deepened relationships with colleagues, and Conversations and discussions withcolleagues), The experience of a changed view of the workplace (Feeling appreciated by theemployer, The experience that cultural activities benefit the workplace, and The experience ofhow the cultural activities have been arranged), and The experience that cultural activitieslead to benefits for the individual (Something out of the ordinary and Enriching for theindividual). The main themes, together with their sub-themes, describe how the culturalactivities have been perceived to have affected social relations, increased well-being in theworkplace and enriched the individuals. The results are largely in line with previous researchand can be linked to established theories. All together, from what has emerged in the resultsand previous research the conclusion can be drawn that cultural activities could be used inwork-life to promote the individuals well-being and job satisfaction. / Syftet med föreliggande kvalitativa studie är att undersöka anställdas upplevelser avkulturaktiviteter som arrangerats av arbetsgivaren och deras eventuella betydelse förvälbefinnande och arbetstillfredsställelse. Metoden som användes i studien var tematiskanalys. Datainsamlingen skedde genom åtta semistrukturerade intervjuer med anställda vid enkommunförvaltning som haft deltagande i kulturaktiviteter organiserade av arbetsgivarensom en del av sina arbetsuppgifter. I resultatet utkristalliserades tre huvudteman medtillhörande underteman: Upplevelsen av en ökad social interaktion på arbetsplatsen(Främjande av gemenskap och sammanhållning på arbetsplatsen, Nya och fördjupaderelationer med kollegor, och Samtal och diskussion med kollegor), Upplevelsen av enförändrad syn på arbetsplatsen (Att känna sig uppskattad av arbetsgivaren, Upplevelsen avatt kulturaktiviteterna gynnar arbetsplatsen, och Upplevelsen av hur kulturaktiviteterna harorganiserats), och Upplevelsen av att kulturaktiviteterna leder till fördelar för individen(Någonting utöver det vanliga för individen, och Berikande för individen). Huvudtemanabeskriver tillsammans med sina underteman hur kulturaktiviteterna upplevs ha påverkatsociala relationer, ökat trivseln på arbetsplatsen samt varit utvecklande för medarbetarna somindivider. Resultatet går till stor del i linje med tidigare forskning och kan kopplas tilletablerade psykologiska teorier. Sammantaget dras slutsatsen utifrån vad som framkommit iresultatet och tidigare forskning att kulturaktiviteter skulle kunna användas inom arbetslivetför att främja individens välbefinnande och trivsel på arbetet.

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