I organisationer finns kulturer som skapar olika normer och beteenden om hur uppgifter ska lösas både individuellt och i grupp. Dessa normer och beteenden kan leda till att fungerande tillvägagångsätt för att lösa ett problem kan bli vedertagna trots att sättet inte är organisationens vilja. Det tillsammans med en mentalitet hos personalen som innebär att uppgifter ska lösas till varje pris kan leda till djupt rotade felbeteenden. Dessa felbeteenden kan påverka arméns förmåga till logistisk uthållighet och i förlängningen negativt påverka möjligheten till att försvara Sveriges suveränitet. Studien avser undersöka hur grundläggande antaganden hos logistikofficerare påverkar arméns förmåga till logistisk uthållighet. En stark organisationskultur som gör att officeren känner att hen inte kan lösa sin uppgift utan att använda felaktiga metoder kan påverka Försvarsmaktens önskade tröskeleffekt och uthållighet att försvara Sverige i en krissituation. Resultatet från studien visar att det finns ett antal olika grundläggande antaganden som påverkar arméns förmåga till uthållighet. Det finns en kultur inom organisationen där realistiska övningar för logistiken inte uppfattas som viktiga. Det är normaliserande att använda felaktiga metoder eftersom det viktigaste är att stridsvagnarna måste kunna verka och det saknas en förståelse för logistikerns behov till att kunna utföra sitt arbete.

Studien syftar till att undersöka hur Chief Digital Officer (CDO) arbetar med digital transformation inom den offentliga sektorn. Den forskningsstrategi som har tillämpats i uppsatsen är fallstudie, eftersom att studiens syfte var att undersöka och analysera en specifik roll på djupet. Studien har en kvalitativ karaktär där en fenomenologisk ansats har applicerats då studien tar sin utgångspunkt från flera CDO:s erfarenheter och upplevelser. Studiens datainsamling har bestått av inhämtning av befintlig forskning från vetenskapliga källor och intervjuer. Semistrukturerade intervjuer genomfördes med fem respondenter, som besitter rollen som CDO i en svensk kommun, för att samla in kvalitativ data som utgjorde studiens empiriska material. En av intervjuerna genomfördes med ett frågeformulär som skickades till respondenten via mail. De slutsatser som har kunnat dras utifrån studiens undersökning är att valet av en CDO till största del grundas i personens erfarenheter och delvis i kommunens behov av digital transformation. Det har konstaterats att det är till CDO:s fördel att placeras nära det högst beslutande organet inom kommunen samt att rollen som CDO innebär att agera förändringsledare. Rollens framtid, inom offentlig verksamhet, är oviss då det finns aspekter som pekar på både dess utveckling och avveckling. / The study aims to investigate how the role of the Chief Digital Officer (CDO) adapts the work with digital transformation in the public sector. The research strategy that has been applied in the thesis is case study, since the purpose of the study was to investigate and analyze a specific role. The study is qualitative in which a phenomenological approach has been applied since the study is based on several CDOs’ own experiences. The collection of data has been carried out by existing research from scientific sources and by collecting empirical material from the chosen respondents through semi-structured interviews. One of the interviews was conducted through a mail conversation. All the respondents possessed the role of a CDO in a Swedish municipality. The conclusion that can be made from the study is that the choice of the CDO is largely based on the person’s experiences and partly the municipality’s requirements for digital transformation. It has also been found that it is an advantage for the CDO to be placed close to the decision-maker in the municipality and the role implies to act as a change leader. The future of the role, in the public sector, is unpredictable as there are aspects that point to both its development and settlement.

I Försvarsmakten återfinns ett motsatsförhållande mellan organisationens vilja och yrkesofficerens uppfattning. I officiella publikationer förmedlas en acceptans för misslyckande medan det finns en benägenhet hos yrkesofficeren att undvika misslyckanden till varje pris. Erfarenheter kan gå förlorade då organisationen har en vilja att lära både genom bra och mindre bra genomförande. Studien avser att undersöka hur organisationskultur kan påverka en yrkesofficers syn på misslyckanden. En stark organisationskultur som hämmar en yrkesofficers benägenhet att ta initiativ eller att ta risker av rädsla för att misslyckas, kan negativt inverka på flexibilitet eller kreativitet inom organisationen. Resultatet påvisar att antaganden såsom viljan att lyckas och social acceptans påverkar synen på misslyckanden. Det finns en kultur som efter hand blir accepterad som det rätta sättet att lära eller lösa ett problem vilket inte alltid överensstämmer med den officiella viljan. Denna kultur överförs inom organisationen och blir svår att förändra. Yrkesofficeren ställs inför ett val, försöka förändra eller acceptera situationen.

This qualitative study investigated the personal descriptions and experiences of women in chief financial officer roles for Fortune 1000 companies, educational institutions, and private entities. Research on women in senior leadership roles is typically reflective of those in chief executive officer positions rather than chief financial officer positions. The literature is also limited on the ascension of women into chief financial officer roles and the influences of mentoring on career progression. The purpose of the study was to capture individual points of view from participants' lived experiences of leadership advancement, gender inequality, and mentoring in chief financial officer roles in order to discover meaning and understanding of the phenomenon. The interview questions for this study examined (a) the effect of the glass ceiling on career ascension, (b) the influence of mentoring as either a mentee or mentor, (c) the possibility of token management roles, (d) the impact of pay disparities, (e) the implications of leadership style, (f) the influence of gender discrimination, and (g) the organizational culture in limiting or promoting women in leadership roles. The theoretical framework of the study included social learning theory, feminist theory, role congruity theory, and relational-cultural theory. Data were collected via personal interviews with 10 participants, which were audio recorded, transcribed, and coded for themes. The results showed that although gender inequalities exist, there has been progress with the mentoring and promotion of women into chief financial officer positions. The study has the potential to effect social change by emphasizing the importance of mentoring programs for women that not only address professional aspirations and goals, but also create balance for personal accomplishments.

Distraction while using mobile technology devices such as a cell phone or tablet computer is a common occurrence within the civilian population of the United States. U.S. police officers are increasingly utilizing these types of devices within the patrol environment. However, little is known as to how distraction affects police officers while they interact with these devices in the course of their daily duties. The purpose of this qualitative study was to explore how officers process potential officer safety issues on patrol, while interacting with mobile technology, by questioning participants' perception of distraction. This was accomplished through a phenomenological paradigm that was framed within the concepts of unintended consequences (a subset of systems theory) and load-induced blindness (a subset of cognitive load theory). Data were collected through 10 semi-structured interviews, 2 extensive observations, and researcher-authored memos in conjunction with police officers of a medium-sized city in a western state. These data were analyzed in order to discover themes using a modified Van Kaam methodology. Results were expressed in 7 themes: conflicts with policy intent versus application, uncertainty in chain-of-command communication, reluctance to take tablets outside patrol vehicles, technology distraction's relationship to stress, presence of load-induced blindness, depressed ability to self-assess levels of distraction, and active engagement in risk-lowering strategies related to technology distraction. Implications for social change include informing police administrators and policy creators about research outcomes applicable to: modifications of policy, work-flow optimization, and technology use.

The Department of the Military Science at Utah State University was created in 1898 and is the oldest department at USU. Until the mid-1950s it was mandatory that all male students be enrolled in Military training at the school and, if they so decided, would finish up the last two years of military training to become officers in the United States Military. This program is known as ROTC. Fully implemented at USU in 1916 the ROTC program continued to grow and would help fund the growth of campus during the 1920’s and 30’s. Following World War II the program became the largest ROTC unit in the nation and was nicknamed “West Point of the West”. The school produced more officers than any other college besides the Military Academy at West Point. The documentary film that I made follows the history of Utah State University from its founding in 1888 to the modern day research University of today. Using interviews of past and current ROTC cadets as well as the experts on the history of USU and ROTC, the film weaves the history of the expansion of the USU campus and the role that the Army ROTC unit had in the school’s development. Much of my research was done in special collections at the USU library where many of the photos for the film were found. Some of my research took me to the National Archives and the Library of Congress which proved to be invaluable when finding early military photos and documents. A total budget cost of USD$10,000 was spent on camera gear, travel expenses, drone footage, and digital storage solutions. The film was fully funded, written, shot, edited, and finished by myself and took 1 ½ years to make from start to finish. The end result is a 53-minute documentary delivered on a Blu Ray disk, the film is also accessible to the public via online streaming.

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Thesis (M.Com. (Information Systems))--University of the Witwatersrand, Faculty of Commerce, Law and Management, School of Economic and Business Sciences, 2015 / Information technology (IT) governance, which embodies how organisations arrange and manage their IT assets, continues to be of interest to those involved in the research and practice of information systems (IS). Most of the interest is because of the positive relationship between IT governance and organisational performance. Organisations are increasing their IT expenditure, which results in increased expectations by stakeholders. Public sector organisations have also gradually recognised the importance of IT governance to successful implementation of mandates, but the research conducted globally to understand how IT governance is actually implemented in the public sector has been limited. A case study of ENTDEV (a public sector agency) was used to explore how IT governance implementation takes in a public sector organisation. The case study sought to understand how institutional influences (e.g. regulative, normative and cultural-cognitive) play a role in IT governance adoption and the selection of IT governance mechanisms, how IT governance implementation actually takes place and what IT outcomes are achieved as a result of the implementation - using institutional theory, IT governance mechanisms framework, and the IT outcomes framework, as lenses. The case study identified regulatory influences as playing a role in IT governance adoption, and also uncovered the role of the Chief Information Officer (CIO) as important. Normative and culture cognitive influences were seen as not playing a role at the IT governance adoption stage. Regulatory and normative influences and the CIO have an influence in the implementation of IT governance mechanisms. The skills and capacity of people involved in implementing IT governance mechanisms, together with the positioning and organisation’s perception of IT are some of the issues that impact on IT governance implementation. The study recognised cost effective use of IT and improved compliance as the immediate IT outcomes as a result of IT governance implementation. Strategy enablement outcomes are recognised over time. Informed by the empirical evidence and literature, a framework for IT governance implementation in public sector organisations is conceptualised as a contribution to theory. It is envisaged that the framework may be used by public sector institutions to improve their understanding of IT governance and subsequently improve how they implement IT governance.

Försvarsmakten har framför allt från år 2000 intill idag minskat sin personal, inte linjärt, utan som en följd av olika omständigheter och händelser, såsom omstruktureringar, nedskärningar och politiska beslut. Nu går Försvarsmakten en ny framtid till mötes där myndigheten går in i en tillväxtfas nationellt med etablering av nya regementen. Ett eventuellt medlemskap i Nato står vid dörren och därmed också en ökning av antalet utlandsstationeringar.  Vi har identifierat tre förhållanden som påverkar den personella utmaningen som Försvarsmakten står inför vid ett eventuellt medlemskap i Nato. Antalet officerare som är tillgängliga idag med konstaterandet att det har minskat över tid. Det ökade behovet av officerare för tjänstgöring utomlands om Sverige blir en Nato-medlem. Den frivillighet som råder idag när det gäller att stationeras utomlands med URA-avtalet. I denna kvalitativa intervjustudie har målet varit att skapa en fördjupad förståelse för vad som motiverar och begränsar officeren förenat med en stationering utomlands. Studiens slutsatser är indelad i motivation och begränsningar där de tre viktigaste för respektive begrepp kortfattat redovisas nedan: Vad som motiverar• Utvecklas som individ och i sin yrkesroll och bidra till FM med ny kompetens• För officeren är det viktigt att ha familjen med sig vid en utlandsstationering• Arbetets karaktär och den internationella arbetsmiljön Vad som begränsar• Ekonomisk förlustaffär när officeren har medföljande• Brister i sammanhållen personalplanering på individnivå• Brister i information och stöd från arbetsgivaren / The Swedish Armed Forces have primarily reduced their personnel from the year 2000 up until today, not in a linear fashion, but as a result of various circumstances and events, such as restructuring, cutbacks, and political decisions. Now, the Armed Forces are heading towards a new future, where the authority is entering a growth phase nationally with the establishment of new regiments. A potential membership in NATO is on the horizon, and thus an increase in the number of foreign deployments. We have identified three conditions that affect the personnel challenge that the Armed Forces face in the event of membership in NATO. The number of officers available today with the finding that it has decreased over time. The increased need for officers for service abroad if Sweden becomes a NATO member. The voluntary nature that prevails today when it comes to being stationed abroad with the URA agreement. In this qualitative interview study, the goal has been to create a deeper understanding of what motivates and limits the officer associated with a stationing abroad. The study's conclusions are divided into motivation and limitations, where the three most important for each concept are briefly presented below:  What motivates• Develop as an individual and in their professional role and contribute to Swedish Armed Forces with new skills• For the officer, it is important to have the family with them when posted abroad• The nature of the work and the international work environment What limits• There is an economic loss situation when the officer has accompanying family members• Shortcomings in coherent personnel planning at the individual level• Lack of information and support from the employer

No description available.