Hälso- och sjukvården är ett verksamhetsområde med en hög arbetsbelastning och en ökadadministrativ börda. Robotic Process Automation (RPA) är en teknologisk innovation somerbjuder en lösning till detta genom att automatisera manuella processer. Inom hälso- ochsjukvården finns en mängd administrativa processer och rutiner som har potential attautomatiseras till förmån för kärnverksamheten; vård av patienter. Om hälso- och sjukvårdenspersonal spenderar mindre tid på administrativa uppgifter kan mer tid nyttjas till patientcentreratarbete. I takt med att fler verksamheter anammar RPA ökar behovet av en djupare förståelse förverktyget och vilka processer som lämpar sig för automatisering. För att välja lämpliga processerför automatisering med RPA krävs en inblick i verksamheten samt prioriteringar avverksamhetens processer, vilket i många fall kan vara en utmanande uppgift. Med denadministrativa hälso- och sjukvårdspersonalens djupgående inblick i och erfarenhet av de dagligaverksamhetsprocesserna kan de processer som bör prioriteras för automatisering med RPAidentifieras. Denna studie utforskar vilka vårdrelaterade administrativa processer som lämpar sigför automatisering med RPA. För att sätta RPA i ett bredare sammanhang av organisatoriskförändring och framsteg presenteras teori om verksamhetsutveckling och nyttorealisering. Vidaregranskas tidigare studier om RPA för att belysa det nuvarande kunskapsläget samt verktygetsroll, tillämpningar och konsekvenser. Studien har en kvalitativ ansats och en forskningsdesign iform av en fallstudie. För att besvara syftet med studien utfördes semistrukturerade intervjuermed fem respondenter från administrativ personal hos en hälso- och sjukvårdsorganisation.Studiens resultat belyser den administrativa vårdpersonalens perspektiv. Resultatet visar att deprocesser respondenterna anser är lämpliga att automatisera inom hälso- och sjukvården blandannat är inrapportering till kvalitetsregister, hantering av kallelselista och schemaläggning avvikarier. Resultatet visar även att respondenterna anser att det för att välja rätt process förautomatisering är viktigt att beakta hur automatiseringen av processen påverkar verksamhetenoch personalen, huruvida automatiseringen underlättar för personalen och hur mycket tid somkan sparas på att automatisera processen. Vidare framkom det att respondenterna även tycker attkriterier såsom om processen är repetitiv, utförd frekvent eller om den är regelstyrd kan varaviktiga att beakta vid val av process för automatisering med RPA. Med studiens resultat sombakgrund diskuteras och reflekteras det om mer verksamhetsområdesspecifika ramverk medkriterier för urval av processer för automatisering behövs. / Healthcare is a field with high workloads and increasing administrative burdens. Robotic ProcessAutomation (RPA) is a technological innovation that offers a solution by automating manualprocesses. Within healthcare, there are numerous administrative processes and routines that havethe potential to be automated to benefit core operations: patient care. If healthcare personnelspend less time on administrative tasks, more time can be dedicated to patient-centered work. Asmore organizations adopt RPA, there is a growing need for a deeper understanding of the tooland which processes are suitable for automation. Choosing suitable processes for RPAautomation requires insight into the operations and prioritization of processes, which can oftenbe challenging. With administrative healthcare personnel's in-depth understanding andexperience of daily operational processes, the processes that should be prioritized for RPAautomation can be identified. This study explores administrative healthcare related processessuitable for RPA automation. To contextualize RPA within broader organizational change andprogress, theories of business development and benefit realization are presented. Additionally,previous studies on RPA are examined to shed light on current knowledge, the tool's role,applications, and consequences. The study takes a qualitative approach with a research design inthe form of a case study. To address the study's purpose, semi-structured interviews wereconducted with five individuals from the administrative staff of a healthcare company. Thestudy's findings highlight the perspectives of the administrative healthcare personnel. It showsthat the processes the respondents consider suitable for automation include reporting to qualityregisters, managing appointment lists, and scheduling substitute staff. The results also indicatethat the respondents believe it's important to consider how automating a process affectsoperations and staff, whether it facilitates staff work, and how much time that can be saved byautomation. Furthermore, the respondents think criterias such as whether the process isrepetitive, performed frequently, or rule-based are important when selecting processes for RPAautomation. Based on the study's findings, there is discussion and reflection on whether morespecific frameworks, with criteria for selecting processes for automation, tailored to differentoperational areas are needed.

In today’s volatile market, retail companies struggle for survival as they have to become more flexible and dynamic. Thus, they change the organization, implementing agile methods. However agile is more than a set of practices and therefore the implementation process needs to be accompanied by organizational development to accomplish successful organizational change. This has been shown to be difficult for retail companies due to their size, defined silos, comfortable long-established ways of doing things and strong bureaucratic hierarchical culture. This thesis studies the implementation of agile in a large-scale retail organization and uses organizational development as a tool for deeper understanding and analysis. The study has been conducted at one of Sweden's leading retail organizations, where the research design contains two phases: one pre-study phase where a deeper understanding of the company and the transformation is achieved resulting in a problem formulation and the second phase where the main study is directed by the problem formulation and leads to an analysis and conclusion. The analysis is based on empirics gathered from three separate teams and is divided into three interconnected change phases, “Preparation”, “Implementation” and “Desired state”. From the analysis in the preparation and implementation phases; strengths and challenges within the organization were identified. Together with a maturity model to evaluate the implemented agile practices and an organizational culture assessment instrument to evaluate people and culture, the strengths and challenges were then used to estimate their current state and compare it to their future desired state. In conclusion, the strengths of the case company were that, when implemented, the observed teams incorporated the agile ceremonies and ways of work successfully. However, there were challenges identified in relation to resistance within management, there was a general lack of support from the sponsors and confusion about the managerial roles. There was also a lack of communication, cooperation and synchronizations between teams. / I dagens flyktiga marknader kämpar företag inom dagligvaruhandeln för att överleva då de måste bli mer flexibla och dynamiska i deras strategi. För att bemöta detta ändrar företagen sin strategi genom implementering av agila metoder. Emellertid handlar att vara agil inte bara om att använda sig av olika verktyg och övningar för att ändra hur man arbetar, utan för att implementeringen av agila metoder ska vara lyckad, måste den följas med av en lyckad organisationsförändring. En sådan agil implementering och organisationsförändring har visats vara komplicerad i just dagligvaruhandeln på grund av organisationernas ofta stora storlek, definierade silos, komfortabla gamla traditioner och starka hierarkiska organisationskultur. Denna uppsats studerar implementationen av agilt i ett storskaligt företag inom dagligvaruhandeln och använder sig av organisationsutveckling som ett verktyg för att nå en djupare förståelse och analys. Analysen är uppdelad i tre olika sammanhängande faser “Förberedelse”, “Implementering”, och “Önskat Tillstånd”. Empirin analysen är baserad på kommer från tre olika separata team, vilka är i olika faser av den agila transformationen. I förberedelse- och implementeringsfaserna identifieras styrkor och utmaningar hos företaget. Dessa används sedan tillsammans med en mognadhetsmodell, för att evaluera de agila tillvägagångssätten samt ett bedömningsinstrument för organisationskultur, för att evaluera personer och kultur, i syfte att sedan utvärdera det nuvarande tillståndet i jämförelse med det önskade. Sammanfattningsvis lyckades de observerade teamen att framgångsrikt implementera de agila metoderna och arbetssätten. Däremot identifierades flera utmaningar i relation till motstånd inom management. Det fanns en generell förvirring kring chefs rollernas betydelse och det saknades stöd från ledningsgruppen. Slutligen identifierades även förbättringsområden inom kommunikation, samarbete och synkronisering mellan olika team.

In this companion dissertation findings are reported of applied case study research on four community college organizational units that consistently meet or exceed standard performance measures. Ample prior evidence confirmed that performance extended significantly beyond what might be explained by available tangible resources alone. The case study contexts are common in higher education in general: a) an external partnership, (b) an ad hoc team, (c) a traditional, cross-divisional service unit, and (d) a grant-funded student service unit. Emerging positive organizational theory and research shows promise for revealing performance-influencing phenomena and behaviors that are not adequately represented in standard measures. Therefore, this collaborative case study research was designed to explore positive influences on the success of the four community college units. The companion dissertation consists of three manuscripts. Chapter 2, a technical report, is a collaboratively-written synthesis of findings from the four individual case studies. Key findings across the units suggest the influence on performance of: (a) a people-first culture, (b) authentic, trusting, inclusive leadership, and (c) resource richness beyond constrained tangible resources. In Chapter 3, the author presents in journal article format one of the case studies that contributed to the findings reported in Chapter 2. The academic library chosen for this research serves an urban community college campus near the geographic center of its city. The research asks how the library consistently performs well despite severe budget and staffing constraints and a series of disruptive events. Key findings in Chapter 3 include the following influences on performance: (a) valuing people and building relationships; (b) a culture of service that shares duties, resources, and expertise; and (c) leadership that effectively translates formal goals into an enabling matrix of behaviors and phenomena. In Chapter 4, a scholarly narrative, the author reflects on transformative aspects of the doctoral experience on learning and life. Practical recommendations are offered. Additional research is needed to explore causal relationships, how to influence greater resource amplification, and how to increase awareness of positive organizational dynamics.

What usually goes unaddressed in the consultancy literature is an exploration of how consultants make sense of their contributions in particular when they come to work in politically laden contexts. Resulting conflictual debates with clients and colleagues severely influence how their advice is responded to. Against this background, consultants’ ability to determine and predict future outcomes of their work is hardly problematized. Additionally, consultants are mutually dependent on both colleagues and clients. This dependency underpins power differentials and the struggle which arises when these are contested can often take violent forms, such as misrecognition, humiliation or public shaming. The central argument put forward in this thesis is that tolerating (the potential for) misrecognition and/or for violence when goals are not met or when power fluctuates is an important, yet rarely mentioned, aspect for being recognized as a consultant. These aspects deserve as much attention as the often ideal-typical forms management consulting is said to take in the mainstream management literature because they speak to the irremediably incomplete and rather probabilistic nature of consultants’ advice, and the multiplicity of (often not anticipated or undesired) meanings their work evokes. In order to make sense of the flux and flow of organizational activity, the plethora of responses such activity calls out and its attendant ambiguities are considered and critically reflected upon. The theory of complex responsive processes of relating (Stacey, 2007, 2010; Griffin, 2002; Shaw, 2002), theories of recognition, (Honneth, 1994, 2008; Kearney, 2003; Ricoeur, 2005), Hegelian dialectics and neo-pragmatist thought (Bernstein, 1983, 1991) are provided as non-orthodox views on human organizing. A perspective is proffered which pays attention to the inchoate, ambivalent and indeterminate dimensions of organizing as a way to make sense of how these simultaneously and paradoxically order, regularize, and normalize human activity. Particular attention will be paid to negotiations which take place in microinteractions to exemplify that it is not pre-planned human cooperation but the intermingling of intentions of people who are mutually dependent on one another which paradoxically gives rise to regular population-wide patterns and spontaneous change. To make sense of what these insights mean for a practising consultant a view is offered where our reflections (thought) on our interactions (practice) at once form and are being formed by one another. An attempt is made to move beyond the practice/theory dualism by taking a pragmatist view which claims that thought and action only ever arise together, thus rendering an understanding of consultative intervention in which thought comes before action idealized and rather dubious. It will be argued that the most important contribution consultants can make is to try to stay radically open, and to try to keep on exploring as long as possible the multiplicity of narratives which constitute the differing perspectives of organizational reality.

Made available in DSpace on 2016-04-04T18:36:22Z (GMT). No. of bitstreams: 1 Monica Berton1.pdf: 644372 bytes, checksum: d17b2d33fbd8d72f8550ea85f06edab4 (MD5) Previous issue date: 2006-11-10 / This research presents a scenario about the concepts related to information and knowledge, particularly about it s contributions to the processes of innovating, goods and services production. It presents, yet, a set of reflections about the innovating process and it s connections with the economic and social development, identifying the main features of the proper environments for innovation producing, as well as, stimulating strategies. In order to locate the subject, the globalization is approached as a social and economic phenomena which is always amidst the debate about new forms of production demanding increased knowledge production and aggregation to goods and services. In this context, we discuss the influence of fast information and communication technologies evolution on the processes of knowledge generation, and of goods and services production, referring to the main requirements for stimulating the social economic development, configured in appropriate public polices for stimulating the productive activity. We present a summary of the strategies adopted by the Brazilian State in it s effort to promoting economic growth and social welfare, mainly trough the definition of industrial, science and technology polices. Concerning public polices a brief analysis is made of the present Industrial Technological and Foreign Affairs Police (PITCE) and of one mechanism for innovation stimulating, the newly approved Innovation Law. The data collecting is implemented at a public Scientific Technological Institution ICT, function as stakeholder to promote the innovation process in goods and services. / Esta pesquisa apresenta um panorama sobre os conceitos relacionados ? informa??o e ao conhecimento, em especial sobre sua agrega??o aos processos de produ??o de bens e servi?os de natureza inovadora. Apresenta, ainda, um conjunto de reflex?es sobre o processo de inova??o e suas conex?es com o desenvolvimento econ?mico e social, identificando as principais caracter?sticas dos ambientes mais apropriados para a gera??o de inova??es, bem como as estrat?gias para estimul?las. Para localizar o tema, aborda-se a quest?o da globaliza??o, enquanto fen?meno social e econ?mico que permeia o debate sobre as novas formas de produ??o, cada vez mais demandantes de gera??o e agrega??o de conhecimento a bens e servi?os. Nesse contexto, discute-se a influ?ncia da r?pida evolu??o das tecnologias da informa??o e comunica??o (TIC) sobre os processos de gera??o do conhecimento e de produ??o de bens e servi?os, abordando-se os principais requisitos de est?mulo ao desenvolvimento s?cio-econ?mico, configurados em pol?ticas p?blicas apropriadas ao incentivo da atividade produtiva. ? apresentado um resumo sobre as estrat?gias adotadas pelo Estado brasileiro no esfor?o de promo??o do crescimento econ?mico e do bem-estar social, principalmente a partir da defini??o de pol?ticas industriais e de ci?ncia e tecnologia. Sobre a quest?o das pol?ticas p?blicas, ? feita uma breve an?lise da atual Pol?tica Industrial, Tecnol?gica e de Com?rcio Exterior PITCE e de um de seus mecanismos de est?mulo ? inova??o, a recentemente aprovada Lei de Inova??o. A coleta de dados ? feita numa institui??o cient?fica e tecnol?gica ICT, de natureza p?blica, atuante na ?rea de tecnologias da informa??o, criada com o objetivo de converter-se em instrumento do Estado para o apoio ? inova??o no setor produtor de bens e servi?os.

Made available in DSpace on 2016-04-25T16:45:03Z (GMT). No. of bitstreams: 1 Mestrado_PUC_SP_Decio_Forni_2005.pdf: 2631852 bytes, checksum: a3771d261c48405ed26df7aae4e6979b (MD5) Previous issue date: 2005-05-16 / The research explores the Innovation opportunity that Human and Organizational Development areas HOD ( that brings the space of traditional Human Resources HR with the emergence of Corporative Universities, among other Organizational Development politics) becomes to having with de demand of information of non-financial assets from the several external and internal clients of the organizations. The Corporative Governance practices start to demanding more internal information also. Meanwhile, the research brings evidences that the People Management areas have been having difficulties to obtain fastly relevant information from the non-financial capital, enabling to evaluate that an innovative phocus to develop platforms with flexible technologies would turn easyer these tasks. Exploratory researches contribute with the theorycal revision in Governance and Strategic Management and a Case Study of the area of Software shows, from the perspective of a large Brazilian corporation client, that the search for innovation for HOD strengthen its role among the leaders, growing its chances to competing in the future for positions in the top management. Human and competitive management that can bring good consequences also to society in Brazil. / A pesquisa explora a oportunidade de Inovação que as áreas de Desenvolvimento Humano e Organizacional DHO - (que tomam espaço do RH, dentro de políticas de Universidades Corporativas, entre outras de Desenvolvimento) passam a ter com a demanda de informações sobre ativos intangíveis pelos diversos clientes externos e internos. As práticas de Governança Corporativa passam a exigir mais informações. Entretanto, a pesquisa traz evidências de que as áreas de Gestão de Pessoas têm dificuldade em ter com rapidez informações relevantes dos capitais intangíveis, possibilitando avaliar que um enfoque inovador para desenvolver plataformas com tecnologias flexíveis facilitariam estas tarefas. Pesquisas Exploratórias corroboram a revisão teórica sobre Governança e Gestão Estratégica e um Estudo de Caso da área de software mostra, a partir de uma corporação brasileira que a busca de Inovação por parte do DHO fortalece mais a sua atuação junto aos líderes, aumentando as chances de concorrer futuramente ao alto comando. Gestão competitiva e humana que podem trazer melhores reflexos para a sociedade no Brasil.

Attutforska och definiera vilka faktorer som bygger upp en långsiktigt hållbarverksamhet med välmående och flexibla medarbetare är viktigt i ett samhälle medkrav på snabba förändringar. Appreciative leadership är en ledarskapsfilosofivars praktik i teorin kommer ur de fem kärnstrategier (5 I) och vars förväntadeeffekter starkt korrelerar med det som i litteraturen be-skrivs somfriskfaktorer i arbetslivet. Syftet med arbetet är att bidra med kunskap kringhur de fem kärnstrategierna kan omsättas i praktik och utforska om utövandetger effekter på den psykosociala arbetsmiljön. I studien användes mixed methodsoch resultatet har sin grund en kvantitativ enkät som följdes upp medkvalitativa djupintervjuer samt fokusgrupp. Till grund för resultatet låg ocksåövergripande observationer samt dokumentanalys. Resultatet visar att samtligafem kärnstrategier i hög grad finns närvarande i verksamheten och att samtligamed-arbetare skattade och beskrev sin psykosociala arbetsmiljö som utmärkt. Detkunde också konstateras att utövande av de fem kärnstrategierna i verksamhetentill stor del sker genom ett antal väl valda arbetssätt och metoder, blandannat en stark hjälpande kultur, inre ledarskap och klar kommunikation. Iresultatet går även att utläsa att det finns utmaningar med arbets-sättet ochatt det finns några grundläggande förutsättningar som beskrivs viktiga för attarbets-sättet som helhet ska fungera, däribland hög grundbemanning och starkgemensam värde-grund. Utifrån att kärnstrategiernas praktiska utövande isamtliga steg i studien beskrivs bidra till arbetslivets friskfaktorer ärslutsatsen att det är högst troligt att ett medvetet och praktiskt utövande av5 I kan bidra till en hälsosam arbetsplats, öka arbetsglädjen och iförlängningen minska risken för arbetsrelaterad ohälsa. / In a society   which demands rapid change, exploring and defining which factors build up a   long-term sustainable organisation with prosperous and flexible employees is   important. Appreciative leadership is a leadership philosophy which can be   split into five core strategies. (5 I) These strategies strongly correlate   with what is described in the literature as ”health factors” in the work   environment. The purpose of this study was to discover how the five core   strategies can be put in to practice and to explore what effect this has on   the psychosocial work environment. The study used mixed methods and the   result is based on a quantitative questionnaire that was followed up by   qualitative in-depth interviews and focus group. The basis for the result was   also general observation and a brief literature review. The result showed   that all five core strategies were present in the organization and that all   em-ployees described their psychosocial environment as excellent. It was also   noticed that the practice of the five core strategies in the organization   takes place through a number of well-chosen methods, including a strong   supportive culture, internal leadership and clear communi-cation. The result   also revealed that there were challenges with the actual way of working and   that there were some basic conditions that were described as important for   the method as a whole. These included high staffing and strong common values.   The practice of the core stra-tegies were described as contributing to the   health factors of working. It was concluded that it is highly likely that a   conscious practice of 5 I can contribute to a healthy work place, increase   work satisfaction and in the long term decrease the risk for work-related   illness. / <p>2019-06-27</p>

Il lavoro di tesi ha come oggetto la valutazione della qualità relazionale dei servizi offerti dal Centro disabilità neuromotorie infantili della Fondazione Ariel e ha come obiettivi l’approfondimento teorico e metodologico dell’approccio relazionale riflessivo alla valutazione, con attenzione alle connessioni tra valutazione e dimensioni organizzative dei servizi alla persona e alla famiglia. Questo approccio multidimensionale e multivision della qualità fa riferimento ad alcune macro-dimensioni organizzative del benessere relazionale generato da un servizio sociale: l’efficienza, l’efficacia, la qualità integrativa, la qualità etica dei fini. Questa prospettiva riflessiva e partecipata di valutazione costituisce un’opportunità per cogliere, descrivere e giudicare il bene comune relazionale generato da un servizio alla persona e alla famiglia in un contesto di bisogni sociali in mutamento, dove strategiche sono personalizzazione e alla familiarizzazione dei servizi. Oltre al potenziale conoscitivo, la valutazione della qualità relazionale dedica particolare attenzione al potenziale trasformativo e morfogenetico della leva valutativa. Metodologicamente l’analisi condotta è stata di tipo quanto-qualitativo. Sono state realizzate interviste semi-strutturate con gli operatori del Centro e una dettagliata analisi della documentazione. Il lavoro partecipato ha condotto alla costruzione di questionario di 35 variabili che è stato esitato da 167 famiglie beneficiarie. Oltre ad un’analisi monovariata dei risultati del questionario sono stati costruiti alcuni indici sintetici su alcune dimensioni critiche della qualità relazionale. / The work relates to evaluation of relational quality of the services offered by Foundation Ariel’s childhood neuromotor disabilities Center . The objectives are the methodological and theoretical study of the relational reflexive evaluation approach, with attention to the connections between evaluation and organizational dimensions services to individuals and families. This multidimensional and multi-vision quality model refers to some macro-organizational dimensions of relational well-being generated by social services: efficiency, effectiveness, quality integration, the quality of ethical purposes. This reflective and participatory evaluation perspective is an opportunity to capture, describe and assess the common good relationship generated by a service to individuals and families, which are strategic to the familiarization and customization in a context of changing social needs. In addition, relational quality evaluation pays particular attention to the transformative and morphogenetic potential of evaluation. Methodologically, the analysis was quanto-qualitative. Semi-structured interviews were conducted with operators of the Centre and a detailed analysis of the documentation was done. The work led to the construction of a questionnaire of 35 variables, which 167 beneficiary families have responded to. Besides monovariata analysis of the results of the questionnaire, some synthetic indexes of some critical dimensions of relational quality were constructed.

Processkartläggning, som plattform för processbaserad verksamhetsutveckling, kan användas i hälso- och sjukvård för att kunna förstå en process och ge förutsättningar för förbättringar av den. Utgångspunkten var att det i litteraturen saknades en kartläggning av en vårdprocess som inkluderar sjukskrivningar, och sjukskrivningar ökar. Syftet var att förstå förutsättningarna för processbaserad verksamhetsutveckling gällande hälso- och sjukvårdens aktiviteter i primärvård för de patienter som söker vård vid förstämningssyndrom eller ångest/stress. Datainsamling gjordes i form av intervju samt processkartläggning av aktiviteter mellan sjukskrivning 1 och 2. Resultatet visade att berättelser med utgångspunkt i bra och dåliga erfarenheter av vårdprocessen kunde kopplas till framgångsfaktorer vad gäller förbättrad hälsa och återgång till arbete. De intervjuades roller, erfarenheter och syn på patientens behov gav upphov till olika förbättringsförslag gällande processen. Processkartläggningen visade på behov av en gemensam bild. Förslag till framtida processkartläggning gavs med utgångspunkt i resultatet. / Process mapping, as a prerequisite for process based organizational development, can be used in health care in order to understand the process and to provide possibilities of improving it. In the literature there was no mapping of the care process that includes sick leave, and sick leave increases. The purpose of the study was to understand the prerequisites for organizational development based on process mapping concerning primary health care activities for psychiatric diagnoses. Data collection was done by interviewing health professionals and by process mapping activities in the first period of sickness absence. The results showed that the stories based on good and bad experiences of the care process could be linked to success factors in terms of improved health and return to work. The informants different roles, experiences and perspective on the patient's needs gave rise to various suggestions for improvement of the process. Process mapping showed the need for a joint picture. Proposals based on the results, for future process mapping were given.

Syftet med denna komparativa, enkätbaserade studie var att synliggöra eventuella skillnader i uppfattningen om processen för bedömning av lärares prestationer hos skolledare i några skolor i Sverige och på några internationella skolor. I litteratur-genomgången gick jag igenom ett antal faktorer alt. delmoment som skulle kunna stödja en systematisk utvärderingsprocess och jag placerade in lärarutvärdering som ett led i skolutvecklingsarbete, ett led i den enskilde lärarens professionsutveckling och ett verktyg som stöd för att individuell lönesättning (på de skolor där lön/anställnings-kontrakt kopplas till prestation). Sex olika förutsättningar för utvärdering av lärare presenterades, vilka kopplades till ett systematiskt arbete med lärarutvärdering på skolor. Utifrån dessa ställde jag upp två utgångspunkter, vilka jag avsåg att utvärdera genom denna enkätundersökning: att skolenheter som har en tydlig vision/mission/värdegrund har en mer strukturerad process för bedömning av lärares individuella prestationer och att skolledarna på de internationella skolorna som deltar i undersökningen genomför en mer systematisk utvärdering av lärarnas arbete. Enkäten skickades ut till 94 skolledare genom ett bekvämlighetsurval, med en svarsfrekvens på 38 (40 %). Resultaten visar att den första utgångspunkten inte kunde styrkas genom resultaten men däremot visar det sig att de deltagande skolledarna på de internationella skolorna arbetar något mer systematiskt med lärarutvärdering. Några av de områden där de skiljer sig från de svenska skolledarna i sina svar och som är potentiella utvecklingsområden i det pedagogiska skolledarskapet är utbildning i ämnet, processinriktad utvärdering och tid ägnad åt detta, frekvensen i användandet av observationer/lektionsbesök i utvärderingsprocessen, en tydlig struktur för utvärderingsarbetet och systematik för dokumentation om lärarnas arbete. Utifrån resultaten ser jag en risk att skolledare saknar ett systematiskt och strategiskt förhållningssätt och kunskap om lärarutvärderingar både vad gäller varför, vad, hur och när de ska göras. Kanske gör de bedömningar av lärares individuella prestationer mest på en höft, går på känslan, saknar underlag, utgår från personliga relationer och fattar ad hoc beslut. Vad detta innebär för skolutvecklingsprocessen måste utredas vidare. / The purpose of this comparative, online survey was to bring forth any differences in the perception of the process around teacher performance evaluation among school leaders of a few public schools in Sweden and of a few international schools. In the literature review a number of factors and modules were presented that could support a good systematic evaluation process and I positioned teacher assessment within the frame of school development, within the frame of individual teacher professional development and as a tool to support individual salary systems (at schools were salary and/or contracts are connected to performance). Six main presumptions were put forward concerning teacher assessment, which were connected to a systematic approach to teacher evaluations.  Based on these, two main assumptions were made and aimed to be evaluated through the survey; that schools with a clear vision/mission/value statement have a more structured process for individual teacher assessment and that the participating international school leaders have a more systematic evaluation process for teacher assessment. The survey was sent out to 94 school leaders chosen through a convenience sample, with a response rate of 38 (40 %). The results from this study do not support the first assumption but do show that the school leaders at the represented international schools have a somewhat more systematic work process for teacher assessment. Some of the areas were differences are present and that can be considered potential development areas within the pedagogic leadership are: education about teacher assessment, a process orientated assessment system and time spent on this process, the frequency in usage of lesson observations during the assessment process, a clear structure for the assessment process and the use of a systematic method to document collected data. Based on the results I see a risk that school leaders lack a systematic and strategic approach and knowledge about teacher assessment both considering the why, the what, the how and the when it should be conducted. Maybe they judge teachers’ individual achievements based on coincidence, feeling, limited information, and personal relationship and/or make ad hoc decisions. How this effects school development needs to be researched further.