Background: The knowledge-based theory proposes that knowledge and how it is managed is an important factor for determining the competitiveness of corporations. Project-based organisations are often put forward as a fast and flexible way of managing knowledge. The prioritizing between different tasks and projects in such organisations is to a large extent done by the individuals. In addition, electronic communication technology enables large amounts of information to travel far and fast. The bounded rationality of the human brain, the flood of information and the multitude of tasks pose a big challenge for project-based organisations. Communication is crucial for efficient project work and given this background it is interesting to examine how individuals in project-based organisations use different communication channels. Purpose: The purpose of this study is to explore individual communication behaviour in a project-based organisation and from these understandings create a practical framework for discussing and actively managing project communication. Research method: The gathering of empirical data was done through a case study of the Converting Standard Line Project – TBA at Tetra Pak Carton Ambient in Lund. The case study consisted of observations and 20 qualitative interviews conducted with the project members, the project manager and representatives from senior management. Results: The choice of communication channel was governed by the relative relation between individual gain and individual attention cost and high social presence media such as face-to-face interaction were more preferred than suggested by existing theories. Moreover e-mail had characteristics that made it more than a communication channel and therefore more popular than suggested by existing theories. Finally the study proposes a project communication framework that can be used as a platform for active management of project communication and thereby enabling a more efficient use of the limited attention budget of each individual.

Watersheds in Canada are under increasing threats due to the cumulative environmental effects from natural and anthropogenic sources. Cumulative effect assessment (CEA), however, if done at all is typically done on a project-by-project basis. This project-based approach to CEA is not sufficient to address the cumulative effects of multiple stressors in a watershed or a region. As a result, there is now a general consensus that CEA must extend from the project to the more regional scale. The problem, however, is that while the science of how to do watershed CEA (W-CEA) is progressing, the appropriate institutional arrangements to sustain W-CEA have not been addressed. Based on a case study of the South Saskatchewan Watershed (SSW), this research is aimed to identify the institutional requirements necessary to support and sustain W-CEA.<p> The research methods include document reviews and semi-structured interviews with regulators, administrators, watershed coordinators, practitioners, and academics knowledgeable on cumulative effect assessment and project-based environmental assessments (EAs). The findings from this research are presented thematically. First, participants perspectives on cumulative effects, the current state of CEA practice, and general challenges to project-based approaches to CEA are presented. The concept of WCEA is then examined, with a discussion on the need for linking project-based CEA and W-CEA. This is followed by the institutional requirements for W-CEA. The Chapter concludes with foreseeable challenges to implementing W-CEA, as identified by research participants.<p> The key findings include that cumulative effect assessments under project-based EAs are rarely undertaken in the SSW, and the project-based EA approach is faced with considerable challenges. The project-based EA challenges suggested by interview participants are similar to the ones discussed in the literature, and are primarily related to the lack of guidance to proponents regarding boundaries of assessments and thresholds, the lack of data from other project EAs, and the lack of capacity of both proponents and regulators to achieve a good CEA under project EA. These challenges could be addressed by establishing regional objectives at a broader scale, which could provide better context to project-based approaches. Further, interview results revealed several opportunities for the government to take the lead in implementing and sustaining W-CEA, but a multistakeholder approach is essential to W-CEA success. The results also suggest that the establishments of thresholds and data management are necessary components of W-CEA, but that the need for legislation concerning such thresholds and W-CEA initiatives is not agreed upon. At the same time, research results emphasize that the coordination and education among various stakeholders will be difficult to achieve. The lack of financial commitment, political will, and difficulties in establishing cause-effect relationships currently impede the implementation of W-CEA.

This research explores the link between team leadership and team performance. Firstly, it is argued here that leadership performance is positively related to team performance. Secondly, it is hypothesized that leaders' personality profiles have an impact on their leadership performance. Thirdly, it is postulated that team role balance is also associated with team performance. Results show that the leadership performance of 4th-year student leaders is significantly related to the performance of the IDP teams that they lead; that is to say, the better the leadership performance the better the team performance. Results also demonstrate that the leader students' personality profile may impact on their leadership performance. The results showed no association between team role balance and the performance of the IDP teams. / Esta investigación explora la relación entre el liderazgo del equipo y el rendimiento del equipo. En primer lugar, se sostiene que el desempeño del liderazgo se correlaciona positivamente con el rendimiento del equipo. En segundo lugar, se formula la hipótesis de que los perfiles de personalidad de los líderes tienen un impacto en su desempeño como líderes. En tercer lugar, se postula que el equilibrio de los roles de los diferentes miembros del equipo también afecta el rendimiento del equipo.Los resultados demuestran que el desempeño del liderazgo está significativamente relacionado con el desempeño de los equipos, es decir, cuanto mejor es el rendimiento de liderazgo, mayor es el rendimiento del equipo. Los resultados también manifiestan que los perfiles de personalidad de los líderes pueden tener un impacto sobre su liderazgo. Los resultados no mostraron ninguna relación entre el equilibrio de los roles del equipo y el desempeño de los equipos.

In recent years, the nonprofit sector has grown and charitable organiza-tions have become more important. HRM has got a more significant role and it is no longer enough to build an organization on the perception that "doing good is good enough". Since charitable organization often have both employees and volunteers and they have different needs, goals and competence levels it is crucial to manage both groups in a suitable way in order to achieve the organizational goals. For that reason we will focus on how charitable organizations can use Human Resource Management to motivate their staff in order to get a desirable performance and a better outcome. The purpose with our research is to see how HRM is used in order to manage the volunteers and employees in a charitable organization and what consequences this de-sign has for the organization. Since previous research has not focused on both employ-ees and volunteers our research will fill an important gap and therefore our ambition is to contribute to the research society by acknowledging this phenomenon. In this research we have done a single qualitative case study of Rädda Barnen and conducted two interviews. We have discovered that both groups are managed differently in the four areas of HRM (flows, performance, involvement &amp; development) since they have different needs, goal and competence levels. Furthermore, we found that Rädda Barnen has been struggling with retaining (and recruiting) volunteers.

The research made in the current master thesis uses theoretical framework from the area of project management, voluntary labor turnover and performance appraisal. Prior research based on existing literary sources allows assuming that the following factors, such as job alternatives, knowledge intensity and nature of work have specific relevance for the emergence of voluntary labor turnover in project-based organizations. Employees of the case study company-AGR Field Operations´ Maintenance Engineering department were interviewed and surveyed in order to determine the relevance of those factors on the example of a concrete project-based organization. The obtained results indicate that the nature of work is more significantly related to the emergence of the voluntary labor turnover in the given case study department. Whereas availability of more job alternatives due to being close to the client or knowledge intensity factor of becoming more generalist do not have the same influence. During the course of the research it was discovered that the department uses outcome-based type of performance appraisal which is proved to be unsuitable in the given organizational settings. To that matter there were provided further suggestions in the field of performance appraisal. The current research will attempt to identify specific factors contributing to the emergence of the voluntary labor turnover specifically for project-based organizations. As well as it will attempt to give suggestions for improvement of the concrete case study department´s performance appraisal tools and thus supplement turnover reduction actions already put in place by the department management.

In our paper, we introduced employee wellbeing through physical, psychological and social dimensions. We discuss employee wellbeing in the context of project-based organization (PBO). Meanwhile we summarize features of project-based organizations and this kind of work settings brings some negative effects to employee wellbeing. We figure out some human resource management (HRM) policies and practices for improving employee wellbeing in PBO based on our case study results and theoretical research. These HRM policies and practices can be concluded that performance evaluation and appraisal in PBO should be dynamic and autonomic; employees in PBO should be more involved in work process; trainings and development should include basic skills, broad knowledge and deep technical excellence.

Watersheds in Canada are under increasing threats due to the cumulative environmental effects from natural and anthropogenic sources. Cumulative effect assessment (CEA), however, if done at all is typically done on a project-by-project basis. This project-based approach to CEA is not sufficient to address the cumulative effects of multiple stressors in a watershed or a region. As a result, there is now a general consensus that CEA must extend from the project to the more regional scale. The problem, however, is that while the science of how to do watershed CEA (W-CEA) is progressing, the appropriate institutional arrangements to sustain W-CEA have not been addressed. Based on a case study of the South Saskatchewan Watershed (SSW), this research is aimed to identify the institutional requirements necessary to support and sustain W-CEA.<p> The research methods include document reviews and semi-structured interviews with regulators, administrators, watershed coordinators, practitioners, and academics knowledgeable on cumulative effect assessment and project-based environmental assessments (EAs). The findings from this research are presented thematically. First, participants perspectives on cumulative effects, the current state of CEA practice, and general challenges to project-based approaches to CEA are presented. The concept of WCEA is then examined, with a discussion on the need for linking project-based CEA and W-CEA. This is followed by the institutional requirements for W-CEA. The Chapter concludes with foreseeable challenges to implementing W-CEA, as identified by research participants.<p> The key findings include that cumulative effect assessments under project-based EAs are rarely undertaken in the SSW, and the project-based EA approach is faced with considerable challenges. The project-based EA challenges suggested by interview participants are similar to the ones discussed in the literature, and are primarily related to the lack of guidance to proponents regarding boundaries of assessments and thresholds, the lack of data from other project EAs, and the lack of capacity of both proponents and regulators to achieve a good CEA under project EA. These challenges could be addressed by establishing regional objectives at a broader scale, which could provide better context to project-based approaches. Further, interview results revealed several opportunities for the government to take the lead in implementing and sustaining W-CEA, but a multistakeholder approach is essential to W-CEA success. The results also suggest that the establishments of thresholds and data management are necessary components of W-CEA, but that the need for legislation concerning such thresholds and W-CEA initiatives is not agreed upon. At the same time, research results emphasize that the coordination and education among various stakeholders will be difficult to achieve. The lack of financial commitment, political will, and difficulties in establishing cause-effect relationships currently impede the implementation of W-CEA.

Den här uppsatsen handlar om hur ett teknikkonsultföretag, där majoriteten av tjänsterna sker i form av projekt, kan utnyttja kunskapsöverföring för att skapa konkurrenskraft. Här studeras hur kunskapsöverföring, genom att ta hänsyn till tre olika lärprocesser, kan bidra till ekonomisk fördel för företaget. Efter identifiering av vilka verktyg/aktiviteter som används för kunskapsöverföring på fallföretaget analyserades vilka lärprocesser som är möjliga med respektive verktyg/aktivitet enligt dagens teori och medarbetares upplevelser. Empirisk data samlades in från olika delar av organisationen i form av intervjuer och enkätundersökning. Utifrån analysen sammanfattades vilka lärprocesser som utnyttjas och med vilka verktyg/aktiviteter samt vilka som kan utnyttjas bättre för att skapa ekonomiska fördelar för företaget, och därmed också konkurrenskraft. Skillnader i vilka kunskaper medarbetare med mycket lång arbetsliverfarenhet upplever att de lär sig med verktygen/aktiviteterna jämfört med medarbetare med kortare arbetslivserfarenhet har observerats, vilket skapar nya frågor för framtida forskning. Det ges också förslag på vidare forskning om hur hänsyn till lärprocesser vid strategi för kunskapsöverföring skulle kunna generera konkurrenskraft i form av hur förbättringar uppfattas av kunderna. / This master’s thesis is about how a technology consulting firm, where the majority of services is executed as projects, can use knowledge transfer to create competitive advantage. By taking into account three different learning processes this degree project focus on how the transfer of knowledge can contribute to economic benefits to the company. Identification of tools and activities used for knowledge transfer in this specific case company supported the analysis of what learning processes those are possible for each tool/activity with respect to today’s research and employees experiences. Empirical data were collected from different parts of the organization through interviews and questionnaire survey. Based on the analysis a conclusion of what learning processes are mainly used and with what tools and activities. The conclusion also define the economic benefits that could be gained by the company and hence create competitive advantage. Differences in type of knowledge learned by the employees carrying a long work experience compared to employees with shorter work experience has been observed, which creates new questions for further research. This degree project also provides suggestions for further research on how, with respect to learning processes, the strategy of knowledge transfer would generate competitiveness through quality improvements perceived by customers.

Tacit knowledge refers to the knowledge that is located inside individuals; it is not expressed or written like explicit knowledge. Inherently, tacit knowledge is often limited solely to one person and consequently individually based. Project based companies need to acknowledge the importance of transforming tacit knowledge into explicit in order to preserve the knowledge inside the organisation. If the knowledge is not transformed, there is a great risk of losing the knowledge when a key individual leaves the organization. One way of transforming the tacit knowledge is through Nonaka’s and Takeuchi’s knowledge spiral. But the knowledge spiral ignores some wider issues that should be included in order to achieve a transformation. This thesis shows that the knowledge spiral is a good base but the organisation has to provide a supporting context and an open culture to create an environment where a transformation can be accomplished. This thesis stresses that a transformation is not always the ultimate choice since it is not, at all times, possible. In some cases, distribution of tacit knowledge throughout the organisation is a better alternative to preserve the knowledge. A distribution can, for instance, be done through learning by doing. The thesis demonstrates that an organisation has to choose either a transformation or a distribution. The choice depends on which alternative that brings the most improvements, advantages and effectiveness for the organisation. The situation will then, as a consequence, decide whether the knowledge is to be transformed or not.

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