Bakgrund: Med bakgrund i den offentliga sektorns viktiga uppgift i samhället är det av medborgarnas intresse att organisationer inom offentlig sektor bedriver sin verksamhet på ett effektivt sätt. Statskontoret har i en granskning av svenska myndigheter konstaterat att det finns brister i myndigheternas förmåga att konkretisera de av regeringen givna målen till aktiviteter på operativ nivå. Syfte: Syftet med denna uppsats är att studera och jämföra hur svenska myndigheter med medborgarkontakt arbetar med målimplementering genom konkretisering av målen från regleringsbrevet till operativ nivå. Metod: Studien tillämpar en kvalitativ forskningsstrategi med en abduktiv ansats. Studien är utformad som en komparativ fallstudie och baseras på tre stycken semi-strukturerade intervjuer. Slutsats: Studien har visat att de studerade myndigheterna i olika utsträckning arbetar med att skapa konkreta aktiviteter baserade på målen från regleringsbrevet. Mått och mål har fått ge vika för effekter och aktiviteter. Utöver målen från regleringsbrevet definieras aktiviteter på operativ nivå utifrån ett kundperspektiv och medarbetarnas professionalism för att uppnå önskade effekter. / Background: Due to the important task of the public sector, it lies in the interest of the society that the organizations of the public sector is efficient. According to a review regarding Swedish authorities it is shown that it exists difficulties in the process of converting political goals to operational activities. Aim: The aim of this study is to investigate and compare how Swedish authorities with close contact with the citizens implement political goals of the government by turning the goals in to operational activities. Methodology: The study has a qualitative research strategy with an abductive research approach. The study is based on three semi-structured interviews and can be classified as a comparative case study. Conclusion: The study shows that the investigated authorities works to different extent with defining activities based on the political goals. Goals and measurements has been replaced by activities and effects. Beyond political goals, the activities are established based on a customer perspective and the employees’ professionalism to reach the desired effects.

It is attempted with this dissertation to draw an explanatory interdisciplinary framework to clarify the causes of systemic corruption. Following an intense review of political sciences, economics, and sociology literatures on the issue, a complex systems theoretical model is constructed. A political system consists of five main components: Society, interest aggregators, legislative, executive and private sector, and the human actors in these domains. It is hypothesized that when the legitimacy level of the system is low and morality of the systemic actors is flawed, selected political, social and economic incentives and opportunities that may exist within the structure of the systemic components might -individually or as a group- trigger corrupt transactions between the actors of the system. If left untouched, corruption might spread through the system by repetition and social learning eventually becoming the source of corruption itself. By eroding the already weak legitimacy and morality, it may increase the risk of corruption even further. This theoretical explanation is used to study causes of systemic corruption in the Turkish political system. Under the guidance of the complex systems theory, initial systemic conditions, -legacy of the predecessor of Turkey Ottoman Empire-, is evaluated first, and then political, social and economic factors that are presumed to be breeding corruption in contemporary Turkey is investigated. In this section, special focus is given on the formation and operation of amoral social networks and their contribution to the entrenchment of corruption within the system. Based upon the findings of the case study, the theoretical model that is informed by the literature is reformed: Thirty five system and actor level variables are identified to be related with systemic corruption and nature of the causality between them and corruption is explained. Although results of this study can not be academically generalized for obvious reasons; the analytical framework proposed here can be referenced by policy makers who are willing to trace the roots of systemic corruption in developing countries.

The South African public sector faces significant challenges that impact on its ability to deliver services to the public. There are several parties that can assist the public sector in addressing these challenges. One of these is the internal audit functions of government organisations. For internal auditing to support effectively the managements of the government organisations they serve, the internal audit function should be sufficiently capable. The questions remain as to whether South African public sector internal audit functions are sufficiently capable and how internal audit capability can be measured. The Institute of Internal Auditors Research Foundation published the Internal Audit Capability Model (IA-CM) in 2009. The main purpose of the model is to provide a capability self-assessment tool for public sector internal audit functions. This model could be used as a yardstick in measuring public sector internal audit capability within South Africa, should the elements and key process areas (KPAs) of the model be applicable to the South African context. This study therefore aims to determine whether the IA-CM can be applied within a South African context. The South African public sector, the role of internal auditing within the South African public sector as well as the IA-CM as a tool of measuring public sector internal audit capability were investigated. A literature review was conducted on these topics, as a foundation for the study. Specific data was obtained on each of the KPAs of the IA-CM through a case study design by selecting an appropriate South African national department and ranking the case against the KPAs of the IA-CM. The ranking was conducted based on a review of relevant documents and interviews with applicable internal audit and management staff and audit committee members of the selected case. The study concludes that 82.9% of the KPAs of the IA-CM appear to be applicable within a South African context and that, in essence, the model can be applied within a South African context. However, eight hindrances that may negatively affect the feasibility of implementing the remaining 17.1% of the KPAs or certain components of these KPA’s, have been also been identified. / Dissertation (MCom)--University of Pretoria, 2014. / lk2014 / Auditing / MCom / Unrestricted

[pt] O presente estudo buscou identificar aspectos da dinâmica das instituições do setor público que influenciem o desenvolvimento de competências gerenciais desejáveis para o novo contexto organizacional. O foco da pesquisa é um estudo de caso na Diretoria de Fiscalização do Banco Central do Brasil (BCB/DIFIS), que vem trabalhando num programa de desenvolvimento de competências gerenciais, iniciado através de treinamento realizado com pessoas do nível tático daquela área. Por ser estudo de caso, existe limitação quanto à utilização das conclusões para outros órgãos; entretanto, permite um olhar crítico sobre o processo, levantando questões a serem examinadas em iniciativas semelhantes e instigando futuras intervenções. Inicialmente, foi realizada revisão bibliográfica acerca dos conceitos: competência, conhecimento, aprendizagem e desenvolvimento de competências. Buscou-se também entender os fatores presentes na nova forma de gestão de pessoas, especialmente no setor público brasileiro, identificando as competências gerenciais almejadas, bem como descrever as transformações recentes ocorridas no Sistema Financeiro Nacional e no BCB. Através de entrevistas semi- estruturadas, buscou-se identificar a percepção dos participantes sobre o treinamento e as competências gerenciais propícias para o desempenho de suas atividades, paralelamente ao exame do Plano Permanente de Capacitação da Área de Fiscalização, com base em análise documental. Como fatores positivos para o desenvolvimento de competências foram identificados: bom ambiente de trabalho, formação profissional e automotivação dos funcionários. Como negativos: estrutura salarial inadequada, restrição orçamentária, burocracia, falta de envolvimento da direção, descontinuidade do treinamento e sua forma de implementação. / [en] The present study tried to identify aspects of public institutions dynamics that can influence the development of desirable managerial competences for the new organizational context. The focus of this research is a case study in the Fiscalization Directorate of the Central Bank of Brazil (BCB/DIFIS) that has been working in a program of development of managerial competences by means of training people of the tactical level. As a case study, limitation exists to using the conclusions for another public organizations; however, it allows a critical glance on the process, arousing questions to be examined in similar initiatives and instigating future interventions. Initially bibliography was reviewed concerning the following concepts: competence, knowledge, learning and development of competences. It was also tried to understand the present factors in the new way of people s administration, mainly in the Brazilian public sector, identifying the desired managerial competences, and describing the recent changes in the National Financial System and in BCB. By means of semi-structured interviews, it was tried to identify participants perception about training and the managerial competences that would be fit for their performance. At the same time it was examined the Permanent Plan of Training of the Fiscalization Area, based in documental analysis. As positive factors for the development of competences, such points were identified: good work atmosphere, the employees professional background and self-motivation. As negative: inappropriate salary structure, budgetary restriction, bureaucracy, lack of involvement of management in the project, discontinuity of the training and the way it was implemented.

Na crescente produção acadêmica sobre negócios de impacto social no Brasil, é possível verificar uma lacuna: não se encontram em número significativo estudos que analisem as interações entre negócios de impacto social e o setor público, embora ao mesmo tempo seja possível observar, na prática recente, diversos casos em que essa interação tem se dado. Ao mesmo tempo, ao se analisar a literatura de parcerias intersetoriais, constata-se que são muitos os estudos que analisam parecerias envolvendo de um lado o setor público e de outro o setor privado e/ou ONGs, mas não encontramos estudos que se aprofundem em parcerias entre o setor público e negócios de impacto social. Partindo dessas constatações, esta pesquisa busca jogar luz sobre este fenômeno recente e ainda não profundamente estudado: as relações de parceria que têm surgido entre negócios de impacto social e o setor público no país. Adota-se como método um estudo de casos de tipo instrumental (STAKE, 2006), enfocando três ocorrências recentes desse tipo de interação. Retomando conceitos da literatura de parcerias intersetoriais, a análise destaca os processos de formação e implementação deste tipo específico de parcerias, seus principais resultados e desafios, e identifica temáticas a serem aprofundadas a partir das descobertas deste estudo / In the growing academic production on social impact businesses in Brazil, it is possible to verify a gap: there are not significant numbers of studies that analyze the interactions between social impact businesses and the public sector, although at the same time it is possible to observe, in recent practice, several cases in which this interaction has taken place. At the same time, when analyzing the literature on cross-sector partnerships, it is observed that many studies analyze partnerships involving both the public sector and the private sector and / or NGOs, but we do not find studies that go deeper into partnerships between the public sector and social impact businesses. Based on these findings, this research seeks to shed light on this recent and not yet deeply studied phenomenon: the partnership relationships that have arisen between social impact businesses and the public sector in the country. A case-study of instrumental type (STAKE, 2006) is adopted as a method, focusing on three recent occurrences of this type of interaction. The analysis highlights the processes of formation and implementation of this specific type of partnerships, their main results and challenges, and identifies themes to be explored from the findings of this study

Orientador: Regina Aparecida Leite de Camargo / Resumo: Esse trabalho teve como objeto de estudo o fenômeno da inovação no setor público através da análise do Programa Nacional de Fortalecimento da Agricultura Familiar (PRONAF) no município de Claraval-MG, enquanto agente promotor de mudanças nesta política pública para o campo, e se propôs averiguar se havia e quais eram os aspectos inovadores presentes na aplicação do PRONAF naquele município. A partir do pressuposto de que as políticas públicas para a agricultura familiar devem superar o espectro da inserção mercadológica e buscar o enfoque do desenvolvimento rural, tendo como base a manutenção e continuidade da família rural no campo, este estudo buscou, à luz da teoria da inovação no setor público, avaliar quais aspectos são barreiras e quais são indutores da inovação na agricultura familiar do município para promoção de mudanças e desenvolvimento. Para a realização do estudo optou-se, como escolha metodológica, pela abordagem qualitativa através da aplicação do estudo de caso. As fontes secundárias de investigação desta pesquisa foram os registros em arquivos nos sítios eletrônicos da antiga Secretaria Especial de Agricultura Familiar e Desenvolvimento (SEAD), atualmente Secretaria de Agricultura Familiar e Cooperativismo. Para melhor compreender o funcionamento do Programa no município, foram realizadas entrevistas que serviram de fonte para a investigação da realidade e do fenômeno objeto desta pesquisa, bem como para a análise qualitativa dos dados. Os estudos que embasar... (Resumo completo, clicar acesso eletrônico abaixo) / Abstract: The objective of this work was to study the phenomenon of public sector innovation through the analysis of the National Program for the Strengthening of Family Farming (PRONAF) in the municipality of Claraval-MG, as a promoter of changes in this public policy for the countryside and proposed to find out if there were and what were the innovative aspects present in the application of PRONAF at that municipality. Based on the assumption that public policies for family farming should go beyond the spectrum of market insertion and focus on rural development, based on the maintenance and permanence of the rural family in the countryside, this study sought, in the light of innovation of the public sector, assess which aspects are barriers and which are inducers of innovation in family farming in the municipality to promote change and development. For the accomplishment of the study it was opted to, as methodological choice, the qualitative approach through the application of the case study. The secondary sources of investigation of this research were the archival records on the websites of former Special Secretariat of Family Farming and Development (SEAD), now the Secretariat of Family Farming and Cooperatives. To better understand the functioning of the Program in the municipality, interviews were conducted that served as source for the investigation of the reality and the phenomenon object of this research, as well as for the qualitative analysis of the data. The studies that su... (Complete abstract click electronic access below) / Mestre

Chatbots are becoming increasingly common within both private and public sectors as they are implemented for organizations to provide service at any time. Within related research on the topic, the focus lies on the private sector and chatbot users, while the research on how chatbot implementation may affect the employees within the public sector is lacking. The focus of this thesis is therefore to provide more information about chatbot implementation within the public sector. More specifically, to understand how the employees expect and experience that the implementation of chatbots can affect them in their work and ways to communicate information.  In this study, eight semi-structured interviews with a duration of one hour each were conducted, where the interviewees were employees in municipalities and universities who are working with chatbot implementation. The results show that the interviewees expect that there will be a decreased workload and increased time to work on more complex tasks. However, the time that is liberated because of the chatbot needs to be reinvested into its upkeep, and the interviewees experience that new tasks are added to fill that time, indicating that their expectations are unfulfilled.  The results also show that the interviewees expect the chatbot to increase their availability and that it will be a new, less formal way to communicate information. It is experienced that people can contact them any time through the chatbot. They experience that the chatbot uses a simple language to communicate information and that it presents information like it would be presented by a human.

La reconnaissance au travail est l’une des attentes les plus exprimées par les individus quel que soit le type d’organisations pour laquelle ils travaillent selon une enquête TNS-Sofres/Anact réalisée en 2013. Lorsque les individus évoquent leur travail, il n’est pas rare que le manque, voire l’absence, de reconnaissance au travail soit le premier motif de mécontentement évoqué et le secteur public n’échappe pas à ce phénomène. En raison de ce contexte, la reconnaissance au travail a fait l’objet de différents travaux de recherche ces dernières années. Cependant, la question de la spécificité des attentes de reconnaissance que pourraient exprimer les agents du secteur public n’a, à ce jour, jamais été explorée. Notre travail doctoral se propose donc de chercher à spécifier les attentes de reconnaissance des agents publics afin de déterminer les moyens dont disposent les décideurs publics pour tenter de satisfaire ces attentes. De plus, notre travail doctoral étudie également l’impact des attentes de reconnaissance des agents sur leur niveau d’implication organisationnelle. Un modèle théorique est construit à partir de la littérature en sciences de gestion et est enrichi suite à une première étude qualitative exploratoire menée par entretiens auprès de 35 répondants. Une étude quantitative réalisée par questionnaire auprès de 1 259 agents publics nous a ensuite permis de tester ce modèle. Les résultats obtenus montrent que les attentes en termes de reconnaissance au travail des agents publics sont nombreuses et peuvent être satisfaites de diverses manières. Celles-ci reposent particulièrement sur le sens de leur travail et le fait de pouvoir rendre une mission de service public de qualité, ainsi que la possibilité de développer leurs compétences. Les éléments qui ont, en revanche, le plus d’impact sur l’implication organisationnelle des agents sont les éléments financiers et la possibilité de travailler dans de bonnes conditions. / Employee recognition is one of the most expressed expectations by workers regardless of the type of organization they work for according to a TNS-Sofres / Anact survey conducted in 2013. When people talk about their work, it is not uncommon that the lack or absence of recognition at work is their main reason for discontent and the public sector does not escape this phenomenon. Because of this context, employee recognition has been the subject of various research in recent years. However, the issue of the specificity of the expectations of recognition that could be expressed by public sector agents has, to date, never been explored. Our doctoral work therefore aims to specify the expectations of recognition of public sector workers to determine the means available to public decision makers to try to meet these expectations. Besides, our doctoral work also studies the impact of public sector workers’ expectations of recognition on their level of organizational commitment. A theoretical model is built from the literature in management sciences and is enriched by a first exploratory qualitative study made up of 35 semi-structured interviews. A quantitative study conducted by questionnaire with 1,259 respondents then allowed us to test this model. The results show that the expectations in terms of employee recognition of public sector workers are numerous and can be met in various ways. Public sector workers want a meaningful work and to be able to provide a quality public service, as well as the possibility of developing their skills. On the other hand, the elements that have the greatest impact on the organizational involvement of the agents are the financial elements and the possibility of working in good conditions.

Syftet med denna fallstudie är att undersöka och bidra med ökad förståelse hur medarbetare uppfattar medbestämmande i förändringsprocsser i en offentlig verksamhet.  Frågeställningar: Hur uppfattas medbestämmande av medarbetarna? Hur påverkas medarbetarnas medbestämmande i förändringsprocesser? Slutsats: Medarbetarnas påverkan, delaktighet och involvering i förändringsprocessen har stor betydelse för framtida förändringar i den offentliga verksamheten. Det skulle generera till bättre effektivitet i verksamheten och till mer engagerade och nöjda medarbetare.

MPM / Oliver Tambo Institute of Governance and Policy Studies