Artificial intelligence (AI) in the public sector is a debated topic that has the potential to enhance performance. The public sector is complex and characterized by bureaucratic challenges, posing significant procedural and financial difficulties. Using AI systems can substantially enhance the efficiency of administrative processes and the quality of services provided to citizens. However, the use of AI, in general and in the public sector, has mainly been focused on ethical issues such as trust, bias, or surveillance. One crucial factor directly affecting the efficient and ethical use of AI systems is employee competence. Employees' competence is, however, one of the least explored areas when it comes to working with AI systems, especially in the public sector. This study addresses this gap by examining the perceived necessary competences of employees within the Swedish public sector utilizing a qualitative research method and semi-structured interviews. The findings reveal three overarching areas of competences: 1) systemic competence, encompassing AI literacy and general knowledge; 2) Particular competence relating to expertise where the AI is being used; 3) Contextual competence involving data governance, legal implications, and personal data protection.

This study aims to examine Stakeholder Engagement in the construction of a new public sector sport facility and explore the stakeholder perspective on the engagement process. The construction of sports facilities is complex and requires stakeholder insights for a better end product. Stakeholders have expertise that the project management does not have, which can improve both the end product and the stakeholders' willingness to use the area. A case study has been conducted at the Stadionområdet in Malmö where an older sports facility is to be replaced with a new one.  The study is based on Stakeholder Theory and Stakeholder Engagement and applies these theories to understand the tools used in the engagement process. A qualitative mixed methods approach has been used where both semi-structured interviews and document collection have been conducted. In total, eight semi-structured interviews were conducted with respondents from the project side, internal and external stakeholders.   The study shows that the engagement processes used in Stadionområdet are mainly information meetings, workshops and working groups. Information meetings have been held in an initial stage to create understanding of the redevelopment, however, a further demand for these meetings has been identified. Workshops have been held with external stakeholders where stakeholders are given the opportunity to express their views on the design of the area. While workshops are seen as the most effective, they are considered to lack feedback, which creates irritation. Internally in Malmö Stad, working groups have been used. These work well, but the processes can sometimes be time-consuming as the decision-making paths are long and need to be confirmed by many. There are also problems with administrations not striving for the same end goal, which creates irritation and lack of understanding for each other's opinions.  To overcome these challenges and streamline Stakeholder Engagement, Stadionområdet can introduce a contact person for the external stakeholders who creates communication channels and provides feedback after workshops. Marketing the final goal more clearly, for both internal and external stakeholders, is also of great importance so that stakeholders know what to expect.

Studien innefattar en undersökning om hur medarbetare och chefer upplevt kommunikationen under en förändringsprocess inom den offentliga sektorn, på Arbetsförmedlingen. Syftet med studien är att beskriva och analysera hur kommunikationen i en organisatorisk förändringsprocess kan uppfattas av medarbetare och chefer inom offentlig sektor. Genom att jämföra chefers och medarbetares uppfattningar är avsikten att öka kunskapen om vilka möjligheter och utmaningar som kan uppstå under en förändringsprocess, samt hur dessa upplevs beroende på aktör. Under studien har vi använt oss av en kvalitativ undersökning, i form av intervjuer, med två chefer och sju arbetsförmedlare inom Arbetsförmedlingen. Den insamlade empirin har bearbetats med hjälp av befintlig forskning och teorier kring kommunikation samt förändringsarbete.  Resultatet indikerar att kommunikationen under förändringsprocessen uppfattades på olika sätt av de berörda aktörerna. Beslut och information som förmedlats från cheferna upplevdes som otydliga från medarbetarnas håll. Däremot uppfattade cheferna själva att deras sätt att kommunicera var tydligt och transparent. Den bristande kommunikationen ledde i vissa fall till ryktesspridning och spekulationer från medarbetarnas sida. Cheferna delade uppfattningen att rykten förekom, däremot påtalade de inte samma orsak som medarbetarna. I slutresultatet framkom det att både medarbetarna och cheferna upplevde att många av de utmaningar kring förändringskommunikationen hade sin grund i den byråkratiska organisationsstrukturen. / The study consists of an examination of how employees and managers perceived communication during a change process within the public sector, specifically at Arbetsförmedlingen. The purpose of the study is to describe and analyze how communication in an organizational change process can be perceived by employees and managers in the public sector. By comparing the perceptions of managers and employees, the intention is to increase knowledge about the opportunities and challenges that may arise during a change process, and how these are perceived depending on the participant.  During the study, we used a qualitative research method, consisting of interviews, with two managers and seven employees at Arbetsförmedlingen. The collected empirical data has been analyzed using previous research and theories on communication and change management. The results indicate that communication during the change process was perceived differently by the involved actors. Decisions and information conveyed by managers were perceived as unclear from the employees' perspective. However, managers themselves believed that their way of communicating was clear and transparent. The lack of communication led, in some cases, to rumors and speculation among the employees. While managers acknowledged the existence of rumors, they did not attribute them to the same causes as the employees. The final results revealed that both employees and managers felt that many of the challenges related to change communication stemmed from the bureaucratic organizational structure.

En el sector público, los sistemas de información juegan un papel crucial en la prestación de servicios eficientes y efectivos a los ciudadanos. Por lo tanto, es imperativo que los empleados estén equipados con los últimos conocimientos y habilidades en el campo de los sistemas de información. Esto se puede lograr a través de la formación permanente y continua. El aprendizaje permanente se refiere a un proceso continuo de aprendizaje a lo largo de la vida de una persona, independientemente de su edad, estado u ocupación. En el contexto de los sistemas de información, esto significa que los empleados del sector público necesitan actualizar continuamente sus conocimientos y habilidades para mantenerse al día con los últimos desarrollos y avances en el campo. La formación continua, por otro lado, se refiere a actividades regulares y continuas de formación y desarrollo que están diseñadas para satisfacer necesidades específicas de aprendizaje. La importancia de la formación permanente y continua en el sector público se destaca por el hecho de que los sistemas de información están en constante evolución. Se están desarrollando nuevas tecnologías y técnicas, y los empleados deben estar familiarizados con ellas para poder realizar su trabajo de manera efectiva. Además, el sector público está bajo constante presión para mejorar la calidad de sus servicios y ser más eficiente y rentable. Esto requiere que los empleados tengan una buena comprensión de los sistemas de información y las mejores prácticas más recientes. Son varios los beneficios de la formación permanente y continua para los empleados del sector público. En primer lugar, ayuda a mantener y mejorar sus conocimientos y habilidades, lo que puede tener un impacto positivo en su desempeño laboral. En segundo lugar, permite a los empleados asumir nuevos retos y responsabilidades, lo que puede conducir al crecimiento personal y profesional. En tercer lugar, puede aumentar la moral y la motivación de los empleados, ya que se sienten valorados y apreciados por su empleador. Hay varios métodos de formación que se pueden utilizar para apoyar el aprendizaje permanente y continuo en el sector público. Estos incluyen cursos de capacitación formales, talleres, aprendizaje en línea, capacitación en el trabajo y tutoría y entrenamiento. La elección del método de capacitación dependerá de las necesidades de aprendizaje del individuo, los recursos disponibles y los objetivos del programa de capacitación. Además, invertir en la formación permanente y continua de los empleados en sistemas de información también puede mejorar la reputación de la organización del sector público. Al contar con empleados bien capacitados que puedan brindar servicios de alta calidad, la organización puede generar confianza con el público y establecer una imagen positiva. Además, los programas de capacitación también pueden ayudar a retener a los empleados, ya que sienten que su empleador está comprometido con su desarrollo profesional y les brinda oportunidades de crecimiento. En conclusión, la formación permanente y continua es fundamental para los empleados del sector público que trabajan en el ámbito de los sistemas de información. Al garantizar que los empleados estén equipados con los últimos conocimientos y habilidades, las organizaciones pueden mejorar sus servicios y ser más eficientes y eficaces. Además, la capacitación puede tener un impacto positivo en la moral y la motivación de los empleados, lo que conduce a un mejor desempeño laboral y al crecimiento personal y profesional. Por lo tanto, es importante que las organizaciones del sector público inviertan en la formación permanente y continua de sus empleados para garantizar su éxito en el mundo en constante evolución de los sistemas de información.

The implementation of the Corporate Sustainability Reporting Directive (CSRD) signifies a pivotal shift in how organizations approach sustainability. This change introduces new institutional norms and pressures that can reshape organizational practices towards enhanced sustainability. One critical aspect of this transition is how organizations interpret and operationalize the CSRD framework, which has significant implications for organizational behavior and strategy. This study aims to empirically examine the responses of public sector organizations to the CSRD, focusing on the internal and external pressures that influence their sustainability reporting practices. It also intends to illustrate how stringent requirements affect the public sector. Through a qualitative analysis of interviews from ten public sector organizations, this study uncovers challenges and opportunities presented by the CSRD. Our findings indicate that there is a strong institutional pressure to comply with the new regulation, resulting in organizational efforts to promote sustainability. The results highlight that the public sector's traditional values of accountability, transparency, and public welfare facilitate a generally positive perception of the CSRD. However, the study also identifies substantial administrative and strategic challenges, particularly in the initial implementation phase. The conclusion of this study suggests that CSRD can transform organizational practices, culture, and strategies by institutionalizing norms within the public sector.

The study sought to investigate the impact of systemic corruption in public enterprises in the Harare metropolitan area in Zimbabwe. This research study used a case and explanatory research designs as its major research approaches. The study was largely prompted by the high level of corruption in public enterprises as reported to the Anti - Corruption Commission and the media. In this study, fourteen (14) directors and twenty six (26) public enterprise officials were used as research subjects. Questionnaires, interviews and documentary reviews were used as research instruments to collect information on the impact of systemic corruption in public enterprises in the Harare metropolitan area. The study showed that low remuneration levels for both low and high level public enterprise officials, patronage appointment to higher level of management and the lack of political will to empower public enterprise officials on the evil of corruption were the causes of systemic corruption. Greed, the disintegration of work morality and ethics in the manner in which public affairs across public enterprises were being handled, were key causes of systemic corruption (see chapter 4 for details). The high level of secrecy in the management of public affairs, the lack of transparency, discipline, fairness, responsibility, equity and weak legal system on corruption were also noted to be corruption drivers. With regard the manifestation of corruption in public enterprises, it was established that systemic corruption occurred in the following forms: abuse of power, fraud, favouritism, embezzlement, weak control, extortion and ghosting.The study also showed that systemic corruption created problems such as administrative inefficiency and parasitism, a social atmosphere of tension and dishonesty within public enterprises (see chapter 4 for details). Corruption reallocated resources to the rich and powerful public officials who were aligned to the ruling party or those in authority. The study also noted that public enterprises officials were using technical complexity in procedures and regulations to conceal under-dealings.It was iv the findings of this study that rewarding for reasons not related to performance, dishonesty, over claiming expenses, falsification of reports/records and favouritism in public enterprises were high. The study also revealed that bid-rigging, shifting from core business, ghosting, and giving gratitude/gift to influence decision were some of the prevalent unethical activities in public enterprises. Against this backdrop, it is recommended that the level of remuneration in public enterprises for public officials is improved so that the minimum grounds for corruption motives are reduced. When salaries are too low, officers are obviously forced to indulge in unethical activities which in turn affect the general public directly or indirectly. It is critical that all public enterprise officials undergo training in the dimension of corruption and corporate governance as a means of empowerment. Corrupt individuals and business organisations in the Harare metropolitan area should not be employed or engaged in public related work and that public affairs must be managed in a transparent and open manner although confidentiality must be observed. The study also recommends that the appointment of public enterprise officials must be based on competence, relevant educational qualifications and experience. Another recommendation is that all cases of corruption must be treated as high level criminal cases which attract longer and deterrent court judgments (see chapter four for details). / Public Administration and Management / M.P.A.

Viešojo administravimo magistro baigiamojo darbo tema yra aktuali, kadangi Lietuvai įstojus į Europos Sąjungą vis svarbesnis šalies turizmo vaidmuo ne tik Europoje, bet ir kitose užsienio šalyse. Turizmo industrijos plėtra labai priklauso nuo informacinių paslaugų sistemos išvystymo, kuri skatina vietinį ir atvykstamąjį turizmą. Turizmo informacinių ir rinkodaros paslaugų plėtros išplėtojimą lemia ES struktūrinės paramos fondai, kurių dėka projektų įgyvendinimas yra būdas Lietuvos ir jos regionų mastu pagerinti viešąją turizmo infrastruktūrą. Spartėjant turizmo plėtrai ir turizmo informacijos sklaidai Lietuvoje, viena iš aktualių problemų yra viešosios turizmo informacinės infrastruktūros trūkumas Lietuvos regionuose. Tyrimo objektas – turizmo informacinių paslaugų sistema Lietuvoje ir užsienyje. Tyrimo tikslas – išanalizuoti turizmo informacinių paslaugų sistemą viešajame sektoriuje. Hipotezė: Lietuvos miestuose ir rajonuose nėra tinkamai išplėtota viešoji turizmo informacijos infrastruktūra. Tyrimo metodika: mokslinės literatūros analizė, teisinių dokumentų analizė, statistinių duomenų analizė, anketinė apklausa, interviu, SSGG analizė. Teisiniai dokumentai reglamentuoja turizmo informacinių paslaugų sistemos organizavimą bei viešųjų įstaigų, teikiančių informacines paslaugas, steigimą. Lietuvoje turizmas prasideda nuo nacionalinio turizmo, kur turi būti išvystytas vietos turizmas, skatinantis užsienio turistus atvykti į Lietuvą. Tačiau siekiant tai įgyvendinti... [toliau žr. visą tekstą] / Master thesis on public administration is very relevant since Lithuania joined European Union and tourism is taking a more sizeable role not only in Europe but also in other foreign countries. The expansion of tourism industry depends on information service system development, which promotes local and international tourism. The development of tourism information and marketing services determines the size of received support from EU’s structural funds. Implementation of such projects is the way to develop the public tourism infrastructure of Lithuania and its regions. While tourism business is expanding together with information’s about tourism penetration the remaining problem is the lack of public tourism information infrastructure in Lithuania regions. Investigation object – tourism information service’s system in Lithuania and abroad. Investigation purpose – to analyse information services system of tourism in public sector. Hypothesis: public tourism information infrastructure in Lithuania cities and regions is not properly developed. Methodology of investigation: analysis of scientific literature, analysis of law documents, analysis of statistical data, questionnaire, interview, SWOT analysis. Documents of law regulate the organization of tourism information services system and establishment of public institutions’ which provide information services. Lithuania’s tourism starts from national tourism, where local tourism has to be developed and promoted to tourists from... [to full text]

A dívida líquida do setor público apresentou um notável crescimento no Brasil desde 1995, quando a estabilização monetária na era do Real passou a ser uma realidade. Quais foram os condicionantes da dinâmica do endividamento público no Brasil pós-Real? Responder essa questão é o objetivo deste trabalho. Norteará o alcance deste objetivo a hipótese de que o crescente endividamento deveu-se aos excessivos gastos financeiros incorridos pelo setor público brasileiro em função do modo de condução da política monetária, tanto no período em que o regime monetário era a âncora cambial (de julho de 1994 a janeiro de 1999) quanto após a instituição do Regime de Metas para a Inflação (julho de 1999 em diante). Para interpretarem-se as contas públicas brasileiras e conceberem-se os gastos financeiros como causadores do crescente endividamento público, este trabalho terá como referencial a teoria de John Maynard Keynes, desde sua concepção das economias monetárias de produção enquanto unidades orgânicas até as suas prescrições de política econômica. Não obstante, o norte teórico será complementado pelos autores da perspectiva pós-keynesiana. Nesse particular, destaque será conferido à Hyman Minsky e sua Hipótese de Fragilidade Financeira, a partir da qual se desenvolve o Índice de Fragilidade Financeira do Setor Público Brasileiro, que será aplicado para se aferir a posição ocupada pelas finanças públicas brasileiras entre 1995 e 2009. As conclusões do trabalho apontam para a necessidade de se instituir um novo padrão de operacionalização das políticas econômicas em que, por um lado, a política monetária seja conduzida de um modo tal que leve à redução dos gastos financeiros, e, por outro lado, que os gastos públicos em investimentos sejam elevados, a bem das criações tanto de um orçamento público equilibrado de forma intertemporal quanto, e principalmente, de um ambiente institucional propício ao investimento privado, fundamental à geração de emprego, renda e riqueza novas. / The public sector’s net debt in Brazil has showed a remarkable growth in Brazil since 1995, immediately after the period in which the monetary stability, based on Real, became a reality. What are the determinants of the public debt’s during the Brazilian Real era? Providing an answer for this question is the main objective of this thesis. In order to achieve this goal, we formulate the hypothesis that increasing public debt was due to excessive financial costs incurred by the Brazilian public sector in the way of conducting monetary policy, both in the period when the monetary regime was the exchange anchor (July 1994 to January 1999) and after the institution of the Inflation Targeting Regime (since June 1999). To analyze the figures of the Brazilian public sector and to show that there is a relationship between the financial costs and the growing of public debt we will explore the theory of John Maynard Keynes, more specifically, his conception related to the monetary economies of production as an organic system and his economic policies prescriptions. Moreover, our theoretical framework will also explore the arguments and theories of some post-Keynesian economists, in particular Hyman Minsky and his Financial Fragility Hypothesis (FFH). The Minsky`s FFH is adapted to the Brazilian public sector and, as a result, it is elaborated a Financial Fragility Index for the Brazilian Public Sector. This Index measures the Brazilian sector public performance between 1995 and 2009. As a conclusion, on the one hand, it suggests that the monetary policy has to be operated in such a way that leads to a reduction in financial expenses of the Brazilian public sector. On the other hand, the economic policy, especially fiscal policy, must be implemented to create a favorable institutional environment to the private investment, which it is essential to expand the levels of employment, income and wealth, and balance, intertemporaly, the public budget.

The study sought to investigate the impact of systemic corruption in public enterprises in the Harare metropolitan area in Zimbabwe. This research study used a case and explanatory research designs as its major research approaches. The study was largely prompted by the high level of corruption in public enterprises as reported to the Anti - Corruption Commission and the media. In this study, fourteen (14) directors and twenty six (26) public enterprise officials were used as research subjects. Questionnaires, interviews and documentary reviews were used as research instruments to collect information on the impact of systemic corruption in public enterprises in the Harare metropolitan area. The study showed that low remuneration levels for both low and high level public enterprise officials, patronage appointment to higher level of management and the lack of political will to empower public enterprise officials on the evil of corruption were the causes of systemic corruption. Greed, the disintegration of work morality and ethics in the manner in which public affairs across public enterprises were being handled, were key causes of systemic corruption (see chapter 4 for details). The high level of secrecy in the management of public affairs, the lack of transparency, discipline, fairness, responsibility, equity and weak legal system on corruption were also noted to be corruption drivers. With regard the manifestation of corruption in public enterprises, it was established that systemic corruption occurred in the following forms: abuse of power, fraud, favouritism, embezzlement, weak control, extortion and ghosting.The study also showed that systemic corruption created problems such as administrative inefficiency and parasitism, a social atmosphere of tension and dishonesty within public enterprises (see chapter 4 for details). Corruption reallocated resources to the rich and powerful public officials who were aligned to the ruling party or those in authority. The study also noted that public enterprises officials were using technical complexity in procedures and regulations to conceal under-dealings.It was iv the findings of this study that rewarding for reasons not related to performance, dishonesty, over claiming expenses, falsification of reports/records and favouritism in public enterprises were high. The study also revealed that bid-rigging, shifting from core business, ghosting, and giving gratitude/gift to influence decision were some of the prevalent unethical activities in public enterprises. Against this backdrop, it is recommended that the level of remuneration in public enterprises for public officials is improved so that the minimum grounds for corruption motives are reduced. When salaries are too low, officers are obviously forced to indulge in unethical activities which in turn affect the general public directly or indirectly. It is critical that all public enterprise officials undergo training in the dimension of corruption and corporate governance as a means of empowerment. Corrupt individuals and business organisations in the Harare metropolitan area should not be employed or engaged in public related work and that public affairs must be managed in a transparent and open manner although confidentiality must be observed. The study also recommends that the appointment of public enterprise officials must be based on competence, relevant educational qualifications and experience. Another recommendation is that all cases of corruption must be treated as high level criminal cases which attract longer and deterrent court judgments (see chapter four for details). / Public Administration and Management / M.P.A.

Made available in DSpace on 2014-12-17T13:53:32Z (GMT). No. of bitstreams: 1 PauloCMOJ_DISSERT.pdf: 6092098 bytes, checksum: eafd57317c94cdd77348674be077bf4e (MD5) Previous issue date: 2011-08-15 / This thesis aims to identify how civil servants perceive changes made inthe carrying out of their work after their taking part in the Course forTechnicians in Public Management of the Government of Rio Grande do NorteState. As for the methodological procedures, an exploratory-descriptivequantitative research has been carried out through structured questionnaires appliedto 118 civil servants from the first groups of the Course for Technicians, thusshowing a margin of error of 4.18% to 95% of confidence, according to theprocedures of finite sampling. The table processing and analysis rested uponthe Statistical Package for the Social Sciences SPSS and was carried outthrough univariate, bivariate and multivariate techniques with emphasis on thetechnique called Factor Analysis. It was possible to identify that the level ofsatisfaction of the students was high and there was a clear perception by themthat the course assisted to changes in their work. Through Factor Analysis itwas verified that the factors that may be related to changes in the work of thecivil servants are "Contribution to Society", "Efficiency andEfficacy in the Work Environment", "Applicability of Contents"and "Capacitating for Leadership". The conclusion of the studyindicates that the factors obtained are directly related to the basis of thenew public management by means of guidance toward efficiency and efficacy in aperspective of leadership, the contents of the course being thus made into newattitudes toward work which end up yielding better results for society / A presente disserta??o teve por objetivo identificar a percep??o dos servidores p?blicos sobre as mudan?as produzidas na execu??o do trabalho, a partir da participa??o no Curso de Tecn?logo em Gest?o P?blica do Governo do Estado do Rio Grande do Norte. Com a import?ncia que tem sido atribu?da ? gest?o de pessoas no contexto organizacional contempor?neo, quest?es relacionadas ao treinamento e desenvolvimento de compet?ncias e habilidades adquiriram maior relev?ncia, inclusive no setor p?blico, sob a influ?ncia do pensamento da Nova Gest?o P?blica - NGP. Relativamente aos procedimentos metodol?gicos foi realizada uma pesquisa quantitativa de natureza explorat?ria-descritiva entre 118 servidores das tr?s primeiras turmas do curso empregando Statistical Package for the Social Sciences SPSS para utilizar t?cnicas uni, bi e multivariada, especialmente a an?lise fatorial. A pesquisa apurou um elevado n?vel de satisfa??o com o curso e a exist?ncia de uma clara percep??o do mesmo como contribuinte para a mudan?a no trabalho. A an?lise fatorial identificou quatro fatores que podem estar relacionados com a mudan?a no trabalho: contribui??o para sociedade , efici?ncia e efic?cia no trabalho , aplicabilidade dos conte?dos e capacita??o para lideran?a , todos identificados com a NGP