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The subject of the thesis "Aspects of corporate culture from the viewpoint of Christian ethics" is to analyze the phenomenon of corporate culture in the perspective of Christian ethics and the requirements of sustainable development as the basic prerequisite for sustainable development of life on Earth. An integral part of the research is to explore the terms under which employees are willing not only to meet the tasks set by their employers, but also provide their best abilities and skills for the good of their enterprise. "Learning organization", Christian ethics in the organization and the principles of sustainability are the three discourses which are involved. The theoretical part of the thesis summarizes the theoretical knowledge about corporate culture and its meaning, its specific type of "learning organization", Christian ethics and especially the Catholic morality applied in terms of business administration while respecting sustainability for quality of life and the environment. Comprehensive evaluation of whether and to what extent the ideal corporate culture of "learning organization" meets the Christian ethics requirements are stated in the conclusion of the thesis, where are also summarized suggestions and recommendations to eliminate some of the shortcomings of this type of corporate...

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Offentligt anställda förväntas agera i enlighet med förvaltningsetiken och implementera politiskt fattade beslut. Att rollen kan uppleva förvaltningsetikens krav som oförenliga med deras yrkesetik har aktualiserats efter riksdagsvalet 2022. I samband med regeringsbildningen presenterade regeringspartierna med samarbetsparti Tidöavtalet, i vilket det föreslås att offentliganställda som kommer i kontakt med individer utan uppehållstillstånd ska vara skyldiga att anmäla detta till Migrationsverket och polis. Detta har lett till stora protester hos bland annat hälso- och sjukvårdspersonal, som mobiliserat under parollen Vi anger inte.  Utifrån hälso- och sjukvårdspersonalens protester belyser uppsatsen den potentiella spänningen mellan krav på styrbarhet och att den offentligt anställde agerar etiskt ansvarsfullt, såväl professionsetiskt som förvaltningsetiskt. Studien använder sig av Lundquists teori om konkurrerande etiska system för utvärdera om och hur protesten kan motiveras förvaltningsetiskt. Det empiriska material som ligger till grund för undersökningen utgörs huvudsakligen av debattinlägg av hälso- och sjukvårdspersonal. Dessa har analyserats med hjälp av riktad kvalitativ innehållsanalys.  Resultaten visar att personalens protester kan förstås dels utifrån ett professionsetiskt perspektiv, dels utifrån ett förvaltningsetiskt enligt vilket sjukvårdspersonalen uppvisar ämbetskurage. Likväl är den rollen oförenlig med den som styrbar offentliganställd.

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Funeral leaders share the ministry of comfort with others. They make a specific religious contribution towards restoring life or decontaminating from death, which affects the faith and hope of the bereaved. Their ministry responds to a need of the bereaved by affirming community in the face of death. It is based on spirituality and grounded in the biblical and apostolic tradition; it is carried out in a catholic contextualisation. The leaders' insertion into both the cultural background and the religious realm encourages contextualisation. Their verbal proclamation is done in various ways and is linked to ritual. It reflects the three dimensions of the model employed in pastoral theology by taking life seriously, interpreting it in the light of faith, and leading a celebration that opens up the future of the participants. The leaders' proclamation is sincere when they link cultural family-procedures and church rituals in a parallel way. Sincerity suffers when community leaders, used to provide a comprehensive service, cannot preside over the promised celebration of the Eucharist, which could be the culmination of the rite of passage. Their ministry remains incomplete because of factors beyond their control. It nevertheless contributes to justice in many ways, in particular by deploying local people. While the ministry is carried out independently, it depends on collaboration with the pastoral staff, in particular the priests. They safeguard the quality of ministry by formation and through supervision. The collaborative formation contributes to the cultural insertion of the local and expatriate staff and enhances their competence. This collaborative ministry serves the bereaved, the community of faith, and theology. It allows the development of a contextualised liturgy, and a local theology. It is a step forward on the road towards a genuine form of community ministry in this particular African context. It corresponds with contemporary secular approaches towards leadership and management. African approaches emphasise the need for contextualised management forms. They assume the compatibility of different practices employed in different contexts. The comprehensively grounded ministry seems to contribute to the avoidance or overcoming of some of the grave shortcomings of ministry as provided in the past. / Christian Spirituality, Church History and Missiology / D.Th. (Missiology)

Business today is conducted within societies facing complex global challenges and unprecedented demands for effective, ethical, and excellent business leadership that proactively manages its societal impacts. Integrating economic success with service of the common good requires a sound, shared understanding of “positive” executive business leadership to guide executive selection, education and development, and practice. This thesis formulates and theoretically grounds a general theory of positive executive business leadership. Integrative Executive Leadership (“IEL”) addresses the individual, pairs/groups/teams, organizational, and societal levels of business. Within these contexts, IEL exercises positive integrative agency through multi-stakeholder professional stewardship, integrated performance management, and living codes of ethics. This requires the practice of five mutually-reinforcing positive behavioural repertoires: contemplative self-leadership, functional-relational facilitative leadership, full range managerial-leadership, visionary strategic leadership, and transforming-developmental leadership. These are reinforced by five positive philosophies or styles of leadership: authentic, moral, spiritual, servant, and wise leadership. Consequently, IEL is predicated upon essential competencies, attainments, and positive dispositions. Especially, IEL requires the cultivation of positive psychological states, traits, and virtues, eudaimonic character, postautonomous levels of ego development, psychological complexity, integrative consciousness and flow. In addition to promoting intrinsic morality, these farther reaches of human nature contribute to effective and excellent leadership performance. Integrative Executive Leaders do well by doing good. IEL was developed through multiparadigm theory-building, adopting a pragmatic epistemology, and employing a transdisciplinary, positive scholarship approach to integrate the findings from a broad range of qualitative and quantitative research from the humanities and the social sciences. IEL theory articulates important theoretical relationships derived from: leading insights from management and organization theory; salient research findings from the social sciences and the humanities; insights from positive psychology, positive organizational behaviour, positive organizational scholarship, constructive developmental psychology, transpersonal psychology, and integrated empirical ethics; interpretive analyses of the biographies of great world leaders; and, a rich case study of an extraordinary executive business leader. Accordingly, IEL is advanced as an emergent theory with both theoretical grounding and empirical reference. The path forward requires further transdisciplinary, multiparadigm, multi-method research to further develop and refine IEL and establish it as a grounded theory of positive executive business leadership.

Business today is conducted within societies facing complex global challenges and unprecedented demands for effective, ethical, and excellent business leadership that proactively manages its societal impacts. Integrating economic success with service of the common good requires a sound, shared understanding of “positive” executive business leadership to guide executive selection, education and development, and practice. This thesis formulates and theoretically grounds a general theory of positive executive business leadership. Integrative Executive Leadership (“IEL”) addresses the individual, pairs/groups/teams, organizational, and societal levels of business. Within these contexts, IEL exercises positive integrative agency through multi-stakeholder professional stewardship, integrated performance management, and living codes of ethics. This requires the practice of five mutually-reinforcing positive behavioural repertoires: contemplative self-leadership, functional-relational facilitative leadership, full range managerial-leadership, visionary strategic leadership, and transforming-developmental leadership. These are reinforced by five positive philosophies or styles of leadership: authentic, moral, spiritual, servant, and wise leadership. Consequently, IEL is predicated upon essential competencies, attainments, and positive dispositions. Especially, IEL requires the cultivation of positive psychological states, traits, and virtues, eudaimonic character, postautonomous levels of ego development, psychological complexity, integrative consciousness and flow. In addition to promoting intrinsic morality, these farther reaches of human nature contribute to effective and excellent leadership performance. Integrative Executive Leaders do well by doing good. IEL was developed through multiparadigm theory-building, adopting a pragmatic epistemology, and employing a transdisciplinary, positive scholarship approach to integrate the findings from a broad range of qualitative and quantitative research from the humanities and the social sciences. IEL theory articulates important theoretical relationships derived from: leading insights from management and organization theory; salient research findings from the social sciences and the humanities; insights from positive psychology, positive organizational behaviour, positive organizational scholarship, constructive developmental psychology, transpersonal psychology, and integrated empirical ethics; interpretive analyses of the biographies of great world leaders; and, a rich case study of an extraordinary executive business leader. Accordingly, IEL is advanced as an emergent theory with both theoretical grounding and empirical reference. The path forward requires further transdisciplinary, multiparadigm, multi-method research to further develop and refine IEL and establish it as a grounded theory of positive executive business leadership.