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Digital Transformation (DT) is becoming a comprehensive part of everyday lives. It has become disruptive to the point that it has transformed the way we live, work and interact with each other. One area which has been affected by DT are Public Administrations (PA). DT is changing both the expectations of the performance of PA’s, but digitalization also transforms their objects and processes. To understand how DT affects PA’s, research often addresses external reasoning. This research paper instead explores internal reasoning; that is to say the PA’s organizational culture. It does so by asking what dimensions of Organizational Culture (OC) impacts DT within PA with the conclusion that (1) Communication as a part of OC decelerates DT (2) Competence Development can create acceptance of DT and (3) Social Sustainability holds DT accountable.

There has been a widely held perception for a long time that the automotive industry largely consists of male-dominated professions. It is likely that this association will persist in the future, as there are deeply rooted structures and norms that uphold gender labeling within the automotive industry. The purpose of our study is to investigate women's perceptions of leadership and its impact on gender equality in the Swedish automotive industry. Previous research has primarily focused on the leadership perspective and undermined the experiences of female industrial workers. By focusing on women's perceptions and experiences of their immediate supervisors and their leadership, this study contributes to a deeper understanding of the barriers and challenges that women face within the automotive industry. The concepts of transformative and transactional leadership were used to differentiate different leadership behaviors. A qualitative method, based on semi-structured interviews, was employed to conduct the investigation. The results revealed that leadership has a significant impact on the social work environment, and that transformative leadership can positively influence the male-dominated automotive industry from a female perspective. / Det har länge funnits en vedertagen uppfattning om att fordonsindustrin till stor del innebär mansdominerade yrken. Det är sannolikt att denna association kommer att bestå i framtiden, då det finns djupt rotade strukturer och normer som upprätthåller genusmärkningar i fordonsindustrin. Syftet med vår studie är att undersöka kvinnors uppfattning av ledarskap och dess inverkan på jämställdhet i svensk fordonsindustri. Tidigare forskning har i huvudsak fokuserat på ledarskapsperspektivet och underminerat de kvinnliga industriarbetarnas erfarenheter. Genom att fokusera på kvinnors uppfattningar och erfarenheter av närmste arbetsledare och deras ledarskap, bidrar denna studie till en djupare förståelse av de hinder och utmaningar som kvinnor möter inom fordonsindustrin. Begreppen transformativt respektive transaktionellt ledarskap användes för att särskilja olika ledarskapsbeteenden. För att genomföra undersökningen användes en kvalitativ metod, baserad på semistrukturerade intervjuer. Det framgick av resultatet att ledarskapet har en stor inverkan på den sociala arbetsmiljön och att ett transformativt ledarskap kan påverka den mansdominerade fordonsindustrin positivt ur ett kvinnligt perspektiv

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The purpose of this project was to establish whether a relationship exists between parenting and leadership among public administration professionals. Although there has been considerable research in both fields as independent disciplines, there is minimal information on potential relationships between the two subjects. This is surprising because parents are the first leaders each of us are introduced to in childhood. Similar to leaders, parents must use their experiences as a guide for leading their children, inspire and lead by example, and set clear goals to maintain order within the household. These similarities caused me to ponder the value of parenting in leadership. However, the paucity of published research on this subject leads one to conclude that the role of parenting is historically undervalued as a leadership skill that could be used within the workplace. This study was designed to explore the gap between these two subjects by focusing on the following research question. "Does a relationship exist between parenting and leadership, especially in a public administration setting?" In order to answer this question, the study followed a qualitative research model where semi-structured interviews were conducted with nine public administration professionals who were parents. These individuals were selected from the fields of criminal justice, education and social services. Such diverse agencies were chosen in order to include a broad a range of views and perspectives about leadership and parenting while eliminating possible biases which may have occurred if only agencies with similar missions (i.e., all law enforcement) had been selected. In addition, document analysis from questionnaires and other books and web sources were referenced in this research in order to broaden its scope. Interestingly, the above approach resulted in some very intriguing findings. Female participants were more likely to see a relationship between leadership and parenting than their male counterparts. The culture of an organization weighed heavily in the participant's perspectives about parenting and leadership. Those from the Virginia Department of Education (a more female dominated organization) felt parenting did influence their leadership styles while the majority of subjects from the Bureau of Prisons (a more male dominated agency) did not see a relationship. Stage in life and experience were found to influence competence and clarity in leadership style as well as in recognizing relationships between parenting and leadership. Finally, several of the participants were found to have adopted a situational leadership approach in both their parenting and/or their leadership styles. The above noted findings have provided some useful information that could be a first step in improving the fields of leadership and parenting by opening new possibilities for understanding the interconnectedness of work and family life. Currently, most researchers study leadership as something that occurs at work and parenting as it takes place in the home. Integrating the two disciplines could be useful in the development of leadership and parenting training courses. It could also help experts in the field of leadership to understand the developmental aspects of how relationships between good leaders and followers grow. Having a leader that could motivate and empower others may create a more desirable workplace that emphasizes mutual trust and respect. In addition, the heightened sensitivity that attenuates in parents could evolve into a similar instinct in leaders. Just as parents give of themselves to create a child who is a responsible member of society, the leader could learn to give of himself or herself to develop the human capital that are his/her followers. This could create an employee who would mature into a valuable component of an organization. Gaining insight into public administrator's perceptions regarding possible connections between parenting and leadership may contribute to future research on this subject. / Master of Science

The United States has a troubled history with race relations. African Americans have immeasurably experienced racism and racial oppression in various forms and in many sectors of the American society. One of the sectors that the racial inequalities of our past have affected is the employment sector. Many Americans experience the workplace on a daily basis and therefore experience the inequities that persist in such environments. This study explores African American experiences with race in the workplace and the way that race shapes today's workplace. Specifically, this study analyzes the experiences of African American professionals working at for-profit organizations and their perceptions of the way that race shapes their organization's culture. This study employs a constant comparative analysis of qualitative interviews using Critical Race Theory as a guide. The interviews explored the manner in which race, Diversity and Inclusion (DandI) programs, and communication affect organizational culture. The thesis further questions if and how organizations are working to create and sustain a more equitable workplace for all employees. The findings suggest that African American professionals perceive that their organizations are welcoming and inclusive of all minority groups. They also perceive the organizational culture to be friendly and family-oriented where open, positive, and encouraging communication exists. The professionals feel that their organizations are generally interested in diversity, however they feel the organization's engagement with diversity practices is not sufficient. The findings of this study could be used as a tool for organizations to reevaluate their diversity practices and to ensure that they are creating an equitable workplace. / Master of Arts / The inequalities caused by racism and the systematic oppression of African Americans in the United States are present in many areas of contemporary American life. African Americans are still faced with problems that stem from the country’s past with race and are affected by these problems in many ways. One area that African Americans must deal with race is the workplace. The inequalities that were created in the past have caused race to play a significant role in the way that African Americans experience the workplace. This study explored the experiences of African American professionals in the workplace and the way they perceive race to play a role in shaping their organization’s culture. The findings of the study explain that African American professionals perceive that race has a definite effect on their organization’s culture. The professionals believe that their organizations have a general interest for diversity, but they have not adequately addressed the lack of racial and ethnic diversity in the workplace. They reported that the organizations are inclusive and provide an environment where they can be productive and develop professionally. Today’s organizations have made a step in the right direction of diversity, but there is much work left to do.