<p><p>In this paper, we have studied the consequences of the bureaucratic or-ganizational structure for the individual- and holistic perspective pre-scribed in the Swedish legislation for social work. We have asked what consequences bureaucratic organizational structure in Max Weber’s terms can have for the individual and how it can affect the street level bureaucrats’ work performance. This is a theoretical study using and comparing earlier theoretical and empirical studies. Several organizational aspect of bureaucracy, listed and discussed in this study, makes it more difficult to implement the prescribed individual- and holistic perspective. At the same time it is demonstrated that the very same organizational features gives the street level bureaucrats the tools to an administrative fast and effective process. Bureaucracy can also create loyalty-bonds, demonstrated in this study, which render possible a structure where one closes the eyes to eventual moral dilemmas that may have negative consequences for the client.</p></p>

<p>During half a century the society has been changed from an industrial to knowledge-driven society. Industry companies have standardized requirements and companies that works with development in production has unique qualifications. The public employment office was created during a time that each tailored to then general requirements were dominating and the adaptation average appropriate worker and appropriate work where general. When the monopoly was stopped, crew companies begun to settle down on the market that flexibly adapt themselves to carried out now specialized needs that require sophisticated adaptation average work and job seekers. Companies lose the confidence for the public employment office and politicians threaten the organization with big closure. If the public employment office can continue to exist the adaptation of the average appropriate work and appropriate job seeker must function better. This led to the essay's aim: Which differences are between the public employment office and the private employment offices with respect to change ability?</p><p>In order to reply to the aim deductive run-up and qualitative survey method with semi structured interviews on a public employment office and private employment office were used. A higher manager and two section managers were interviewed on the public employment office and a manager on Adecco with snowball selection stem to get higher results that otherwise could not have been possible.</p><p>The result showed that the public employment office is devoting too much time to administrative information and meetings that instead would give results through communicating with carried out. But the personnel is motivated and becomes encouraged to giving new proposals, but that the legislation does not permit all changes. The crew company Adecco is a profit driven company that aims itself on profitable trade groups and does not have an extensive legislation what do that changes easy can come to levels. A lot of resources are imposed carried out and the adaptation goes good.</p><p>The conclusion is drawn that the public employment office can deliver a customer value to carry out. In order to that all companies will experience a value the public employment office also needs to concentrate against companies that require university graduates.</p> / <p>Under ett halvt sekel har samhället förändrats från industrisamhälle till kunskapssamhälle. Industriföretag har standardiserade krav och företag som sysslar med produktionsutveckling har unika kvalifikationer. Den offentliga arbetsförmedlingen skapades under en tid som var anpassad till då generella krav var dominerande och anpassningen mellan lämplig arbetare och lämpligt arbete var generell. När monopolet avvecklades började bemanningsföretag etablera sig på marknaden som flexibelt anpassar sig till företagens numera specialiserade behov som kräver förfinad anpassning mellan arbete och arbetssökande. Företag mister förtroendet för den offentliga arbetsförmedlingen och politiker hotar organisationen med stora nedläggningar. För att den offentliga arbetsförmedlingen skall kunna fortsätta existera måste anpassningen mellan lämpligt arbete och lämplig arbetssökande fungera bättre. Allt detta ledde fram till uppsatsens syfte: Vilka skillnader finns mellan den offentliga arbetsförmedlingen och de privata arbetsförmedlingarna med avseende på förändringsförmåga?</p><p>För att svara på syftet användes deduktiv ansats och kvalitativ undersökningsmetod med semistrukturerade intervjuer på en offentlig arbetsförmedling respektive privat arbetsförmedling. En högre chef och två mellanchefer intervjuades på den offentliga arbetsförmedlingen samt en chef på Adecco med snöbollsurval för att få fram högre resultat som annars inte hade varit möjligt.</p><p>Resultatet gav att inom den offentliga arbetsförmedlingen ägnas allt för mycket åt administrativa uppgifter och möten som istället skulle ge resultat genom att kommunicera med företagen. Men personalen är motiverad och blir uppmuntrade till att ge nya förslag, men att regelverket inte tillåter alla förändringar. Bemanningsföretaget Adecco är ett vinstdrivande företag som inriktar sig på lönsamma yrkesgrupper och har inte ett omfattande regelverk vilket gör att förändringar lätt kan komma till stånd. Mycket resurser läggs på företagen och anpassningen går bra.</p><p>Slutsatsen dras att den offentliga arbetsförmedlingen kan leverera ett kundvärde till företagen. För att alla företag skall uppleva ett värde behöver den offentliga arbetsförmedlingen även inrikta sig mot företag som kräver akademiker.</p>

During half a century the society has been changed from an industrial to knowledge-driven society. Industry companies have standardized requirements and companies that works with development in production has unique qualifications. The public employment office was created during a time that each tailored to then general requirements were dominating and the adaptation average appropriate worker and appropriate work where general. When the monopoly was stopped, crew companies begun to settle down on the market that flexibly adapt themselves to carried out now specialized needs that require sophisticated adaptation average work and job seekers. Companies lose the confidence for the public employment office and politicians threaten the organization with big closure. If the public employment office can continue to exist the adaptation of the average appropriate work and appropriate job seeker must function better. This led to the essay's aim: Which differences are between the public employment office and the private employment offices with respect to change ability? In order to reply to the aim deductive run-up and qualitative survey method with semi structured interviews on a public employment office and private employment office were used. A higher manager and two section managers were interviewed on the public employment office and a manager on Adecco with snowball selection stem to get higher results that otherwise could not have been possible. The result showed that the public employment office is devoting too much time to administrative information and meetings that instead would give results through communicating with carried out. But the personnel is motivated and becomes encouraged to giving new proposals, but that the legislation does not permit all changes. The crew company Adecco is a profit driven company that aims itself on profitable trade groups and does not have an extensive legislation what do that changes easy can come to levels. A lot of resources are imposed carried out and the adaptation goes good. The conclusion is drawn that the public employment office can deliver a customer value to carry out. In order to that all companies will experience a value the public employment office also needs to concentrate against companies that require university graduates. / Under ett halvt sekel har samhället förändrats från industrisamhälle till kunskapssamhälle. Industriföretag har standardiserade krav och företag som sysslar med produktionsutveckling har unika kvalifikationer. Den offentliga arbetsförmedlingen skapades under en tid som var anpassad till då generella krav var dominerande och anpassningen mellan lämplig arbetare och lämpligt arbete var generell. När monopolet avvecklades började bemanningsföretag etablera sig på marknaden som flexibelt anpassar sig till företagens numera specialiserade behov som kräver förfinad anpassning mellan arbete och arbetssökande. Företag mister förtroendet för den offentliga arbetsförmedlingen och politiker hotar organisationen med stora nedläggningar. För att den offentliga arbetsförmedlingen skall kunna fortsätta existera måste anpassningen mellan lämpligt arbete och lämplig arbetssökande fungera bättre. Allt detta ledde fram till uppsatsens syfte: Vilka skillnader finns mellan den offentliga arbetsförmedlingen och de privata arbetsförmedlingarna med avseende på förändringsförmåga? För att svara på syftet användes deduktiv ansats och kvalitativ undersökningsmetod med semistrukturerade intervjuer på en offentlig arbetsförmedling respektive privat arbetsförmedling. En högre chef och två mellanchefer intervjuades på den offentliga arbetsförmedlingen samt en chef på Adecco med snöbollsurval för att få fram högre resultat som annars inte hade varit möjligt. Resultatet gav att inom den offentliga arbetsförmedlingen ägnas allt för mycket åt administrativa uppgifter och möten som istället skulle ge resultat genom att kommunicera med företagen. Men personalen är motiverad och blir uppmuntrade till att ge nya förslag, men att regelverket inte tillåter alla förändringar. Bemanningsföretaget Adecco är ett vinstdrivande företag som inriktar sig på lönsamma yrkesgrupper och har inte ett omfattande regelverk vilket gör att förändringar lätt kan komma till stånd. Mycket resurser läggs på företagen och anpassningen går bra. Slutsatsen dras att den offentliga arbetsförmedlingen kan leverera ett kundvärde till företagen. För att alla företag skall uppleva ett värde behöver den offentliga arbetsförmedlingen även inrikta sig mot företag som kräver akademiker.

In this paper, we have studied the consequences of the bureaucratic or-ganizational structure for the individual- and holistic perspective pre-scribed in the Swedish legislation for social work. We have asked what consequences bureaucratic organizational structure in Max Weber’s terms can have for the individual and how it can affect the street level bureaucrats’ work performance. This is a theoretical study using and comparing earlier theoretical and empirical studies. Several organizational aspect of bureaucracy, listed and discussed in this study, makes it more difficult to implement the prescribed individual- and holistic perspective. At the same time it is demonstrated that the very same organizational features gives the street level bureaucrats the tools to an administrative fast and effective process. Bureaucracy can also create loyalty-bonds, demonstrated in this study, which render possible a structure where one closes the eyes to eventual moral dilemmas that may have negative consequences for the client.

The purpose of this thesis was to examine the municipal guidelines regarding the construction of the prerequisite "other living expenses", and how the construction of the prerequisite was constructed in relation to the legislation. The sample of the thesis was the municipalities in Stockholm’s county. The empirical result was compiled with the hermeneutical method, and analyzed through a legal perspective and three different theoretical perspectives, as well as compared with previous studies. The theoretical perspectives were legal pluralism, bureaucracy, legitimacy and rule of law. The results of the thesis pointed out differences between the municipalities concerning the assessment of social assistance to purposes included in "other living expenses". The differences that appeared in the thesis was due to that the social services act is as a framework law, which allows local adjustments and has a general construction with vague concepts. The differences between municipalities make the administration of the social assistance turn out different for the client depending in which municipality he/she lives in. The results of the thesis showed that municipal guidelines did neither contribute to uniform the assessment of social assistance in Sweden, as intended nor raised the rule of law.

How does public authority maintain their legitimacy in society? According to theory of institutional adjustment they maintain their authority by adapting to different criteria and modern trends society. One most famous social trend in Sweden has for the last decades been NPM, which shortly means adjusting the organization by making it more like the private sectors companies. This could mean adjusting the entire organization or just taking small influences. Large institutions in the public sector are by mostly related to something rigid and unchanging, but the research declares that even large institutions adapt their structure to maintain legitimacy. This means they only partly change the formal administration to be presented to the public but remain the same in informal structures. Research also tells that some administrations partly change by adjusting the trends to their specific purpose and profession. Riksdagsförvaltningen is the public administration of the Swedish Parliament and is one of the largest institutions in Swedish public sector. The question of this thesis is how does Riksdagsförvaltningen as an institution with such closeness to the political structure of parliament adapt to modern trends or why not? Could the institutional adjustment be affected by its purpose and profession? In this thesis managers in Riksdagsförvaltningen have been interviewed for investigating this question in a qualitative content analysis. The conclusion is that Riksdagsförvaltningen may adjust their formal administration while the mentality and organizational culture of the institution remain the same. It also adapts specific trends to fit its purpose by remaining as a traditional bureaucracy and bringing in ideals from NPM. The closeness to the parliament creates a complicated situation to both pleasure the members of parliament and maintain the values of the administration.

Denna masteravhandling är en undersökning av min professionsidentitet som administratör vid en konstnärlig högskola, där jag utforskar vilka handlingsutrymmen som finns för mina erfarenheter och mitt omdöme som statlig tjänsteman. Mitt syfte är att undersöka vad som formar och styr medarbetares roller och positioner på en konstnärlig högskola, både för de som verkar inom verksamhetsstödet och de som verkar inom kärnverksamheten. Hur uppfattar de sin egen och andras professionsidentitet och uppdrag? Finns det andra faktorer, än yrkeskategori, som påverkar medarbetarnas omdöme och handling och vad kan det i så fall utgöras av? Finns det sociala strukturer på såväl makroplan som inom individuella professionsidentiteter som påverkar den enskildes uppfattning av lojalitet och plikt inom sitt statliga uppdrag på en konstnärlig högskola? Vilka möjligheter och handlingsutrymmen har den enskilde medarbetaren att tillföra sina egna erfarenheter och omdömen?   I min masteravhandling framgår att en diskrepans kan uppstå mellan uppdraget och de egna föreställningarna om yrkesidentiteten. Det är faktorer som kan upplevas som en outtalad maktkamp, ett spänningsfält, mellan framför allt den konstnärliga kärnverksamheten och det förvaltande verksamhetsstödet. De teoretiker jag använder mig av i analysen är framförallt Hannah Arendt och Pierre Bourdieu. I min analys lyfter jag fram vikten av att utrymme ges för den kritiska reflektionen i den enskilda medarbetarens yrkesutövning. / This master's thesis is a study of my professional identity as an administrator at an art college, where I explore the scope for action for my experiences and my judgment as a government official. My purpose is to investigate what shapes and governs employees' roles and positions at an artistic university, both for those who work in business support and those who work in core business. How do they perceive their own and others' professional identity and mission? Are there factors other than occupational category that affect employees' judgment and action, and if so, what do they consist of? Are there social structures on a macro level, as well as within individual professional identities, that affect the individual's perception of loyalty and duty within his or her state assignment at an artistic university? What opportunities and scope for action does the individual employee have to add their own experiences and assessments? In my master's dissertation it appears that a discrepancy can arise between the assignment and one's own ideas about professional identity. These are factors that can be experienced as an unspoken power struggle, a field of tension, between the artistic core business and the administrative business support, above all. The theorists I refer to in the analysis are mainly Hannah Arendt and Pierre Bourdieu. In my analysis, I highlight the importance of providing space for the critical reflection in the individual employee's professional practice. / <p>Författaren är anställd som Utbildningsadministratör vid Institutionen för scenkonst. Stockholms konstnärliga högskola.</p>

This thesis explores attitudes towards Artificial Intelligence within the Swedish Public healthcare system. The goal of the study was to attain a deeper understanding of how hospitals and healthcare officials perceive and think about the technology and what it means to them in their professional life. Our primary data was collected from ten interviews conducted with decision-makers at Karolinska University Hospital in Stockholm and Akademiska University Hospital in Uppsala. The material was analysed through a discourse analysis, through which four themes were identified, each of which describes a notable attitude among the respondents and how they were manifested. The results show that earlier organizational structures and approaches are more important to the organization members’ sense-making process, than the sense-making process of new technological innovations and implementation. Decision-makers' attitudes towards AI have less to do with the technology itself and more with how they perceive their organizations and what it means to perform healthcare. Furthermore, the results also show that pre-set notions and attitudes about how healthcare should be conducted affects implementation and use of AI in the healthcare sector. This thesis contributes by highlighting a social perspective of AI in healthcare and demonstrates that AI is more than just a technological phenomenon. / Denna uppsats undersöker attityder gentemot artificiell intelligens (AI) inom svensk sjukvård. Syftet med studien var att förstå hur beslutsfattare inom sjukvården uppfattar AI och vilka attityder de har gentemot teknologin. Vår primärdata samlades genom tio intervjuer med beslutsfattare på Karolinska Universitetssjukhuset i Stockholm och Akademiska Universitetssjukhuset i Uppsala. Materialet analyserades genom en diskursanalys som ledde fram till fyra olika teman där vardera tema beskriver en framträdande attityd hos respondenterna och hur dessa manifesteras. Resultatet visar att tidigare satta organisatoriska strukturer och förhållningssätt ger större mening för medlemmarna än vad nya teknologiska innovationer och implementeringar gör. Beslutsfattares attityder gentemot AI har mindre att göra med själva teknologin och mer med hur de uppfattar organisationen och vad det betyder att bedriva sjukvård. Därutöver visar resultatet att förinlärda idéer och attityder om hur sjukvård bör bedrivas, påverkar implementering och användning av AI inom vården. Denna uppsats bidrar med att belysa ett socialt perspektiv av AI i sjukvården och visar att det kan vara något mer än enbart ett tekniskt fenomen.

This thesis examines first-line managers' perceptions about their organizational prerequisites for trust-based governance and management through a case study within the municipality of Norrköping, focusing on the public home care organization. A qualitative research design was used in the thesis based on first-line managers perceptions of the organizational prerequisites for an ideal trust-based governance and management. The material has been analyzed through an ideal-type analysis based on central elements within the governing principles of market, bureaucracy, and trust. An overall picture gives the impression that the organizational prerequisites primarily is perceived as being well-functioning for the ideal of trust-based governance and management. It is also considered that certain organizational prerequisites are less well-functioning for the ideal. Furthermore, the thesis indicates certain organizational prerequisites which are seen as central to the ideal. This thesis provides some empirical evidence that a balance between the governing principles of market, bureaucracy, and trust is perceived as essential to achieve the ideal of trust-based governance and management in the given context. At the same time, the thesis indicates that a greater emphasis on trust as a governing principle is perceived as desirable to achieve the optimal balance for the ideal in the given context. In addition, the study depicts that there is some path dependence that affects the view of the organizational prerequisites for an ideal trust-based governance and management in the managerial role. This means that a legacy of market-inspired and bureaucratic instruments is perceived to prevent the trust-based management philosophy from having a greater impact on the organization.

Ausgehend von einer Analyse zweier Werken der Exilliteratur, Bertolt Brechts Dialogroman Flüchtlingsgespräche (1940/41) und Anna Seghers’ Erzählung Transit (1944), erforscht diese Arbeit das Thema ,Ordnung’ in diesen Texten. In beiden Darstellungen des Exils werden verschiedene Ordnungen dargestellt, deren Durchsetzung im Dasein der ExilantInnen besonders merkbar wird. Pässe und Papiere werden instrumental für die bürokratische Ordnung, die als zentrales Motiv vortritt. Als Hintergrund ist eine militärische Ordnung oder Logik identifizierbar, die mit der bürokratischen Kontrolle von Flüchtlingsströmen verbunden wird. Die ,Ordnungen’ werden in dieser Literatur herausgefordert; durch direkte satirische Kritik und durch die Darstellung militärischer und bürokratischer Logiken, die mit ,menschlichen’ Logiken unvereinbar werden. Die Werke thematisieren auch Nationalsozialismus und Patriotismus mit Bezug zur Exilsituation und zu den ,Ordnungen’, die diese Situation dominieren. / This article explores the theme of order (‘Ordnung’) in german ‘Exilliteratur’, with the examples of Bertolt Brecht’s dialogue novel Flüchtlingsgespräche and Anna Seghers’ novel Transit. Orders which are imposed on the refugee / expat are central in both these accounts of the exile experience. Both texts deal with the bureaucratic order as a central or main motive, for which passports and identity documents are instrumental. In addition, a military order can be identified as a background to the bureaucratic control of migrants and refugees. The literature challenges the ‘orders’ through satirical criticism and through the description of military and bureaucratic ‘logic’ which become incompatible with ‘human logic’. The works also bring up national-socialist ideology and patriotism in relation to the exile situation and to the ‘orders’ which dominate this situation.