Dans le cadre de son travail, un psychologue organisationnel peut être appelé à jouer plusieurs rôles dans une organisation, dont celui de consultant pour faciliter un changement. Pour être efficace, il met en action des habiletés à deux niveaux, sur le plan du contenu de la problématique et pour les aspects relationnels entre les membres du système client et lui. Tout comme l'ont affirmé plusieurs auteurs en psychologie organisationnelle (Block, 2000; Kampa-Kokesch & Anderson, 2001; Kurpius, Fuqua, & Rozecki, 1993; Lescarbeau, Payette, & St-Arnaud, 2003; Lippitt & Lippitt, 1980; Schein, 1999), l'alliance de travail entre le consultant et le client est un élément essentiel à la réalisation efficace et à la réussite d'une démarche de consultation. Cette relation, surtout lorsqu'elle est de bonne qualité, lui permet entre autres, d'obtenir de l'information à propos de la problématique de l'organisation. Même si les écrits en psychologie organisationnelle abordent parfois cette relation client-consultant, cette variable a peu fait l'objet de recherches empiriques dans le contexte organisationnel. Une description et une compréhension floues, rendent pertinent le questionnement au sujet de la nature de cette relation. Pour mieux comprendre cette relation, cette recherche s'inspire des travaux sur un concept apparenté, l'alliance thérapeutique. Ainsi, cette étude de type exploratoire vise à comprendre l'alliance de travail qui existe entre un consultant et son client dans un contexte organisationnel en questionnant a) les caractéristiques de la relation client-consultant en contexte d'intervention dans une organisation, b) les indicateurs de mesure de la qualité de l'alliance de travail et c) l'impact de la qualité de l'alliance de travail sur les résultats de la consultation. Puisque des études sur cette relation réalisées dans le contexte de psychothérapie (Brossart, Willson, Patton, Kivlighan, & Multon, 1998; Castonguay, Constantino, & Holtforth, 2006), démontre que la vision de l'alliance de travail chez les clients et les consultants est quelque peu différente, les membres de sept dyades de client-consultant impliquées dans une intervention de consultation organisationnelle ont participé à cette recherche. Des entrevues individuelles semi-structurées d'une durée moyenne de 65 minutes ont été réalisées. L'analyse thématique de ces entrevues comporte plusieurs étapes : lecture de la transcription de chaque entrevue, subdivision de la transcription en unités de sens, thématisation en continu, construction de deux arbres thématiques et mise en relation ainsi qu'interprétation des thèmes des arbres thématiques en fonction des questions de recherche. Les 14 participants ont identifié huit caractéristiques à l'alliance de travail en fonction de deux dimensions : 1) contractuelle, dans le cas d'une relation de confiance, de partenariat et professionnelle et 2) affective, dans celui d'une relation ouverte, transparente, agréable, stimulante et loyale. Ils ont aussi lié à ces caractéristiques des indicateurs de mesure se regroupant en sept catégories soit associés à la communication, aux attitudes, aux tâches associées au mandat, à l'impact du consultant, à l'atmosphère des rencontres, à la chimie des caractéristiques individuelles et aux bénéfices perçus. À l'aide des indicateurs de mesure, il est possible d'évaluer le degré de présence de chaque caractéristique permettant ensuite de classer l'alliance de travail selon quatre types : absente ou mauvaise, correcte, plaisante et exceptionnelle. Finalement, selon les participants, la qualité de l'alliance de travail a de l'impact sur les résultats de la démarche de consultation. Une alliance de travail de qualité permettrait non seulement d'atteindre les résultats attendus mais de les dépasser. Ainsi, les solutions identifiées seraient de meilleure qualité et plus adéquates en fonction du contexte du client. La présente étude permet d'avoir une meilleure connaissance de l'alliance de travail en contexte organisationnel par rapport à ce qui la définit ainsi que pour en mesurer sa qualité et son impact. Ainsi, la prise en compte de ces connaissances par les consultants pourra améliorer leur pratique.

Background In 2010, a pilot program was implemented by the Medication Assessment Consultants (MAC) to provide comprehensive medication management (CMM) services to patients in the community of Saskatoon, Saskatchewan. Clinical pharmacists working as consultants, independent of any retail pharmacy or health system organization, delivered the program. The goal of the MAC CMM service was to optimize therapeutic outcomes for individual patients through improved medication use, and to reduce the risk of adverse drug reactions (ADRs). Purpose The purpose of this study was to evaluate the independent consultant pharmacist model for delivering comprehensive medication management (CMM) services employed by the Medication Assessment Consultants (MAC) pilot program. Methods A program evaluation was performed on MAC, consisting of a document review of program materials (e.g., MAC Policy and Procedure Manual, electronic patient records) along with stakeholder interviews. The document review consisted of the collection of existing MAC documents, followed by an analysis of the information contained within each document. Patients, physicians and MAC staff were interviewed using a semi-structured interview approach. Patient and physician interviews were conducted by phone and by an interviewer external to the study. Interviews were continued until saturation was reached. The MAC staff was interviewed in person by the investigator. All interviews were recorded and transcribed verbatim. Thematic analysis was used to identify common themes by having three individuals independently review each group of stakeholder interview transcripts. Results During the 17-month pilot, 53 patients were referred to MAC, mostly from family physicians (79.2%). Patients were elderly (mean 71 years) and mostly female (67.9%). On average, patients were taking 13.3 medications and had 9.2 medical conditions. For the 42 patients for whom an assessment was completed, an average of 5.1 drug therapy problems (DTPs) per patient was identified. The document review revealed that MAC did not achieve all of its internal program objectives (e.g., to generate a consistent flow of patient referrals; to promote the service to physicians and patients; and to improve medication-related short-term outcomes for patients). All three interview groups reported a high level of satisfaction and support for the program. Interviewees described various ways in which they felt that they benefitted from the program, including medication regimen optimization (patients), support in dealing with complex medication regimens (physicians), and a strong sense of personal and professional satisfaction and fulfilment (MAC staff). The evaluation of the MAC program resulted in the identification of several program strengths (e.g., a strong, well-defined patient care process; an accessible service location; MAC pharmacist mentorship and support program), along with opportunities for improvement (e.g., expanded promotional activities; administrative support for the program; implementation of a formal satisfaction survey to obtain regular feedback from key stakeholders). Conclusion The results of this study suggest the independent consultant pharmacist model for the provision of CMM services has potential to be utilized as a new service delivery model (in addition to community pharmacies and primary health care teams) to provide CMM services in the primary health care system (PHCS). The study findings have identified several strengths and opportunities for improvement, which may be useful for future attempts at implementing the CMM service model.

Depuis quelques décennies, la consultation en contexte organisationnel constitue une pratique professionnelle importante. L’efficacité de la consultation est l’un des enjeux de la pratique tant pour les clients que pour les consultants. Certains auteurs ont développé des modèles pour comprendre le processus de consultation et ses composantes. La documentation sur l’efficacité de la consultation fait ressortir la contribution de la relation client-consultant comme facteur explicatif. Toutefois, peu d’études se sont penchées sur le lien statistique entre la relation client-consultant et l’efficacité de la consultation comme pratique globale. Cette recherche s’intéresse à la relation client-consultant telle qu’exprimée par ses activités (variable indépendante) et à leurs portées sur l’efficacité de la consultation organisationnelle (variable dépendante) telle qu’évaluée par des clients. Les bases théoriques et empiriques en contextes clinique et organisationnel portent à croire qu’il existe une relation positive significative entre ces deux variables. Ainsi, pour cette étude, une hypothèse est posée : les activités de la relation client-consultant sont en relation de façon positive avec l’efficacité de la consultation telle qu’évaluée par le client. Cette étude a été menée auprès de 88 clients. Les données utilisées pour cette étude ont été recueillies en un seul temps de mesure avec deux instruments combinés dans le questionnaire CERCC-CL édité sur Internet, via Survey Monkey, et crypté pour assurer la sécurité et la confidentialité des données. Les résultats révèlent que la relation se décline en quatre dimensions : 1) entente professionnelle; 2) réciprocité; 3) soutien du consultant et 4) compatibilité personnelle. L’hypothèse est en grande partie corroborée; trois dimensions de la relation, soit (1) entente professionnelle, (2) réciprocité et (4) compatibilité personnelle, influencent la qualité d’une démarche de consultation, l’un des deux critères de l’efficacité et l’efficacité de la consultation dans sa globalité. La compatibilité personnelle (4) influence les résultats à valeur ajoutée, le second critère de l’efficacité. Le score global de la relation client-consultant permet de prédire de façon significative les deux facteurs d’efficacité de la consultation et l’efficacité globale. L’ensemble de ces résultats apporte un premier éclairage sur la contribution potentielle de deux nouveaux questionnaires permettant au client et au consultant de s’évaluer en cours de processus ou à la fin de celui-ci. Les résultats contribuent surtout à la considération et à une meilleure compréhension de l’importance de la relation client-consultant pour expliquer l’efficacité d’une intervention. La relation client-consultant selon la perspective du client, principal acteur à satisfaire, favorise une vision positive du mandat. Pour le consultant, cette étude fait valoir l’importance de miser et de parfaire ses habiletés relationnelles indépendamment de son domaine d’expertise s’il veut être efficace dans sa pratique de la consultation.

<p>Across the world, the global economy that is emerging since the last decade of the 20^th century has resulted in levels of complexity within the business environment, organization are undergoing changes in different form in response to a global competitive business environment. This business environment characterized by uncertainty, increasing risk and decreasing forecast ability may requires a new managerial mindset focused on flexibility, creativity, innovation and possible transformation (Crossan et al. 2008; Wu et al. 2007).<p>The research study is stimulated within the management and development process in the organization that help leader think and work toward transformative possibilities, for organization to achieve effectiveness it is crucial that the unique talent of its employees be developed and utilized. Furthermore, organization involved in adapting, recreating and transformation might require a leader with transformative behaviors. However, the possibility of the leaders’ lack of time and knowledge in implementing his or her vision may require the organization to external sources and competences such as the consultant (Ciulla. 2004; Liden et al. 2008)</p><p>The objective of the study is to understand the nature of transformation within organization, the processes involved and the possible roles consultants might play if any within the processes that lead to transformative possibilities.</p><p>The theoretical framework of the research is built on the many researches by Bass (1998), Bass & Riggio (2006),Northouse (2004) of transformational leadership as an effective leadership development in the full range leadership model. The research methodology was qualitative by means of the grounded theory approach, case interviews of two consulting firms in Sweden was made. Unstructured open ended interview was conducted with four respondents.</p><p>The empirical data analysis shows that consultants are involved in the transformational leadership processes within organization with the consultant being aware or not as a result of the peculiarity of the Swedish management style that embodies traits suitable and compatible with transformational leadership concept.</p><p>In conclusion, there are many processes that the consultant can be useful within the organization in achieving effectiveness and the consultant may play different roles in different context within the processes of transformational leadership.</p></p>

Problem: Today a brand means more than just an image or logo. Employees often see themselves as the brand and feel a connection to it. Since a brand is representing and telling us something about the company and its consultants, it is important to describe what is contributing to eventual brand identity solidarity or why critical differences are occurring. An internal shared understanding about brand identity between employees and brand leadership can result in achieving organizational goals. Companies that would like to signify to their customers what their brand identity is and what it stands for, have to start within the company. Therefore before signifying to their customers, the company have to make sure that their own employees understand what their brand identity stands for and what it is, which the problematization in this study is. Purpose: The purpose is to explore and describe the company’s main brand identity by interpreting the consultants’ and the brand leadership’s perceptions and associations about the brand identity. Methods: The empirical approach is based on interviews with consultants and brand leadership. To analyze the empirical results we have gathered information about the topic via literatures, journals and articles that explain the main ideas in brand identity. Conclusions: When analyzing the results, we have identified how the consultants and the brand leadership differ in their perceptions and associations in their brand identity. Based on the results we have obtained different answers with similar contents that helped us to identify their main brand identity.

Titel: Redovisningskonsulternas arbete - hur har det påverkats av revisionspliktens avskaffande? Nivå: Kandidatuppsats i ämnet företagsekonomi, redovisning och revision, 15 Hp, FÖA300 Författare: Jenny Barkman Lövdal, Maarit Jansson, Cholticha Pruekwatcharakun Handledare: Ulla Pettersson  Datum: 31 maj 2012 Problemformulering: Revision har genomgått lagändringar under en lång tid och kravet på kunskap om revision har ändrats i takt med detta. År 2010 infördes en lagstiftning om avskaffande av revisionsplikt för små bolag i Sverige, vilket ökade efterfrågan på redovisningskonsulter. För att ta redan på vilka konsekvenser det fört med sig har följande frågor formulerats: Har redovisningskonsulternas uppdrag ökat i antal och omfattning?  Har branschorganisationerna SRF och FAR påverkat kompetenskravet på redovisningskonsulterna?  Har kontrollen av redovisningskonsulternas kunskap och arbete ändrats? Syfte: Huvudsyftet med denna uppsats är att undersöka hur de valda redovisningskonsulterna anser att avskaffandet av revisionsplikten påverkat deras uppdrag, arbetsuppgifter, kunskapskrav och kontrollen av detta. Delsyftet med studien är att ta redan på hur SRF och FAR, men även de valda revisorerna uppfattar förändringarna av avskaffandet av revisionsplikten i avseende redovisningskonsultens uppdrag. Metod: Genom att studera teori och insamlad data från både personliga och nätbaserade intervjuer får vi en kvalitativ undersökning som leder till pålitliga och relevanta slutsatser.  Empiri: Intervjusvaren vi fått från redovisningskonsulter, revisorer och representanter för branschorganisationen presenteras genom en sammanställning för varje yrkesgrupp. Slutsats: Vår slutsats är att det är för tidigt att uttala sig om hur vida redovisningskonsulternas uppdrag har ökat i antal och omfattning, att branschorganisationerna har påverkat kompetenskravet genom införandet avReko och auktorisationer och att kontrollen av redovisningskonsulternas kunskap och arbete har ökat. Nyckelord: Redovisningskonsult, revisor och revisionspliktens avskaffande. / Title: The accounting consultants work - how has it been influenced by the abolition of audit requirement? Level: Final assignment for Bachelor Degree in Business Administration, accounting and auditing, 15 ECTS, FÖA300 Author: Jenny Barkman Lövdal, Maarit Jansson, Cholticha Pruekwatcharakun Supervisor: Ulla Pettersson Date:  31st May 2012 Problem description: The audit has undergone changes in the law during a period of time. The essential knowledge of the auditor would be changed based on the law changes. The law that carried out recently (2010) through the abolition of mandatory auditing for small companies in Sweden, increasing demand on accounting consultants. To find out which are entailed consequences, the following questions are formulated: Have the accounting consultants assignments increased in quantity and scope?  Have the professional institutes of SRF and FAR influenced knowledge requirement for the accounting consultants? Has the control of the accounting consultant's knowledge and work changed? Purpose: The main purpose of this paper is to investigate how the selected accounting consultant’s consider that the abolition of the audit requirement has affected theirs knowledge and work, as well as the control of those. The aim of this study is to find out not only how the selected auditors but also how SRF and FAR perceive the changes of the abolition of the audit requirement considering on accounting consultant's duties. Method: A qualitative research is used to study various theories. Collecting data from questionnaires and interviews lead to find out reliable and relevant conclusions. Empirical: A statement of each occupational group will present the answers that are collected from accounting consultants, auditors and the representatives of the professional institute. Conclusion: It is too early to express an opinion regarding an increase of assignments for accounting consultants. The professional institutes of SRF and FAR have affected the skill requirements for the accounting consultants through the introduction of Reko and authorizations. The essential knowledge and profession of accounting consultants has increased. Keywords: Accounting consultant, auditor and the abolition of mandatory auditing.

Across the world, the global economy that is emerging since the last decade of the 20th century has resulted in levels of complexity within the business environment, organization are undergoing changes in different form in response to a global competitive business environment. This business environment characterized by uncertainty, increasing risk and decreasing forecast ability may requires a new managerial mindset focused on flexibility, creativity, innovation and possible transformation (Crossan et al. 2008; Wu et al. 2007).The research study is stimulated within the management and development process in the organization that help leader think and work toward transformative possibilities, for organization to achieve effectiveness it is crucial that the unique talent of its employees be developed and utilized. Furthermore, organization involved in adapting, recreating and transformation might require a leader with transformative behaviors. However, the possibility of the leaders’ lack of time and knowledge in implementing his or her vision may require the organization to external sources and competences such as the consultant (Ciulla. 2004; Liden et al. 2008) The objective of the study is to understand the nature of transformation within organization, the processes involved and the possible roles consultants might play if any within the processes that lead to transformative possibilities. The theoretical framework of the research is built on the many researches by Bass (1998), Bass &amp; Riggio (2006),Northouse (2004) of transformational leadership as an effective leadership development in the full range leadership model. The research methodology was qualitative by means of the grounded theory approach, case interviews of two consulting firms in Sweden was made. Unstructured open ended interview was conducted with four respondents. The empirical data analysis shows that consultants are involved in the transformational leadership processes within organization with the consultant being aware or not as a result of the peculiarity of the Swedish management style that embodies traits suitable and compatible with transformational leadership concept. In conclusion, there are many processes that the consultant can be useful within the organization in achieving effectiveness and the consultant may play different roles in different context within the processes of transformational leadership.

Background: Development of technologies and high pace of changes made a modern organization highly dependent on the expertise and assistance of technology specialists. To be able to compete and be cost efficient, but at the same time be on the cutting-edge of technology development, is an essential requirement for doing business in the contemporary world. Moreover, this requirement became a solid ground for the emergence of a technical consulting industry and a new type of human resources - technical consultants. On the one hand, technical consultants are the main resources of technical consulting organizations, but on the other hand, technical consultants can cause harm to technical consulting organization, particularly, in the case of voluntary turnover. Aim: Through the qualitative analysis of the four technical consultants’ voluntary turnover stories in Sweden and based on the literature review, this master thesis opens up the door to the world of technical consultants. The aim of this work is to seek new insights into the problem of voluntary turnover in a new context of technical consultants and discover what role multiple identities and perceived promises play in voluntary turnover decision. Results: Technical consultants are a type of knowledge workers with non-traditional work arrangements. Empirical evidence demonstrates that technical consultants’ decision to quit can be described using "Eight motivational forces", but the framework should be extended, due to developing multiple identities and receiving perceived promises from multiple sources.

Current literature regarding quality health services frequently identifies interprofessional collaboration (IPC) as essential to patient-centred care, sustainable health systems, and a productive workforce. The IPC literature tends to focus on interprofessionalism and collaboration and pays little attention to the concept of practice, which is thought to be a represented world of objects and processes that have pre-given characteristics practitioners can know cognitively and apply or manage correctly. Many strategies intended to support IPC simplify and codify the complex, contested, and unpredictable day-to-day interactions among interdependent agents that I argue constitute the practices of a community. These strategies are based in systems thinking, which understand the system as distinct from experience and subject to rational, linear logic. In this thinking, a leader can step outside of the system to develop an ideal plan, which is then implemented to unfold the predetermined ideal future. However, changes in health services and healthcare practices are often difficult to enact and sustain.This thesis problematises the concept of ‘practice’, and claims practices as thoroughly social and emergent phenomenon constituted by interdependent and iterative processes of representation (policies and practice guidelines), signification (sense making through negotiation and reflective and reflexive practices), and improvisation (acting into the circumstances that present at the point and in the moments of care). I argue that local and population-wide patterns are negotiated and iteratively co-expressed through relations of power, values, and identity. Moreover, practice (including the practice of leadership or consulting) is inherently concerned with ethics, which I also formulate as both normative and social/relational in nature. I argue that theory and practice are not separate but paradoxical phenomena that remain in generative tension, which in healthcare is often felt as tension between what we should do (best practice) and what we actually do (best possible practice in the contingent circumstances we find ourselves in). I articulate the implications this has for how knowledge and knowing are understood, how organisations change, and how the role of an internal practice consultant is understood. An important implication is that practice-based evidence and evidence-based practice are iterative and coexpressed(not sequential), and while practice is primordial, it is not privileged over theory.I propose that a practice consultant could usefully become a temporary participant in the practices of a particular community. Through a position of ‘involved detachment’, a consultant can more easily notice and articulate the practices of a community that for participants are most often implicit and taken for granted. Reflective and reflexive consideration of what is taken for granted may change conversations and thus be transformative.

Background Small and medium businesses (SME) are important elements in the strategies of economic growth and improvement. The SME have played a great role in regional and global economic recovery during many years and thus they are very desirable. Small business leaders have to fulfil a wide range of roles and responsibilities however, the most important role being the leader role. Valdiserri (Valdiserri and Wilson, 2010) stated that poor leadership is one of the main failure reasons for small businesses. Furthermore, different countries may have different leadership styles and culture. Aim The purpose of this thesis is to identify the differences between the leadership styles in small technical companies in Sweden, an industrialized country, and Jordan, a developing country Method We adopted the study case method to study the leadership style in small companies. Through pre-defined questionnaire surveys, the leaders of eight small businesses (four companies in Sweden and four in Jordan) were asked to answer multifactor questions. We then studied the answers based on three situational leadership models. The situational methods used in our study were the Fiedler model, the normative model and the SLII model. The answers were then analysed in order to determine the current as well as the appropriate leadership style based on the models. Results In brief, our study identified several examples of different leadership styles in various situations in small companies and presented the most suitable leadership in those situations. The thesis also shed light on differences in small technical company leadership in Sweden and Jordan. The analysis of the case studies of the studied companies showed that the situational leadership methods could be used in small companies. The study concluded that in order to identify the leadership style, more than one model had to be used. In general, the leadership style in the Swedish companies matched the recommended leadership style. The Jordanian companies’ leadership style however did not match the recommended leadership style. The models in our framework also revealed the reasons behind and also proved to be valuable tools in recommending the suitable leadership style for all companies. The used models in our thesis however lacked the appropriate tools to explain the differences between the Swedish and Jordanian companies. The differences are thought to be due to cultural aspects, however, these models does not take in account the cultural aspect nor the size of the companies, an issue pointed out by Gary (Yukl, 2002). Conclusion The situational leadership style model was shown to be fully applicable in our case study as in previous literature. The conducted study suggested that more than one model had to be used in order to identify the suitable leadership style. Interestingly, the models used were clearly applicable in Middle East companies. This was, to our knowledge, the first time these models were used in Middle East countries when studying leadership style. Furthermore, the studied situational leadership style showed a clear difference in leadership between Sweden and Jordan. The models recommended a participative style in the small technical companies both in Sweden and Jordan. However, the current practiced leadership style in the Jordan companies were not exhibiting the recommended leadership style. Interviewing the leaders in the Jordanian companies gave us a hint that this difference could be due to cultural differences. The cultural differences must thus be born in mind when interpreting the data and trying to understand the reasons behind the results when studying these models. The Jordanian companies used more power leadership (telling leadership) than their Swedish counterparts who exhibited a participating leadership. According to (Hofstede, 1991) leadership in Arab culture show higher power distance than in Nordic companies. Our results thus coincide with previous studies. However more studies need to be made in order to draw conclusions on whether this is a common phenomenon in all Jordanian or Middle East companies and our thesis present an interesting pilot study in this regard.