Submitted by Marjorie Amaral (mrestrela@hotmail.com) on 2017-03-16T18:57:40Z No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Dissemina??oSeletivadaInformacao_2014.pdf: 2467233 bytes, checksum: cdb5c57cec93a26a30ee1bfbe0f087e2 (MD5) / Approved for entry into archive by clediane guedes (clediane@bczm.ufrn.br) on 2017-03-16T19:15:05Z (GMT) No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Dissemina??oSeletivadaInformacao_2014.pdf: 2467233 bytes, checksum: cdb5c57cec93a26a30ee1bfbe0f087e2 (MD5) / Made available in DSpace on 2017-03-16T19:15:05Z (GMT). No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Dissemina??oSeletivadaInformacao_2014.pdf: 2467233 bytes, checksum: cdb5c57cec93a26a30ee1bfbe0f087e2 (MD5) Previous issue date: 2014-09-24 / Apresenta as peculiaridades da Dissemina??o Seletiva da informa??o, servi?o que contribui para o compartilhamento de conte?do informacional personalizado, considerando a import?ncia da informa??o, vista como elemento chave na sociedade contempor?nea e que inspira desafios para sua gest?o. Seu objetivo principal foi investigar a constru??o de um modelo do servi?o de Dissemina??o Seletiva da Informa??o integrado ao SIGAA na UFRN com vistas a contribuir para que os docentes tenham informa??es atuais e relevantes ao seu dispor e fortale?am o processo de constru??o do conhecimento dos indiv?duos que a demandam. O recorte temporal feito na literatura para o desenvolvimento desta pesquisa compreendeu o per?odo de 1978 a 2014, permitindo a partir da sua apreens?o conceitual, melhor entendimento do processo de dissemina??o de informa??es para uma aplicabilidade eficaz da a??o proposta. Para tanto, a pesquisa assumiu uma abordagem qualitativa sendo classificada como do tipo explorat?ria e realizada por meio da estrat?gia metodol?gica da pesquisa-a??o. Foram realizadas entrevistas com a Dire??o do Sistema de Bibliotecas e com a Superintend?ncia de Inform?tica da UFRN, com o intuito de coletar informa??es e formar parcerias para o desenvolvimento do servi?o. Foram aplicados question?rios com os docentes coordenadores das bases de pesquisa do Centro de Ensino Superior do Serid? (CERES)/UFRN para identificar se estes indiv?duos sentiam dificuldades em localizar materiais informacionais sobre suas ?reas de pesquisas e se consideravam o servi?o relevante para a institui??o. Quanto aos seus resultados, as pesquisas revelaram que a maioria dos docentes sente alguma dificuldade para localizar artigos bem como disserta??es e/ou teses e classificam a cria??o do servi?o como extremamente relevante para a UFRN. Assim, esta pesquisa-a??o permitiu a constru??o participativa das 3 primeiras etapas do servi?o fundamentadas em Souto (2010), que foram: a realiza??o do diagn?stico do processo de dissemina??o de informa??es no ?mbito da UFRN, a defini??o da pol?tica do servi?o e a realiza??o do planejamento da estrutura??o do servi?o no SIGAA. / It presents the peculiarities of selective dissemination of information , such service contributes to sharing personalized informational content, considering the importance of information, seen as a key element in modern society that inspires and challenges its management. Its main goals were investigate the construction the model of Selective Dissemination Information integrated to SIGAA at UFRN by making an effort for professors to have current, relevant information at his or her service so they can strengthen the construction process of knowledge from the individuals that demand such things. The time frame done in the development literature of this search was between 1978 and 2014, therefore from its conceptual apprehension, it allows better understanding of the dissemination process of information for effective capability of the proposed action. For that, the research assumed a qualitative approach being classified as an explorative type and itwas done through the methodological strategy of action research. Interviews were held with the Head of the Library System and the superintendent of information from UFRN,with the intent of collecting information and creating partnerships to the development of service. The faculty coordinators from basic research of Centro de Ensino Superior de Serido (CERES)/UFRN were questioned to identify if these individuals felt difficulties in finding information material about their area of research and if they considered the service relevant to the institution. In regards to the results, the research revealed that the majority of the professors felt some difficulty in finding the articles as well as the essays and/or thesis and they classify the designing of the service as extremely relevant to UFRN. Thus, this action research permitted the engaging construction of three beginning steps of the fundamental service in Souto (2010), which were: the achievement of the proposed diagnosis in the information dissemination in the UFRN scope, the politics definition of service and the achievement of organization planning in the SIGAA service

Användningen av sociala medier i organisationer har ökat och bland annat kan det unika verktyget användas för att supporta kunskapsdelning mellan individer inom och bortanför organisationens gränser. En förståelse av individens upplevelse av sociala medier är kritiskt för såväl informatikforskningen samt för organisationer som kan dra lärdom av det vid införande av sociala medier i verksamheten. Därför är studiens syfte att beskriva och söka förståelse för vad individer i en organisation uppfattar att sociala medier kan bidra med till deras kunskapsdelning och utöka kunskapsområdet för hur teknik uppfattas ur ett affordance-perspektiv. Syftet besvaras genom en fallstudie och sju kvalitativa forskningsintervjuer. Det transkriberade materialet har hanterats individuellt och tolkats utifrån tidigare forskning samt analyserats utifrån den teoretiska modell som studien tar fram. Resultatet visar att kontexten har mångfaldig inverkan på hur individen uppfattar sociala medier och hur artefakten kan användas. Kunskapsdelning på sociala medier kan öka möjligheten till att identifiera expertis, skapa en kunskapskarta och bredda sitt sociala nätverk men leda till för mycket information och en kritisk syn på innehållet. Studien stödjer den forskning som visar på att explicit kunskap kan spridas på sociala medier och framför allt genom att den kombineras med annan explicit kunskap. / The use of social media in organizations has increased and among other things the unique tool can be used to support knowledge sharing between individuals within and beyond organization boundaries. An understanding of the individual's experience of social media is critical for both informatics research and organizations that can learn from it when introducing social media in businesses. Therefore, the purpose of this study is to describe and seek understanding of what individuals in an organization perceive that social media can contribute to their knowledge sharing and expand the research area for how technology is perceived from an affordance perspective. The purpose is achieved by a case study and seven qualitative research interviews. The transcribed material has been processed individually and interpreted in accordance with previous research and analyzed on the basis of the theoretical model that this study elaborated. The results show that context has multiple impacts on how an individual perceives social media and its area of use. Knowledge sharing on social media can increase the opportunity to identify expertise, create a knowledge map and broaden one's social network, but can also produce too much information and a judgemental view of the content. The study supports previous research that shows that explicit knowledge can be shared on social media foremost by combining it with other’s explicit knowledge.

Operational development is a frequently used term within organizations nowadays. The term refers to organizations that continuously strive to achieve better results by increasing the efficiency, improve the safety, expanding the customer base etc. This study investigates what is determining if an organization is successful in operational development and what is needed in the organization on order to improve the performance in an efficient way. It also investigates how operational development should be conducted in companies consisting of a parent company and a number of subsidiaries in order to be successful. The main question of the study is whether there are any synergies in common strategies for operational development at subsidiaries or if operational development is more efficient if it is conducted separately. The study also investigates whether subsidiaries can take advantages of each others experiences of operational development by working more closely toghether with it. This is investigated through examining how learning occurs within and between organizations. The study´s aim is also to identify which factors are essential for organizations in order to succeed with development of their operation, according to theories on operational development, different quality systems and a case study at The Company."The Association`s" recommendations on gow operational development should be performed by organizations in the type of business in which The Company operates are also examined. The recommendations are examined in order to identify crucial key factors and organisational attributes for operational development. The project has been executed in cooperation with the Company and its five direct subsidiaries. As a basis for this investigation a number of qualitative interviews, a workshop and a litterature review have been performed. The results of the investigation argue in favour for the existence of synergies in subsidiaries, working in common with operational development. Cooperation may even stimulate the work with operational development in respective subsidiary. One possible strategy to work in common with operational development is to establish an operational development network where the organizations have the opportunity to discuss and exchange experiences. The litterature also shows clearly that there are great opportunities for subsidiaries to learn from each other as long as the willingness to share knowledge is present. The study also indicates that it exist at least eight key factors that affect how successful the work with operational development is in an organization. These key factors are;  management commitment, employee involvement, communication,customer orientation, process orientation, continuous improvements, cultural changes and decisions based on facts. / Verksamhetsutveckling är en vanligt förekommande term inom organisationer nuförtiden. Termen syftar till att organisationer ständigt strävar efter att nå bättre resultat genom att öka effektiviteten, höja säkerheten, utöka kundbasen etc. Den här studien utreder vad som avgaör om en organisation är framgångsrik med verksamhetsutveckling och vad som krävs av organisationen för att förbättra utförandet på ett effektivt sätt. Den utreder även hur verksamhetsutveckling bör bedrivas i företag bestående av ett moderbolag och ett antal dotterbolag för att bli lyckosam. Den huvudsakliga frågan i studien är huruvida det finns några synergier i att ha gemensamma strategier för verksamhetsutveckling mellan bolagen eller om verksamhetsutvecklingen blir effektivare om bolagen arbetar sparat med den. Vidare undersöker studien om dotterbolag kan dra nytta av varandras erfarenheter av verksamhetsutveckling genom att jobba mer gemensamt med det. Detta utreds via en undersökning av hur lärande sker inom och mellan organisationer. Studiens syfte är även att identifiera vilka faktorer som är nödvändiga för att organisation ska lyckas med att utveckla sina verksamheter, enligt teorier om verksamhetsutveckling, olika kvalitetssystem och en fallstudie på The Company. "The Association":s rekommendationer om hur organisationer in the Companys bransch bör bedriva verksamhetutveckling undersöks också. Rekommendationerna granskas för att identifiera viktiga nyckelfaktorer och organisatoriska egenskaper för verksamehtsutveckling. Projektet har utförts i samarbete med The Company och deras fem direkta dotterbolag. Som underlag för studien har ett antal kvalitativa intervjuer, en workshop och en litteraturgenomgång legat. Resultatet av studien talar för att det finns synergier i att dotterbolag jobbar gemensamt med verksamhetsutveckling. Ett samarbete kan till och med stimulera arbetet med verksamhetsutveckling i respektive dotterbolag. En möjlig strategi för att arbeta gemensamt med verksamhetsutveckling är att upprätta ett utvecklingsnätverk där organisationerna får möjlighet att diskutera och utbyta erfarenheter. Litteraturstudien visar även tydligt att det finns stora möjligheter för dotterbolagen att lära av varandra så länge viljan att utbyta kunskaper finns. Studien indikerar också att det finns åtminstone åtta nyckelfaktorer som påverkar hur framgångsrikt arbetet med verksamhetsutveckling är i en organisation. Dessa nyckelfaktorer är engagerat ledarskap, arbetstagarnas delaktighet, kommunikation, kundorientering, processorientering, ständiga förbättringar, kulturella förändringar och faktabaserade beslut.

The study is based on the pre-schools principal's descriptions of their work with language and the multilingualism's developing working methods in learning organizations to promote multilingualism and the language development of and for children in preschool. Social constructionism and Theoretical perspective on learning organizations are the theories in which the study is based, empirical data were collected via four semi-structured interviews. To analyse the empirics, a thematic analysis method was used. The purpose of the study is to investigate and make visible how principals describe the possible multilingualism of preschool activities and language-stimulating teaching strategies. Based on the purpose, two issues were formed; “How do principals in preschool activities describe the supportive working methods of multilingualism based on management level? What possible initiatives and dilemmas can be found when working with multilingualism and language development teaching for preschool children from a perspective on learning organizations according to the principals' description?”. The result led to the following conclusion: That the representatives have a great ability and knowledge regarding language development methods in preschool. It was also made clear in the study that the representatives work towards long-term goals with different strategies and methods as pedagogical leaders. Increased competence and constant development are seen as an asset by the representatives, however, the results showed that the representatives had different views on how educators should acquire increased competence in language as well as multilingual development methods or methods. Another dilemma that stands out in the result was that the representatives do not have the opportunity to make all decisions on their own, but in some situations the administration makes decisions that the representatives do not have the opportunity to influence, which may have a direct or indirect impact on the activity or activities for which the representatives are the principal, which will then have a direct or indirect impact on the children and guardians who have their children enrolled in these activities.

The purpose of this study is to examine and deepen the knowledge of how unit managers are expected to take responsibility for promoting a good work environment by translating the new regulations on organizational and social work environment, in social services in a medium-sized municipality in Southern-Sweden. Method: We have used a qualitative approach as method in this study, with semi-structured interviews as data collection method. To gather empirical material, we chose to interview six unit managers who work in social services. Theory: Our theoretical point have been Implementation theory. We also chose the concepts of learning organizations and competence. Our choice of method and concepts have helped us to examine our-empirical-material. Results: The six different themes, presented in the results of this study, are designed based on the new regulations on organizational and social work environment. The different themes in this study are the following: Competences, goals for the organization and the social work environment, workload, management of working hours, offensive treatment, responsibility and the last theme is competence. Our results indicate that the unit managers are not adequately educated about the new regulations, which in turn leads to the implementation of the regulations as intended. Secondly, our results also show weaknesses in resource allocation.

<p>Sammendrag</p><p>Problemstillingen i vår oppgave er som følger: Har aktørene i prosjekt innlandsuniversitetet et omforent felles mentalt bilde for utvikling av strategien og derigjennom felles visjon for utvikling av Innlandsuniversitetet.</p><p>Vi har brukt ”den lærende organisasjon” som rammeverk for å belyse disse dimensjonene felles visjon og felles mentalt bilde. I tillegg har vi sett at enhver prosess avkrever ledelse.</p><p>Gjennom kvalitative intervju med 11 sentrale personer som har vært eller er knyttet til prosjektet har vi gjort funn som tydelig peker på at aktørene i prosjektet mangler felles visjon og at de mangler en felles referanseramme.</p><p>Dette skaper strategiske og ledelsemessige utfordringer, både på kort og lengre sikt.</p><p>Vi vurderer det slik at Prosjekt Innlandsuniversitetet kan lykkes, men det krever at det tas noen kraftigere ledelsesgrep.</p> / <p>Abstract</p><p>The subject in our thesis is as follows: Do the participants in the Project Innlandsuniversitetet have a shared mental picture of strategy development and by that a shared vision for the development of Innlandsuniversitetet?</p><p>We have used “The Learning Organization” as a framework to enlighten the dimensions “shared vision” and “shared mental picture”. We have in addition observed that any process demands leadership.</p><p>Through qualitative interviews with 11 key persons who have been or still is connected with the project we have made findings which clearly points out that the participants in the project are in lack of a “shared vision” and a “shared framework”. This leads to demands of strategy and leadership.</p><p>In our view the project Innlandsuniversitetet can succeed, but it needs a stronger hand of leadership.</p>

Sammendrag Problemstillingen i vår oppgave er som følger: Har aktørene i prosjekt innlandsuniversitetet et omforent felles mentalt bilde for utvikling av strategien og derigjennom felles visjon for utvikling av Innlandsuniversitetet. Vi har brukt ”den lærende organisasjon” som rammeverk for å belyse disse dimensjonene felles visjon og felles mentalt bilde. I tillegg har vi sett at enhver prosess avkrever ledelse. Gjennom kvalitative intervju med 11 sentrale personer som har vært eller er knyttet til prosjektet har vi gjort funn som tydelig peker på at aktørene i prosjektet mangler felles visjon og at de mangler en felles referanseramme. Dette skaper strategiske og ledelsemessige utfordringer, både på kort og lengre sikt. Vi vurderer det slik at Prosjekt Innlandsuniversitetet kan lykkes, men det krever at det tas noen kraftigere ledelsesgrep. / Abstract The subject in our thesis is as follows: Do the participants in the Project Innlandsuniversitetet have a shared mental picture of strategy development and by that a shared vision for the development of Innlandsuniversitetet? We have used “The Learning Organization” as a framework to enlighten the dimensions “shared vision” and “shared mental picture”. We have in addition observed that any process demands leadership. Through qualitative interviews with 11 key persons who have been or still is connected with the project we have made findings which clearly points out that the participants in the project are in lack of a “shared vision” and a “shared framework”. This leads to demands of strategy and leadership. In our view the project Innlandsuniversitetet can succeed, but it needs a stronger hand of leadership.

Submitted by Viviane Lima da Cunha (viviane@biblioteca.ufpb.br) on 2015-05-25T11:17:20Z No. of bitstreams: 1 arquivototal.pdf: 1929590 bytes, checksum: ce43a41d3b807daa1fde3a8e958bcad3 (MD5) / Made available in DSpace on 2015-05-25T11:17:20Z (GMT). No. of bitstreams: 1 arquivototal.pdf: 1929590 bytes, checksum: ce43a41d3b807daa1fde3a8e958bcad3 (MD5) Previous issue date: 2014-03-31 / In an attempt to control the social issues caused by rising crime, the managers of police organizations demonstrate having a preoccupation with typically repressive actions and with the application of logic of instrumental rationality in police management, which focuses on relentless pursuit by the results and implementation of essentially strategic actions. In this context there is a crisis of the current standards of practice adopted by police, which little or no practical result, and thus the goal to protect citizens is no longer performing, guaranteeing wellness and life protect, being only the achievement of goals and fixed management purposes. Historically police organizations always applied management solutions empirically with a strong tradition bureaucrat, which resulted in practices that tarnish its corporate image. Therefore, it is necessary to get objective standards of performance appropriate to the democratic perspective, demanding police officers able to deal with this social instability and interact appropriately with citizens. Thus, the role of police training is decisive for the cops to obtain an apprenticeship throughout its functional life and they handle with conflicts and social contradictions, stimulating the perception of injustice overcome, in an attempt to reduce or eliminate them, and perception of increasing justice in the life of citizens through police practices best suited to the democratic State of law. This research proposes a new perception of public security and the construction of a theoretical-conceptual corpus to assist management in Civil Police based on the concepts of learning organizations that is supported on pillars of human security and the communicative action, for arise more humanistic perspective and less instrumental for management of police training, so that the new learning to be possible under this new perspective can reflect on more democratic police practices and more effective social achievements. The communicative action enables coordination of action plans of the actors of public safety, sow the principles of rationality in a social dialogue and in organizational decision-making processes, uses a language which is not restricted only to inform, but to create opportunities for people and socially meaningful learning interactions. Human security shows that it is necessary to ensure the full use of substantive freedoms of citizens and to promote a world free of needs and free from fear, besides emphasizing that social development should be shared by the whole society and start within each location that suffers the consequences of criminality. Finally, the problems of public safety are of each of the social actors and it is important that they can be involved in the construction of interactive solutions as subjects capable of speaking and acting to effective social pact for the safety of all. Investing in police training is crucial to the development of police organizations. But this is only the first step to be completed so that, soon after, it's necessary a great cooperative effort of all toward a proper organizational change management. However, it will take longer for police officers and managers to change the police organization than the organization change them through an institutionalized ongoing training process. / Na tentativa de controlar o desacerto social provocado pela criminalidade crescente, os gestores das organizações policiais demonstram ter uma preocupação excessiva com o exercício de uma ação tipicamente repressiva e com a aplicação da lógica da racionalidade instrumental na gestão policial, que privilegia a busca incessante pelos resultados e a aplicação de ações de natureza essencialmente estratégicas. Nesse contexto, há uma crise do atual padrão de atuação policial, com medidas de pouco ou nenhum resultado prático, sendo que o objetivo deixa de ser a realização da proteção dos cidadãos, com a garantia de seu bem estar e de suas vidas, para ser apenas o alcance de metas e fins gerenciais fixados. Historicamente, as organizações policiais sempre aplicaram soluções gerenciais empiricamente encontradas e com uma forte tradição burocrata, que resultaram em práticas que maculam a sua imagem institucional. Por isso, é preciso buscar padrões objetivos de atuação mais adequados à perspectiva democrática, demandando policiais aptos a lidar com essa instabilidade social e a interagirem de modo apropriado com os cidadãos. Assim, o papel da formação policial passa a ser decisivo para que os policiais busquem um aprendizado ao longo de toda a sua vida funcional e saibam lidar com conflitos e contradições sociais, aguçando neles um faro para a percepção de injustiças superáveis, buscando reduzi-las ou eliminá-las, e de percepção de incremento da justiça na vida dos cidadãos, desenvolvendo ações policiais através de práticas mais adequadas ao estado democrático de direito. Neste trabalho, o que se propõe é uma nova percepção da segurança pública e a construção de um corpus teórico-conceitual que auxilie a gestão na Polícia Civil baseada nos conceitos das organizações que aprendem e que esteja sustentada nos pilares da segurança humana e do agir comunicativo, para que, a partir daí, surjam perspectivas mais humanistas e menos instrumentais para a gestão da formação polical, de modo que o novo aprendizado a ser viabilizado sob essa nova ótica possa refletir em práticas policiais mais democráticas e realizações sociais mais efetivas. O agir comunicativo possibilita uma coordenação dos planos de ação dos atores da segurança pública, semeia os princípios de uma racionalidade que, no diálogo social e nos processos de tomada de decisão organizacional, usa uma linguagem que não se restringe somente a informar, mas sim a oportunizar interações entre as pessoas e aprendizagens socialmente significativas. A segurança humana mostra que se faz necessário garantir o uso pleno das liberdades substantivas dos cidadãos e de promover um mundo livre de necessidades e livre do medo, além de ressaltar que o desenvolvimento social deve ser compartilhado por toda a sociedade e começar no seio de cada localidade que sofre com as consequências da criminalidade ali reinante. Enfim, os problemas de segurança pública serão de cada um dos atores sociais na medida em que eles possam e consigam se envolver na construção de soluções interativas, atuando como sujeitos capazes de falar e de agir em prol da efetivação do pacto social pela segurança de todos. Investir na formação policial será fundamental para que ocorra o tão desejado processo de desenvolvimento organizacional das polícias. Mas esta será apenas a primeira etapa a ser cumprida, para que, logo depois, seja necessário um grande esforço de todos os policiais, rumo ao correto gerenciamento da mudança organizacional. Todavia, levará mais tempo para que os policiais e gestores possam mudar a organização policial a qual eles pertencem, do que esta levará para mudá-los mediante contínuos processos formativos institucionalizados.

In today's society, much is based on standards and standardized working methods. ISO standards can be seen as a way of organizing according to different requirements to ensure, for example, food safety or quality in different processes. All ISO standards are based on the fundamental approach of the PDCA cycle, that promotes iterative learning in organizations. The study examines how a dairy can improve the work with follow-up and compliance. The study has a primary focus on the last two parts of the PDCA cycle. The empirical material states that the employees feel that an unclear ownership and division of responsibilities, lack of resources, time and locked competence are the basis for the organization's lack of work with follow-up and compliance. Through a root cause analysis and the approach of "Five why?" root causes could be determined and placed in a relationship diagram. In a further analysis of the root causes of lack of follow-up and compliance through a relationship diagram, two themes could be identified, organizational culture and lack of requirements and clear responsibilities. The two themes led to concrete solutions proposals consistent with ISO 14001:2015 and 22,000:2019 requirements. It turned out that all root causes seemed to link together and proves that by starting work on one root cause, it will have consequences for the others. To improve and develop the dairy's work with follow-up and compliance following implementation proposals are presented in the study: - Build a structured toolbox - Create role description - Integrate requirements from management / I dagens samhälle grundar sig mycket på standarder och standardiserade arbetssätt. ISO standarder kan ses som ett sätt att organisera efter olika krav för att säkerställa exempelvis livsmedelssäkerhet eller kvalitet i olika processer. Samtliga ISO-standarder bygger på det grundläggande angreppssättet PDCA-cykeln, vilket främjar det iterativa lärandet i organisationer. Det handlar om att följa upp och lära sig av händelser i samtliga processer. Studien undersöker hur ett mejeri kan förbättra och utveckla arbetet med uppföljning och efterlevnaden i standardarbetet, med säkerskilt fokus på PDCA-cykelns två sista delar. Det empiriska materialet fastställer att medarbetarna upplever att ett otydligt ägandeskap och ansvarsfördelning, resursbrist, tid och låst kompetens ligger till grund för organisationens bristande arbete med uppföljning och efterlevnad. Genom en rotorsaksanalys och tillvägagångssättet med ”Fem-varför?” kunde rotorsaker fastställas och placerades i ett relationsdiagram. Vid vidare analys av rotorsakerna till bristande uppföljning och efterlevnad genom ett relationsdiagram kunde två teman kartläggas, vilka var den befintliga organisationskulturen samt bristande krav och ansvarsroller. Studien lyfter olika perspektiv för de två teman, vilka mynnar ut i konkreta lösningsförslag i enlighet med ISO 14001:2015 och 22 000:2019 krav på berörda områden. Det framgick att samtliga rotorsaker tycks sammanlänka och påvisar att genom att börja arbeta med en rotorsak kommer det få konsekvens på de övriga. För att förbättra och utveckla mejeriets arbete med uppföljning och efterlevnad presenteras följande lösningsförslag med tillhörande implementeringsförslag: - Bygga en strukturerad verktygslåda - Skapa rollbeskrivning - Integrera krav från ledningen

Studiens syfte är att undersöka vilken betydelse motivation ger för korrelationen mellan en upplevd högre grad av situationsanpassat ledarskap inom en bransch som historiskt adapterat Taylorismens styrande produktionsfokus jämfört med modernare ledarskapsteorier. Studien baseras på ett teoretisk ramverk kring tre övergripande faktorer; grad av upplevt situationsanpassat ledarskap(Meier, 2016), upplevd grad av möjligheter till lärande (Marsick &amp; Watkins, 2003) samt motivation (Furnham, Eracleous &amp; ChamorroPremuzic, 2009). Dessa variabler undersöks ur en kvantitativ ansats med av erkända forskare validerade datainsamlings instrument och faktorialanpassning. Resultatet delades upp och kodades till lämpligt format för att kunna utföra bivariata och trivariata kvantitativa statistiska analyser som undersöker samband mellan dessa variabler. De bivariata analyserna (ledarskap mot lärande) visade olika grader av samband som sedan testades med motivation som modulerande endogen variabel där sambanden visade stärkt korrelation. Studien visade stöd åt korrelationen av dessa trevariabler, dock indikerar determiniationskoefficienten R2att ytterligare förklarande påverkande faktorer finns till sambandet då R2 &lt; 100%.