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  • About
  • The Global ETD Search service is a free service for researchers to find electronic theses and dissertations. This service is provided by the Networked Digital Library of Theses and Dissertations.
    Our metadata is collected from universities around the world. If you manage a university/consortium/country archive and want to be added, details can be found on the NDLTD website.
21

Ledningsgruppens effektivitet - med fokus på tillit / Efficiency in management teams – with a focus on trust

Sundholm, Krister January 2021 (has links)
En välfungerande och effektiv ledningsgrupp är en framgångsfaktor inom såväl privat som offentlig sektor. Ledningsgruppens speciella karaktär gör att alternativa grupputvecklingsmodeller, utöver de mer klassiska, kan vara mer användbara. Syftet med studien är att undersöka om faktorerna tillit, konflikt, åtagande, ansvarsskyldighet och resultat i Lencionis (2002) modell är relevanta utgångspunkter i arbete med ledningsgruppers effektivitet, med fokus på tillit. Utifrån en egenkonstruerad enkät med självskattning från 74 ledares bedömningar, har deskriptiva analyser utförts. Vidare har t-test, regressionssamband och principalkomponentanalyser genomförts för att besvara studiens frågeställningar. Utifrån denna studies resultat ges endast ett måttligt stöd för att de fem faktorerna förklarar ledargruppsdeltagares syn på ledningsgruppens effektivitet även om de individuellt bedöms som relevanta. Det finns indikationer på att med ytterligare frågor skulle reliabiliteten öka och därmed ge ett tydligare stöd åt de fem faktorerna. Ytterligare studier behövs för att klargöra detta samband. Studien ger dock stöd för betydelsen av tillit och dess oberoende av demografiska variabler som kön, ålder, sektor eller ledningsgruppserfarenhet. Vidare visar studien att ledningsgruppens effektivitet kan beskrivas i två komponenter med flera delar där komponenterna handlar om inre och yttre effektivitet, vilket också är i linje med Granberg och Wallenholm (2017). Sammantaget ger detta en bild av att alternativa modeller som Lencionis (2002) kan vara relevanta att använda och att de fem faktorerna tillit, konflikt, åtagande, ansvarsskyldighet och resultat ändå kan vara relevanta utgångspunkter i arbetet med ledningsgruppens effektivitet, med fokus på tillit. / A well-functioning and efficient management team is a success factor in both the private and public sectors. The special nature of the management team means that other than classic group development models can be more useful. The purpose of the study is to investigate whether the factors trust, conflict, commitment, responsibility and results in Lencioni's (2002) model are relevant starting points in work with the management teams' effectiveness, with a focus on trust. Based on a self-constructed survey with self-assessment from 74 leaders' assessments, descriptive analyzes have been performed. Furthermore, t-tests, regression analysis and principal component analyzes were performed to answer the study's questions. Based on the results of this study, only moderate support is given for the five factors to explain the management group participants' views on the management group's effectiveness, even if they are individually assessed as relevant. There are indications that with additional questions, the reliability would increase and thus provide clearer support to the five factors. Further studies are needed to clarify this. However, the study provides support for the importance of trust and its independence from demographic variables such as gender, age, sectors or management team experience. Furthermore, the study shows that the management group's efficiency can be described in two components with several parts where the components are about internal and external efficiency, which is also in line with Granberg and Wallenholm (2017). All in all, it gives an idea that alternative models like Lencioni (2002) can be relevant to use and that the five factors trust, conflict, commitment, responsibility and results can still be a relevant starting point in the work with the management group's efficiency, with a focus on trust.
22

Jämställdhet till varje pris? : En kvantitativ studie om finansiell prestation och jämställdhet i de svenska börsbolagens ledningsgrupper

Hansén, Gustaf, Abdi, Omar Said January 2020 (has links)
The issue of gender equality is a constant topic where Sweden is known as one of the most equal countries in the world. Nevertheless, the gender distribution in the top management teams (TMT) of the Swedish listed firms is generally skewed. There are no clear differences in ability between the two genders that reflect this fact. The skewed gender distribution might be a problem since TMT have an impact on firm financial performance. The study investigated the relationship between the proportion of women in the TMT and firm financial performance. In addition, the gender distribution in the TMT and the firm financial performance were examined. As a complement to the study's main research issues, we studied the risk level of firms since it is associated with financial performance. The purpose was to examine if there are any financial incentives with an increased proportion of women in top management. The theoretical perspectives on which the study was based were ‘Agency Theory’, ‘Upper Echelon Theory’ and ‘Resource Dependency Theory’. The relationships were explored quantitatively using multiple regression analysis. The regressions manifested contradictory results where the significant results showed a negative relationship between the proportion of women and ROE. The results also showed that gender diverse TMT had the lowest financial performance in terms of ROE whilst they had the highest performance when tested against Tobin's Q. Furthermore, a significant negative relationship between the proportion of female managers and the firm beta value was identified. Lastly, it was concluded that the proportion of women in TMT, as well as gender diverse TMT, do not have a unanimous relationship with firm financial performance. However, the proportion of women in TMT have a significant negative relationship with the companies' risk level. / Jämställdhetsfrågan är ett ständigt aktuellt ämne där Sverige klassificeras som ett av de mest jämställda länderna i världen. Ändock är könsfördelningen i de svenska börsbolagens ledningsgrupper generellt sett skev. Det råder inga tydliga skillnader i förmågan mellan de båda könen som speglar detta faktum. Den skeva könsfördelningen kan vara ett problem då ledningsgrupper har en påverkan på företagens finansiella prestationer. Studien undersökte dels vilka samband som finns mellan andelen kvinnor i ledningsgrupperna och företagens finansiella prestationer samt sambandet mellan könsfördelningen i ledningsgrupperna och de finansiella prestationerna. Som komplement till studiens huvudsakliga forskningsfrågor studerades företagens risknivå som förknippas med finansiella prestationer. Syftet var att undersöka om det finns ekonomiska incitament med en ökad andel kvinnor i de svenska börsbolagens ledningsgrupper. De teoretiska perspektiv som låg till grund för studien var ‘Agency Theory’, ‘Upper Echelon Theory’ samt ‘Resource Dependency Theory’. Sambanden utforskades kvantitativt med hjälp av regressionsanalyser. Regressionsanalyserna visade på motstridiga resultat där de signifikanta resultaten påvisade negativa samband mellan andelen kvinnor och ROE. Resultaten visade även att jämställda ledningsgrupper presterade sämst när finansiell prestation definierades som ROE. Däremot presterade jämställda ledningsgrupper bäst när de testades mot Tobin’s Q. Vidare identifierades ett signifikant negativt samband mellan andelen kvinnliga chefer och företagens betavärde. Från resultaten drogs slutsatserna att andelen kvinnor i ledningsgrupperna samt jämställda ledningsgrupper inte har ett enhälligt signifikant samband med företagens finansiella prestationer. Däremot har andelen kvinnor i ledningen ett negativt samband med företagens risknivå.
23

HR-chefer, en del av ledningsgruppen? / HR managers, a part of the management group?

Wiberg, Elin, Carlsson, Lizette January 2022 (has links)
Genom HR-transformationen har HR-chefers möjlighet till inverkan i verksamheters ledningsgrupper ökat. Det här genom att de har gått från att arbeta operativt till att nu mera arbeta med en mer strategisk inriktning likt övriga avdelningar. I linje med tidigare forskning uppmärksammas det hur HR-chefer i och med en mer strategisk roll, har givits ökad möjlighettill inflytande och legitimitet i verksamheter. Tidigare forskning belyser även vikten av att ha en HR-chef med i verksamhetens ledningsgrupp, däremot behöver individen bakom rollen motivera varför hens område är lika viktigt som övrigas är. Det här bidrar till att möjligheten till inflytande och legitimitet för HR-chefer fortfarande är begränsad och inte alltid helt självklar. I HR-området är rollens inflytande och legitimitet stort, däremot är det begränsat i frågor utöver det egna området. I studiens teoretiska referensramar framhävs nyinstitutionell teori med legitimitet, särkoppling och isomorfism. Studien baseras på en kvalitativ forskningsmetod med en semistrukturerad intervju som den främsta datainsamlingsmetoden. Resultatet av intervjuerna påvisar hur rollen och dessinflytande såväl som legitimitet går mot en positiv förändring då fokuset i ledningsgruppen härleds till medarbetarna som resurs. Studiens slutsats visar på att HRBP är en nödvändigfunktion i ledningsgruppen på grund av dess kunskap om personal, arbetsgivarvarumärke och organisation. Utfallet av intervjuerna visar dock att det fortfarande finns en kunskapslucka till vad HR-cheferna bidrar med för verksamhetens legitimitet. Slutsatsen påvisar även att HRBP än idag blir begränsade vad det gäller dess legitimitet i förhållande till övriga medlemmar i ledningsgruppen.
24

Stressprevention & Agil transformation : Prevention av organisatoriska rotorsaker till stress genom införandet av det Agila arbetssättet inom en högteknologisk multinationell svensk koncern

Fritz, Minanda January 2018 (has links)
Background: The Swedish Royal School of Technology (KTH) was hired to conduct a pilot study project on stress prevention, "Stress Prevention Project" in a Swedish high-tech global manufacturing company with headquarters in Sweden. The aim was to identify the root causes of stress among employees at the organizational level and to offer a way to prevent the root causes. The initiative to implement the project came from the HR department in the company. The occupational health department had not been able to lower the costs of sickness and rehabilitation. One of nine divisions was included in this evaluation study. The project was carried out during the years of 2012-2014, and three quantitative stress measurements were carried out using the modern working environment form “Modern Work Life” based of knowledge from KTH and designed by Metodicum. The present study has evaluated the root causes of the division's stress. In the division, it was stated that the risk areas that the division had to work with were: resources, demands, control, support but also leadership and reorganization with implementing the Agile methods (autonomous work) in the form of. The aim was to improve the psychosocial occupational health and to make the production work more efficient. Aim: The aim was to evaluate the effect of stress preventive measures in one of the nine divisions (that were included in the overall project) and the effect of implementing the Agile methods (autonomous work) in the organization. Limitations: The evaluation is restricted to one of the nine divisions. Method: The method is a quantitative and qualitative case study, with a narrative approach. The study includes a division with 200 employees of which data was collected from 18 of these employees in two focus groups interviews. Materials have also been collected from interviews with the division's HR director, section leader, head of unit and head of the organization's business health. The evaluation is based on qualitative data, which were obtained through 3 single interviews and 4 focus group interviews and participant observation. Quantitative data were obtained through three different measurements (between 2012-14). The quantitative data were compared and analyzed with the qualitative data in order to understand the results up to the final measurement 3 (2014). Results: The evaluation of the stress prevention – where the focus was to prevent risk areas including demands, develop resources, control, support and also leadership – showed that introducing and using the Agile working principles had had a significant positive effect on all the risk areas. Additionally, this change in the organization contributed to positive results regarding the efficiency of the production process; a reduction of working hours from 12 months to 2 weeks of action at the same result. The absence due to illness and rehabilitation has been decreasing from 4 % to 0,5-1% right after introducing the Agile methods in the division. However, the results also showed no improvement regarding some other working environment; as conflicts and bullying persisted. This may be due to how the reorganization of the groups was done. It should be clarified that the outcomes may be influenced by the extensive reorganization that took place in connection with the stress prevention project and the introduction of the agile approach. Conclusions - The stress prevention could not have been done efficiently due to other on-going reorganizations in the company and the staff has not been able to follow the recommendation for efficient stress-prevention due to lack of support from the headquarter. That created a crisis in the stress prevention-project group. The agile methods seem to have had a significant good result in all risk areas as resources, demands, control, support and also leadership and the absence has decreased from 4 to 0,5 %. Due to the agile methods have the productions process been shorter from 12 months to 2 weeks.

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