<p>Betydelsen av att ha medarbetare som känner arbetstillfredsställelse utgör en ovärderlig del av ett företags framgång. En betydelsefull uppgift att tillgodose den aspekten har chefen och dennes sätt att kommunicera med sina medarbetare. I intervjuer med personer som blivit internrekryterade till en överordnad position i förhållande till forna kollegor var syftet att undersöka hur de upplevde bemötandet från över- och underordnade i samband med rekryteringsprocessen. Hur deras nya position påverkat relationen till kollegorna och hur de nu ser på sin position och arbetssituation. Resultatet visade att relationerna förändras. Viktiga förutsättningar för att leda under dessa förhållanden är en vetskap om verksamhet och medarbetare och ett tydligt förhållningssätt. Detta talar för betydelsen av erfarenhet och personliga egenskaper vid rekrytering av ledarpositioner.</p>

<p><strong>ABSTRACT</strong></p><p>A<strong>uthors</strong>: Andersson Pernilla, Thioubou Banna</p><p><p> </p><p><strong>Title:</strong>  Communication and types of leadership: an example from the Swedish Military Organisation</p></p><p><p> </p><p><strong>Level:</strong>  BA Thesis in Media and Communication Studies</p><p> </p><p><strong>Key words:</strong>  Leadership, charisma, directorship/manager, leader, communication</p><p> </p></p><p><p><strong>Purpose</strong><em>:</em> The aim with this study  entitled <em>"communication and leadership: an example from the Swedish military organisation</em>”, was to get better insight about leadership and communication in the Swedish army. In this purpose, we used organisational theories as well as communication theories to illustrate and support our study and statements.</p></p><p><strong> </strong></p><p><strong>Method:</strong> our empirical data was based on a qualitative study but we even carried out a quantitative study, since a survey had been made. The purpose with the survey was to get, from people chosen randomly in the city of Kalmar, opinions and thoughts about leadership and communication in the Swedish army. We even did some deep interviews with former and present officers in Swedish army, in order to develop our study.</p><p> </p><p><strong>Results:</strong> At the end of our study we were able to say that there were different types of leadership<strong>, </strong>depending on the type of organisation. The Swedish army has a distinct structure when it comes to leadership and communication. However, even if the structure is based on a hierarchical pyramid, meaning that all the final decisions are the prerogative of the commanders, it is more and more common to initiate dialogue in this organisation. The lack of knowledge and prejudices are the main reasons why the Swedish military organisation is not well known. Another reason, based on the results from our survey, might be the lack of external communication from the army’s side.</p><p> </p><p><p><strong>Number of pages:</strong>  60 plus appendix</p><p><strong>Program:</strong> Program for International Communications</p><p><strong>University:</strong> Kalmar University</p><p><strong>Institution:</strong> Institution of Communication and Design</p><p><strong>Period:</strong> Spring 2009</p><p><strong>Examiner</strong><strong>: Sara Hamqvist </strong></p><p><strong>Tutor</strong><strong>: Britt-Marie Ringfjord</strong></p></p><p> </p>

Betydelsen av att ha medarbetare som känner arbetstillfredsställelse utgör en ovärderlig del av ett företags framgång. En betydelsefull uppgift att tillgodose den aspekten har chefen och dennes sätt att kommunicera med sina medarbetare. I intervjuer med personer som blivit internrekryterade till en överordnad position i förhållande till forna kollegor var syftet att undersöka hur de upplevde bemötandet från över- och underordnade i samband med rekryteringsprocessen. Hur deras nya position påverkat relationen till kollegorna och hur de nu ser på sin position och arbetssituation. Resultatet visade att relationerna förändras. Viktiga förutsättningar för att leda under dessa förhållanden är en vetskap om verksamhet och medarbetare och ett tydligt förhållningssätt. Detta talar för betydelsen av erfarenhet och personliga egenskaper vid rekrytering av ledarpositioner.

none

In the areas of Project Management and Knowledge Management, past and current literature have included studies on the project and project team levels, but a specific focus on the role of the Project Manager in managing knowledge within the team has not yet been explored. In order to add to the discussion and close the gap, this research illustrates how knowledge is created within the project team environment, and the specific role the Project Manager plays in the process. By combining a modified model of Nonaka’s SECI Knowledge Creation Theory and the role of the Project Manager, this research shows how PM’s act as a “mixing valve” in the flow of knowledge in a dynamic, multi-directional, process within the project team environment. By developing this view, this research contributes to the knowledge management literature by describing a more dynamic SECI Model of knowledge creation than previously discussed. It contributes to the project management literature by applying the SECI process model of knowledge creation to the field of project management, and the specific actions of the Project Manager when acting within the project team environment. By outlining these actions, this research identifies possibilities for future research in measuring knowledge creation.

Författare: Lars Jennfors Titel: Sport Managers, Vad gör de? - En studie kring de arbetsuppgifter som innehas och de kvalifikationer som krävs för att arbeta som sport manager Innehåll: Sport Management är ett förhållandevis outforskat område i Sverige. Därmed är det inte alldeles självklart vilka personer som har ett arbete som kan kallas sport manager. Definitionerna som därmed blir av central roll i studien är idrottssektorn, idrottsorganisationer och sport manager. Att ta del av dessa definitioner är viktigt för att kunna ta till sig av det resultat som framkommit. Syftet med undersökningen är att ta reda på vilka kvalifikationer som krävs på idrottens arbetsmarknad inom yrket sport manager, samt vad en sport manager har för arbetsuppgifter. Detta utforskas genom två skilda men samtidigt kompletterande delstudier. Detta leder till följande två frågeställningar: • Vilka kvalifikationer efterfrågas hos den jobbsökande och vilka arbetsuppgifter anger idrottsorganisationerna att den jobbsökande kommer att få i sin managertjänst? • Vilka arbetsuppgifter och kvalifikationer krävs i det vardagliga arbetet för de personer som har managertjänster inom idrottssektorn? I delstudie ett har 25 jobbannonser undersökts för att ta reda på vad idrottsorganisationer betonar gällande arbetsuppgifter och kvalifikationer. I delstudie två har intervjuer gjorts med tio sport managers för att få deras bild av vilka arbetsuppgifter man har och vilka kvalifikationer som behövs. Resultatet från delstudie ett visar att man som sport manager framförallt jobbar med/behöver kvalifikationer inom följande femton områden: planering och organisering, leda, erfarenhet, kunskap kring idrottssektorn, ansvar, personalhantering, ekonomi, utbildning, utveckla, projekt, intresse/engagemang, samarbetsförmåga, kontakter externt, initiativrik och kunna kommunicera. Resultatet från delstudie två visar att man som sport manager framförallt jobbar med/behöver kvalifikationer inom följande tio områden: ekonomi, personalhantering, externa kontakter, projekt, utveckling, överblick över alla delar, leda, kunskap kring idrottssektorn, utbildning och erfarenhet. Ingenting från de två studierna motsäger varandra. Båda studierna visar att som sport managers anses det viktigare att ha kunskap kring idrottssektorn än att ha en formell akademisk utbildning. Samtidigt framhävs just generalistkunskapen för sport managers, dock i olika stor omfattning beroende på vilken chefsposition som besitts. Vissa sport managers kan dessutom behöva specifik kunskap inom något område.

ABSTRACT Authors: Andersson Pernilla, Thioubou Banna   Title:  Communication and types of leadership: an example from the Swedish Military Organisation   Level:  BA Thesis in Media and Communication Studies   Key words:  Leadership, charisma, directorship/manager, leader, communication   Purpose: The aim with this study  entitled "communication and leadership: an example from the Swedish military organisation”, was to get better insight about leadership and communication in the Swedish army. In this purpose, we used organisational theories as well as communication theories to illustrate and support our study and statements.   Method: our empirical data was based on a qualitative study but we even carried out a quantitative study, since a survey had been made. The purpose with the survey was to get, from people chosen randomly in the city of Kalmar, opinions and thoughts about leadership and communication in the Swedish army. We even did some deep interviews with former and present officers in Swedish army, in order to develop our study.   Results: At the end of our study we were able to say that there were different types of leadership, depending on the type of organisation. The Swedish army has a distinct structure when it comes to leadership and communication. However, even if the structure is based on a hierarchical pyramid, meaning that all the final decisions are the prerogative of the commanders, it is more and more common to initiate dialogue in this organisation. The lack of knowledge and prejudices are the main reasons why the Swedish military organisation is not well known. Another reason, based on the results from our survey, might be the lack of external communication from the army’s side.   Number of pages:  60 plus appendix Program: Program for International Communications University: Kalmar University Institution: Institution of Communication and Design Period: Spring 2009 Examiner: Sara Hamqvist Tutor: Britt-Marie Ringfjord

The aim of our study has been to examine the care managers’ attitude to in- service training. We also wanted to see which factors the care managers and a member of the administrative head think influences this. The question formulations in the study were; what does in- service training mean for care managers and the administrative head, what was their attitude against it and which assumptions does the administrative head give to care managers for in- service training. The study is based on qualitative interviews with care managers and with a member of the administrative head. To interpret the material we have been using earlier studies, Senges theory of learning organization and Marsick and Watkins theory about informal and incidental learning. A main result is that the care managers obtain a great deal of possibilities to in- service training, for example meetings, educations and courses. The study also shows that the organization priorities formal learning while the care managers emphasise learning through interaction with other people, for example cohorts, contributors and users. Both care managers and a member of the administrative head says that there is a weakness in terms of follow- up and assessment. One recurrent topic in these discussions is responsibility, but the informants is not united of who’s the responsibility actually is.

We examine the financing choices of undiversified large shareholders or owner-managers in a continuous time structural model with rational expectations. The interplay between the objective of the undiversified, self-interested owner-manager who controls the firm and the valuation of the firms marketed claims by well-diversified outside investors, has a major impact on leverage and debt maturity choices as well as credit spreads. The effect of this interplay is particularly significant in a world where the representative investor (who determines asset prices in the economy) is risk-averse leading to nonzero market prices of systematic risk and risk premia of the firms investment opportunities. In a perfect information framework with no taxes or bankruptcy costs, we show that, the owner-manager could, depending on the projects characteristics, finance them exclusively with debt, exclusively with equity, or with a combination of equity and debt. Ceteris paribus, leverage increases with the expected growth rate of firm value under its investment opportunities, and decreases with its volatility. Debt maturity varies non-monotonically in a U-shaped manner with the expected growth rate, and decreases with the volatility. Our results reconcile empirical evidence on the variation of financing choices with firm characteristics that is not completely consistent with previous theories. The significant impact of the expected returns (therefore, risk premia) of firms investment opportunities on their leverage ratios, debt maturities, and credit spreads are important implications of our theory that cannot be obtained in these models or in models in which all agents are risk-neutral so that risk premia are zero. We empirically test the implications of our theory for the relationships among firms financing and debt maturity choices and the expected growth rate and volatility of their asset values. Controlling for all the significant determinants of firms financing and debt maturity choices identified by earlier studies, we show significant empirical support for our predictions.

A manager¡¦s growth can reflect the type of culture, environment, and institution of an organization. In addition, great career progresses contribute to a positive growth of both the company and the manager. In the past, most research focuses on how to build up a succession planning and some studies investigate how a manager¡¦s behavior, personnel traits, and style of leadership can influence the organization. With Narrative Inquiry, this article focuses on career development of some senior managers to investigate their learning progress to help researchers remodel (review) the managers¡¦ career experiences. This research expects to reveal the managers¡¦ roles and styles. Besides, the findings will lay bare their behavior and cognition with the organization through their own narratives. The environment and opportunities created by the organization motivate the managers to keep learning in their careers. Furthermore, the managers usually make good use of the challenges they have faced to experiment their concepts in action so as to obtain experiences for transforming their opinions and action. The managers¡¦ learning progresses, which have a great impact on their cognition and construction of the roles they play, also shows that learning behavior and construction of role will be interactive. The research purports to illustrate the forces and factors that will impact the managers in their careers in the organization and help the organization to build an appropriate environment beneficial both to the managers and the companies they work for.