During our time as substitute social secretaries within financial support we heard colleges that criticized the magnitude of documentation. This critique sparked our interest of documentations relation to client focused work. The aim of this study was to create an understanding regarding how the duty of documentations takes form in the work of social secretaries. We seek clarity in what purpose social secretaries pay documentation and what function it plays in their work. We met with six social secretaries involved with financial support and interviewed them, using semi structured interviews. The answers received showed an understanding of the importance of documentation but also that it is a time consuming task. Documentation within itself does not lead to anyone being self-contained regarding their financial situation, yet the results show that documentation make up over 60% and sometimes 80% of the worktime of social secretaries within financial support. The time spent on documentation was thought of as necessary to fulfill the task the social secretaries are handed. One of the interviewed secretaries expressed that this balance of work tasks shapes their work in a way that cannot be considered “social work”. The phenomenon is analysed using professionalism theory and “acting space” as a theoretical concept.

Uppsatsen syftar till att analysera och söka efter inslag av styrnings- och förvaltningsteorin New Public Management (NPM) i Arvika kommun. Detta görs framförallt genom framtagandet av tre indikatorer av NPM. Enligt den av uppsatsen använda teoretiska förståelsen tenderar dessa att vara närvarande i förvaltningsorganisationer influerade av NPM. Uppsatsen finner genom en analys av kommunens vision, strategiska plan samt specifika verksamhetsplaner att Arvika kommun har en i stora drag centraliserad politisk organisation (första indikatorn). Det finns även ett visst inslag av en beställare- och utförarmodell (andra indikatorn) men den är framförallt begränsad till verksamhetsplanen för vård och omsorg. Analysen finner även att den tredje indikatorn, en mål- och resultatutformad verksamhet, är framträdande i alla de av uppsatsen analyserade handlingarna. Konsekvensen för Arvika kommun är att man tangerar den idealtyp av kommun vilken kallas marknadskommun till nackdel för den i Sverige traditionellt framträdande statsintegrerade kommunen. Medvetet eller omedvetet har Arvika kommun antagit verksamhetsformer vilka är vanliga inom NPM. De mest framträdande i denna uppsats är den centraliserade politiska organisationen samt struktureringen av en mål- och resultatutformad verksamhet.

A administração pública brasileira tem uma imagem muito negativa perante a sociedade, o que se deve, em grande medida, a um histórico de ineficiência e práticas patrimonialistas e clientelistas. Para enfrentar o desafio de mudar esse tipo de administração pública, a corrente de pensamento denominada Nova Administração Pública (NAP) ou administração gerencialista, como ficou conhecida no Brasil, propõe novos métodos e técnicas de gestão a ela adaptados, muitos deles oriundos das práticas de empresas privadas. Assim, como outras experiências anteriores de reformas no Estado brasileiro, a NAP também ficou mais restrita ao âmbito federal, sendo poucas as oportunidades de estudá-la em nível subnacional (estados ou municípios), ou mesmo via estudos intraorganizacionais. Nesse sentido, o objetivo desta pesquisa é analisar, por meio de um estudo de caso único, a experiência de implantação de alguns dos valores e práticas da Nova Administração Pública num órgão público brasileiro, de nível estadual, historicamente vinculado aos procedimentos típicos da burocracia tradicional. O órgão público pesquisado é o Departamento de Trânsito de São Paulo (Detran-SP), que atualmente está passando por processo de reestruturação, visando mudanças em seu modelo de gestão. Sendo assim, ele se apresenta como um profícuo laboratório para entender e analisar quais são as variáveis mais relevantes para tornar tecnicamente viável o modelo da NAP em nível subnacional. / Public administration in Brazil has a very negative image in society, largely due to a history of inefficiency combined with patrimonial and clientelistic practices. In order to change this type of administration, the school of thought known as New Public Management (NPM) or managerial public administration, as it is commonly known in Brazil proposes new methods and management techniques, many of which are adapted from private business practices. Similarly to other previous Brazilian state reforms, NPM has been restricted to the federal level, rendering it difficult to be observed or studied at subnational (states or municipalities), or even intraorganizational levels. Given this, the aim of this research is to study, through a single case study, the implementation of some of the values and practices of New Public Management in a state-level Brazilian public agency, historically linked to the typical procedures of traditional bureaucracy. The agency studied is the São Paulo Department of Transit (Detran-SP), which is currently undergoing a restructuring process and can be seen as a laboratory to understand and analyze what are the most relevant variables and challenges to make the NPM possible at the Brazilian subnational level.

Digitaliseringen har kommit att innebära en förändring för såväl hela arbetslivet som för individen. Syftet med föreliggande studie var att få en djupare förståelse för hur digitaliseringen har kommit att påverka medarbetares arbetsmiljö. För att besvara studiens syfte genomfördes en kvalitativ studie med semistrukturerade intervjuer med sju myndighetsanställda, där följande frågeställningar låg till grund: på vilket sätt har digitaliseringen förändrat eller inte förändrat medarbetarnas arbete?, vilka upplevda möjligheter och hinder har digitaliseringen medfört i medarbetarnas arbete? samt vilka konsekvenser har digitaliseringen medfört på medarbetarnas arbetsmiljö? Resultatet visade att digitaliseringen har inneburit en förändring på myndigheten i form av att analoga funktioner och processer har kommit att bli digitala där nya digitala verktyg har förändrat arbetssätt, kommunikation och relationer. Förändringen har medfört möjligheter att utföra arbetet med ökad effektivt och med bättre kvalitet samt flexibilitet genom gränslöst arbete. Digitaliseringen har även medfört nya möjligheter för kommunikation, vilket delvis har förbättrat sociala relationer. Dock har digitaliseringen även inneburit att en del kontakt med kollegor har suddats ut då sociala relationer delvis har kommit att ersättas av digitala funktioner. Oförmåga att leva upp till kravet att arbetet i och med digitaliseringen ska hålla ett högre mått samt upplevelsen av att det gränslösa arbetet skapar ett krav på att ständigt vara tillgänglig är ytterligare baksidor som digitaliseringen medfört. De nya möjligheterna och hindren har inneburit konsekvenser på arbetsmiljön i form av nya krav i arbetet, förbättrat och försämrat handlingsutrymmet samt förändrade former för stöd. Digitaliseringen har kommit att styra såväl arbetssätt, resultat och uppföljning, gränsdragning mellan arbete och privatliv som sociala relationer i arbetet, vilket på gott och ont har kommit att förändra intervjupersonernas arbetsmiljö. Forskning har efterfrågats kring digitaliseringens effekter på anställdas arbetsmiljö varpå föreliggande studie har bidragit med kunskap av betydelse för forskningsområdet.

Studien syftar att undersöka om New Public Management (NPM), en vinstdrivande styrningsstrategi passar i den offentliga vårdsektorn. Det teoretisk ramvereket utformas av Almqvists tolkning av NPM, som utgörs av tre strategier, Konkurrenskraft, Kontraktstyrningsamt Decentralisering & Intern styrning. Sju stycken sjuksköterskor har därefter intervjuats gällande strategiernas konsekvenser på deras arbetsroll i förhållande till krav och kontroll. För att avgränsa studien har endast de mest framträdande konsekvenserna, Prestation & Kontroll, Försämrad kommunikation & Ökad administration samt Målstyrning &Handlingsfrihet analyserats. Syftet med att undersöka sjuksköterskans arbetssituation i relation till NPM är skapa ökad förståelse för hur denna verksamhetsstyrning påverkar det operativa arbetet i offentlig vårdsektor. Studiens resultat tyder på att tillämpning av NPM härleder bland annat ökad arbetsbelastning, stress och känsla av maktlöshet hos sjuksköterskan. Studien påvisar även att sjuksköterskans arbetsroll kantas av en hög grad av krav och begränsad grad av kontroll över sin arbetssituation. Således bedömdes sjuksköterollen som ett högstressarbete enligt Karaseks krav- och kontrollmodell. På lång sikt bedöms denna arbetstyp kunna bidra till psykisk ohälsa och således vara negativ för både arbetsgivare och arbetstagare. Tillämpningen av NPM bedömdes i helhet påverka sjuksköterskans arbetssituation negativt. Detta talar emot NPM som tillbörlig styrningsmetod för offentliga, icke vinstdrivande, organisationer. Författarna tillstryker dock att denna studie ses som ofullständig i syfte att enhetligt bedöma om vinstdrivande strategier lämpar sig i offentliga sektorn på ett slutligt plan och rekommenderar att vidare forskning görs med större omfattning av rådata och effektiva mått.

This work is an endeavour on the subject of the Critical Success Factors imposed by Human Resources, in the process of reforms, under the context of New Public Management, particularly, as this applies in the Greek Public Sector and more specifically in the cases of ISO implementation. The fundamental issues it attempts to elucidate are the Human Resources policies that must be applied, so that employees become an integral element for the successful implementation of any introduced reforms. Many scholars have pointed out the gap in literature regarding the effect of New Public Management (NPM) reforms on the human factor. Moreover, in the current Greek reality, in the context of the economic recession and the debt crisis, where public administration reforms are mandatory, the thorough examination of the vital issues, pertaining to Human Resources, consists a major priority. The qualitative research method applied with the employees of the reformed organisations has further aspired to ponder and determine what really matters during the transformational process from the employees’ point of view. The conclusions we have reached underpin the importance of Human Resources motivational factors in the reform process, taking into consideration that the employee is the catalyst for any change effort. Some of those factors were found to be also part of the ISO concept per se, thus, their implementation would boost the employees’ morale, while others must be carefully analysed, planned and implemented by all the stakeholders to further facilitate the change process. We have to bear in mind that, especially under the current dire economic environment, quality reforms could be a challenge, as they combine fiscal discipline and at the same time aspire to increase the employees’ and citizens’ satisfaction. This study goes further to suggest that, the implementation of ISO reforms could help all the participants, provided that the decision makers take into serious consideration the Critical Success Factors outlined herewith, that have been extracted from a survey conducted pertinent to our research. This study focused on the reforms/ISO process as implemented by the Intermediate Managing Authority of the Ionian Islands. Further research on the implications from the implementation of NMP doctrines on Human Resources should be conducted in other Greek governmental organisations, in order to reaffirm the results and possibly enhance the suggested model. Conclusively, our ultimate target is to assist decision makers and encourage them to utilise the arguments depicted, towards the successful implementation of NPM doctrines.

Este trabalho busca compreender como elementos das diferentes abordagens de administração pública (Administração Pública Burocrática, Nova Administração Pública e Novo Serviço Público) encontrados no Departamento Estadual de Trânsito do Rio Grande do Sul – Detran/RS interferem no relacionamento da Autarquia com o cidadão. Para atingir os objetivos propostos, a base teórica da pesquisa constitui-se, além do estudo das supracitadas teorias da administração pública, do conceito de valor público e de um panorama sobre o relacionamento com o cidadão por parte das instituições públicas. Uma análise documental foi realizada, seguida de entrevistas semiestruturadas com o corpo diretivo da instituição, com servidores que atuam no atendimento ao público e com os cidadãos. Os dados coletados foram estudados a partir da técnica de análise de conteúdo. Buscou-se identificar elementos que evidenciem o papel do Detran/RS na sociedade na visão das unidades de análise, o modelo de gestão predominante, a percepção sobre valor público e as dificuldades e perspectivas sobre o relacionamento da instituição com os cidadãos por ela atendidos. Os resultados indicaram a predominância dos modelos da Administração Pública Burocrática e da Nova Administração Pública, que coexistem com vários dos seus elementos na instituição analisada. A identificação de uma escassa visão sobre um modelo de administração participativo, como o proposto pelo Novo Serviço Público, somada a elementos burocráticos, como a necessidade de extensa documentação, e a elementos gerenciais, como a terceirização de serviços essenciais, permitem a conclusão de que contribuem para um ambiente hostil para o cidadão que, além de ter de enfrentar dificuldades para o cumprimento de serviços solicitados, mantém-se distante da esfera pública. / This thesis seeks to understand how elements of the different approaches of public administration (Bureaucratic Public Administration, New Public Management and New Public Service) found in the Department of Transit of Rio Grande do Sul - Detran/RS interferes in its relationship with the citizen. In order to reach the proposed objectives, the theoretical basis of the research constitutes, besides the study of the above-mentioned theories of the public administration, the concept of public value and a panorama on the relationship with the citizen by the public institutions. A documental analysis was carried out, followed by semi-structured interviews with the institution's governing body, with public servants whose work is respond to the citizens and with the citizens themselves. The data collected were studied using the content analysis technique. It sought to identify elements that demonstrate the role of Detran/RS in society in the view of the units of analysis, the predominant management model, the perception about public value and the difficulties and perspectives on the relationship of the institution with the citizens it serves. The results indicated the predominance of the models of the Bureaucratic Public Administration and New Public Administration, which coexist with several of its elements in the analyzed institution. The identification of a scarce vision of a participative management model, such as that proposed by the New Public Service, added to bureaucratic elements, such as the need for extensive documentation, and management elements, such as the outsourcing of essential services, allow the conclusion that they contribute to a hostile environment for the citizen who, in addition to facing difficulties in fulfilling the requested services, remains far from the public sphere.

Syftet var att undersöka hur medarbetare inom äldreomsorgen uppfattar äldreomsorgen som arbetsplats samt klargöra vilka faktorer som de upplever gör och skulle kunna göra äldreomsorgen till en attraktiv arbetsplats. En kvalitativ metod tillämpades genom semistrukturerade intervjuer med undersköterskor och vårdbiträden inom äldreomsorgen i Kungälvs kommun. Fyra av respondenterna var anställda då studien genomfördes och två av dem hade nyligen slutat.Resultatet visar en mångfasetterad uppfattning om äldreomsorgen som arbetsplats. Resursfördelningen på arbetsplatsen påverkar hur vården bedrivs samtidigt som medarbetarens egen vilja har en inverkan. Den främsta faktorn som gör äldreomsorgen till en attraktiv arbetsplats är den sociala kontakten med de äldre. Den sociala kontakten ansågs även ha en stor betydelse för att medarbetare ska vilja stanna kvar och för att kunna attrahera framtida medarbetare. En löneökning skulle enligt vårt resultat göra äldreomsorgen som arbetsplats ännu attraktivare. Det har även visat sig att organisationskulturen har en inverkan på attraktiviteten. Avslutningsvis diskuteras resultatet i förhållande till forskning inom new public management och employer branding samt använt en modell som är framtagen av Hedlund, Åteg, och Pontén. / <p>The purpose of this essay is to investigate how employees in elderly care perceive the elderly care as a workplace and to clarify which factors they feel are making and could make the elderly care an attractive workplace. A qualitative method was used through semi-structured interviews with nurses and nursing assistants in nursing homes in the municipality of Kungälv. Four of the respondents were employed when the study was conducted, and two of them had recently quit their works.</p><p>The results indicates a multifaceted picture of the elderly as a workplace. Resource allocation in the workplace affects how it is provided. The results also indicates that the meaning of the employee's own will have an impact on working in the elderly care. The main factor that makes the elderly care an attractive work place is the social contact with the elderly. The social contact is also to be considered as an important factor in making employees stay and to attract future employees. An increase of the wage would, according to our results make working in the elderly care more attractive. It has also been shown that organizational culture has an impact on attractiveness. Finally, we are discussing the results in relation to research on new public management and employer branding. We have also used a model that is developed by Hedlund, Åteg and Pontén.</p><p>Program: Organisations- och personalutvecklare i samhället</p>

Over the last decades, language in the public sector has changed due to influence from New public management. In this thesis, I seek to investigate librarians’ attitudes towards a more businesslike way of speaking about libraries, referred to here as management-speak. For this purpose, I’ve used a modified version of the matched guise technique. A magazine article on libraries was altered so that one version contained more management-speak and the other one less. 500 randomly chosen Swedish librarians were asked to rate one of the two versions on a five point Osgood-scale. Statistical analysis of their answers shows that while respondents who read the version containing less management-speak rated it more favorably, the difference was small and not statistically significant. These results would suggest that librarians in general may not hold any particularly strong attitudes, positive or negative, towards management-speak. However, librarians who graduated in the eighties or later and librarians who do not hold a managerial position are more likely to perceive the writer as younger when she uses more management-speak, while research librarians will probably see the writer as more trustworthy when the management-speak is toned down.

The aim of this master thesis is to examine how leadership in public libraries is constructed discursively in the Swedish library field of today. The empirical material reviewed is job postings and articles from three library related journals.The thesis seeks to identify what different leadership discourses can be found by looking at definitions, forms of address, present actors and themes emerging. It also aims to examine the contingent presence of late modern leadership theories in the order of discourse. The leadership theories primarily investigated are New Public Management (NPM) and value-based leadership.The theoretical starting point of the thesis is discourse theory, developed by Ernesto Laclau and Chantal Mouffe. In the analysis a model of four phases is used; in which central concepts of discourse theory help identify the discourses. Three different discourses are identified in the material:The change discourse is based on the idea that change is a general condition for leadership in public libraries. The presence of NPM can be seen in this discourse in terms of a rational view of the employees.The relation discourse is oriented towards development of the individual and the relationship between leader and personnel. One can see many characteristics of a value-based leadership but also a tendency of wanting to justify their operations in terms of NPM.The participatory discourse is a mainly critical discourse. There are some elements of value-based leadership, but the perspective is the employees’ and focus lies on a collective sense of professional community. / Program: Bibliotekarie