The purpose of this study was to examine the life satisfaction of the wives of naval non-commissioned officers living in an isolated military suburb. As little is known about this phenomenon an exploratory design was used. A sample group of 81 wives was selected by means of stratified random sampling. Measuring instruments used were the Heimler Scale of Social Functioning and a needs assessment. The results of the study indicated that although a small majority of the wives experience their lives as satisfactory they have a great deal of frustration. The two largest areas of low satisfaction was work and finances. It seems that these wives have sufficient support systems. The lack of transport seems to be a problem for these wives. The needs assessment identified a great interest in, and a need for certain courses, hobbies, aerobic classes and a daycare centre. / Social Work / M.A. (Social Science (Mental Health))

Úlcera venenosa é o tipo de úlcera mais freqüente nos membros inferiores, conseqüente à insuficiência venosa crônica. Há várias condutas terapêuticas para o seu tratamento, desde terapias tópicas como a sulfadiazina de prata a 1% a aparelhos bioestimuladores como fototerapia, ultra-som e outros. A fototerapia por laser ou LEDs (diodos emissores de luz) tem sido estudada principalmente como método bioestimulador para o reparo tecidual e alívio da dor. O presente estudo tem como objetivo analisar a eficácia do tratamento com fototerapia (LEDs) associado ao curativo diário de sulfadiazina de prata a 1% creme (SDZ) em pacientes com úlceras venosas crônicas. Estudo randomizado, duplo-cego, no qual foi utilizado aparelho de fototerapia (Dynatron 880 Infrared Therapy Probe - Dynatron Solaris) contendo 2 sondas de conformação idêntica, cujas especificidades foram reveladas apenas ao final do estudo: sonda 1 (1 LED de 644 nm, 18 mW, 1,12 J/\'CM POT.2\') e sonda 2 (1 LED de 641 nm e 32 LEDs de 891 nm; 131 mW; 1,57 J/\'CM POT.2\'). Foram selecionados 20 pacientes com 32 úlceras venosas crônicas, atendidos no ambulatório de úlceras da dermatologia do CSE-FMRP-USP, das quais se constituíram 3 grupos (G) distintos pela forma de tratamento: G1-sonda 1 e SDZ; G2-sonda 2 e SDZ e G3-somente SDZ, seguidos por 90 dias. Após a assepsia das úlceras, as sondas foram aplicadas pontualmente sobre a ferida protegida com PVC, a 1,5 J/\'CM POT.2\', durante 30 seg/5 \'CM POT.2\', 2x/semana, e posterior curativo com SDZ. Quinzenalmente, as úlceras foram fotografadas digitalmente e suas imagens avaliadas por meio do software Image J (marca registrada), para mensuração das áreas total, de tecido de granulação (cor vermelha) e de esfacelo/fibrina (cor amarela). Foram calculados os índices de cicatrização das úlceras (ICU) pela fórmula [(ICU=Ai-Af)/Ai], sendo Ai (área inicial) e Af (área final). O ICUs médios do G2 foram de 0,3 e 0,5 no 30º e 90º dias com redução significante das áreas ulceradas (p < 0,01), quando comparado ao G3 com ICUs médios de -0,08 e -0,03 respectivamente. No G1, apenas no 90º dia, o ICU médio (0,42) foi diferente do G3 (-0,03), sendo p < 0,01. Ao considerar a freqüência das úlceras pequenas com ICU \'> OU =\' 0,4, o G2 teve esse índice alcançado por 75% das úlceras no 30º e no 90º dias, enquanto o G1 o atingiu em 33% das úlceras somente no 60º dia. À análise espectofotométrica no final do estudo, observou-se que os LEDs de 641 nm não emitiam luz eficaz na sonda 2, a qual se constituía essencialmente de LEDs de 891 nm. Os resultados obtidos demonstraram que a fototerapia LED 891 nm acelerou o processo cicatricial das úlceras venosas crônicas em relação ao LED 644 nm e, ambos, em relação à sulfadiazina de prata a 1%, corroborando as evidências de vários estudos in vivo e in vitro sobre o uso de fototerapia (laser e LEDs) de 600 a 1000 nm no reparo tecidual. Desta forma, a fototerapia por LEDs mostrou-se como um bom método físico, bioestimulador, não invasivo e coadjuvante aos tratamentos convencionais para úlceras venosas, como a sulfadiazina de prata a 1% / Venous ulcer is the most common type of ulcer in the lower limbs, consequent to chronic venous insufficiency. There are several forms to treat them from topical therapies such as 1% silver sulfadiazine cream to biostimulators devices as ultrasound, phototherapy and others. The phototherapy laser or LEDs (light-emitting diode) has been studied, mainly as biostimulator method for tissue repair and pain relief. This study aims to analyze the effectiveness of treatment with phototherapy (LEDs) associated with the daily dressing of 1% silver sulfadiazine cream (SDZ) in patients with chronic venous ulcers. This study was randomized, double-blind, in which device was used for phototherapy (Dynatron 880 Infrared Therapy Probe - Dynatron Solaris) containing 2 probes of similar conformation and their specifications were revealed only at the end of the study: probe 1 (1 LED - 644 nm, 18 mW, 1.12 J/\'CM POT.2\') and probe 2 (1 LED - 641 nm and 32 LEDs - 891 nm; 131 mW; 1.57 J/\'CM POT.2\'). Twenty patients were selected from ulcer outpatient clinic of dermatology service CSE-FMRP-USP, with 32 chronic venous ulcers, which were created 3 groups (G) by different forms of treatment: G1-probe 1 and SDZ; G2-probe 2 and SDZ and G3-only SDZ, followed by 90 days. After ulcers asepsis, the probes were applied on the wound punctually protected with PVC plastic sheet, to 1.5 J/\'CM POT.2\' for 30 seg/5 \'CM POT.2\', twice a week, and dressing with SDZ later. Fifthly, the ulcers were photographed digitally and their images were evaluated by the software ImageJ to measure of the total, granulation tissue (red) and sphacel/fibrin (yellow) areas. The wound healing rates (WHR) were calculated by formula [(WHR = Ao-Af)/Ai], meaning Ao (original area) and Af (final area). The averages of the G2 WHRs were 0.3 and 0.5 in the 30th and 90th days, with a significant reduction of the ulcerated areas (p < 0.01) when compared to the G3 with averages -0.08 and -0.03 respectively. In the G1, only at the 90th day, the mean of WHR (0.42) was different from the G3 (-0.03), and p<0.01. Considering the frequency of small ulcers with WHR \'> OU =\' 0.4, the G2 has reached this index by 75% of the ulcers in 30th and 90th days, while the G1 achieved in 33% of ulcers only in the 60th day. In the spectrophotometric analysis in the end of the study, it was observed that the 641 nm LEDs didn\'t issued effective light in probe 2, which was mainly constituted of 891 nm LEDs. The results showed that the 891 nm LED phototherapy accelerated the healing process of chronic venous ulcers in relation to the 644 nm LED, and both in relation to the silver sulfadiazine cream to 1%, corroborating evidence from several studies in vivo and in vitro on using of phototherapy (lasers and LEDs) of 600 to 1000 nm in tissue repair. Thus, the phototherapy by LEDs showed itself as a good physical method, biostimulator, noninvasive and an adjunct to conventional treatments for venous ulcers, such as silver sulfadiazine to 1%.

This thesis studies the development of the Royal Australian Navy (RAN), during the period 1911 to 1952 from the perspective of the men of the lower deck, the RAN ratings. The early RAN was modelled very closely on the Royal Navy (RN), but the expectations of its managers and administrators, imbued as they were with the culture and tradition of the RN, were not easily compatible with the character of the Australians who became the RAN???s ratings. The class distinction which functioned in the RN, when applied to the more egalitarian Australians caused ill-feeling and led to the breakdown of discipline. The Australian Commonwealth Naval Board strongly resisted attempts by the Australian Government and the Australian people to regulate its affairs, a situation which seriously disadvantaged the RAN ratings and their families. In the wider context a continuing refusal by both the British Admiralty and the senior officers of the RAN to allow the development of a truly national navy led to significant manpower problems. This both inhibited the establishment of a navy for Australia and denied that navy full use of the unique attributes of the Australian rating.

This thesis studies the development of the Royal Australian Navy (RAN), during the period 1911 to 1952 from the perspective of the men of the lower deck, the RAN ratings. The early RAN was modelled very closely on the Royal Navy (RN), but the expectations of its managers and administrators, imbued as they were with the culture and tradition of the RN, were not easily compatible with the character of the Australians who became the RAN???s ratings. The class distinction which functioned in the RN, when applied to the more egalitarian Australians caused ill-feeling and led to the breakdown of discipline. The Australian Commonwealth Naval Board strongly resisted attempts by the Australian Government and the Australian people to regulate its affairs, a situation which seriously disadvantaged the RAN ratings and their families. In the wider context a continuing refusal by both the British Admiralty and the senior officers of the RAN to allow the development of a truly national navy led to significant manpower problems. This both inhibited the establishment of a navy for Australia and denied that navy full use of the unique attributes of the Australian rating.

The purpose of this study was to examine the life satisfaction of the wives of naval non-commissioned officers living in an isolated military suburb. As little is known about this phenomenon an exploratory design was used. A sample group of 81 wives was selected by means of stratified random sampling. Measuring instruments used were the Heimler Scale of Social Functioning and a needs assessment. The results of the study indicated that although a small majority of the wives experience their lives as satisfactory they have a great deal of frustration. The two largest areas of low satisfaction was work and finances. It seems that these wives have sufficient support systems. The lack of transport seems to be a problem for these wives. The needs assessment identified a great interest in, and a need for certain courses, hobbies, aerobic classes and a daycare centre. / Social Work / M.A. (Social Science (Mental Health))

Made available in DSpace on 2014-12-17T15:24:29Z (GMT). No. of bitstreams: 1 SolangeAP_DISSERT.pdf: 1557338 bytes, checksum: d35e9328bbd03e09b527ac07d0595839 (MD5) Previous issue date: 2014-04-25 / The professional profile of public administrators in Brazil is changing very rapidly in recent years, seeking to meet the principle of efficiency by public agencies at all levels. The admission of the permanent government employee under the Public Administration is by competition, however, commissioned positions are free appointment of managers, which allows effective participation of external experts according to their respective standards and norms. In this context, this dissertation seeks to understand the main characteristics of the profile of the occupants of commissioned positions in Direct Public Administration of the State of Rio Grande do Norte, noting the differences between those with functional link with the have nots. For this study, by data collection and content analysis, a mapping of the administrative structure of the Government of the State of Rio Grande do Norte was done, i.e., the organization of the Executive Branch, which is regulated by the Complementary Law no. 163/1999 and its amendments, which consists of 53 (fifty three) entities, these 29 (twenty nine) are agencies of the direct administration and the remaining 24 (twenty four) comprises the indirect administration. With the collected data, analysis on the number of commissioned positions of each organ of the State of Rio Grande do Norte and information on education, age, length of service, gender and functional link with the direct administration was carried out. Data were available from SEARH in June/2013, when they totaled 58,733 (fifty-eight thousand seven hundred thirty-three) servers, these 2.15% (two point fifteen percent) occupy commissioned positions, corresponding to 1,262 commissioned positions under the Direct Administration, below the national average of 4% (four percent). Of total commissioned positions 64.7% (sixty-four point seven percent) have no functional link with the direct administration, while only 35.3% (thirty -five point three percent) have functional link. It was noticed that there are no clear and specific criteria for the appointments of commissioned positions in the State. They occur freely, as provided in the State Constitution. Another conclusion is the importance of Public Administration define and improve their capacity, competence and efficiency in the delivery of public services. For that it is necessary to invest in their workforce composed of permanent employees and commissioned positions to define the appropriate professional profile / O perfil profissional dos dirigentes p?blicos no Brasil est? mudando muito rapidamente nos ?ltimos anos, em busca de atender ao princ?pio da efici?ncia pelos ?rg?os p?blicos em todas as esferas de poder. O ingresso do servidor efetivo no ?mbito da Administra??o P?blica ? por meio de concurso, no entanto, os cargos comissionados s?o de livre nomea??o dos gestores, o que permite a participa??o de t?cnicos efetivos e externos, de acordo com suas respectivas normas. Neste contexto, esta disserta??o procura conhecer as principais caracter?sticas do perfil dos ocupantes dos cargos comissionados na Administra??o P?blica Direta do Rio Grande do Norte, observando as diferen?as entre os que possuem v?nculo funcional com os que n?o t?m. Para este estudo, por meio de coleta de dados e an?lise de conte?dos, foi feito o mapeamento da estrutura administrativa do Governo do Estado do Rio Grande do Norte, ou seja, a organiza??o do Poder Executivo, a qual ? regulamentada pela Lei Complementar n. 163/1999 e suas altera??es, que ? composta por 53 (cinquenta e tr?s) entidades, dessas 29 (vinte e nove) s?o ?rg?os da Administra??o Direta e as demais 24 (vinte e quatro) comp?e a Administra??o Indireta. Com os respectivos dados coletados foi realizada an?lise sobre o n?mero de cargos comissionados de cada ?rg?o do Estado do Rio Grande do Norte e informa??es sobre escolaridade, idade, tempo de servi?o, g?nero e v?nculo funcional com a Administra??o Direta. Os dados analisados foram disponibilizados pela SEARH em junho/2013, quando foram totalizados 58.733 (cinquenta e oito mil setecentos e trinta e tr?s) servidores, desses 2,15% (dois v?rgula quinze por cento) ocupam cargos comissionados, que corresponde a 1.262 cargos comissionados no ?mbito da Administra??o Direta, abaixo da m?dia nacional que ? de 4% (quatro por cento). Do total de cargos comissionados 64,7% (sessenta e quatro v?rgula sete por cento) n?o possuem v?nculo funcional com a Administra??o Direta, enquanto apenas 35,3% (trinta e cinco v?rgula tr?s por cento) t?m v?nculo funcional. Foi percebido que n?o existem crit?rios claros e espec?ficos para as nomea??es dos cargos comissionados no Estado, ?s mesmas ocorrem livremente, conforme previsto na Constitui??o Estadual. Outra conclus?o ? a import?ncia da Administra??o P?blica definir e melhorar sua capacidade, compet?ncia e efici?ncia na presta??o dos servi?os p?blicos, para isso ? preciso investir na sua for?a de trabalho composta por servidores efetivos e cargos comissionados com defini??o do perfil profissional adequado

Úlcera venenosa é o tipo de úlcera mais freqüente nos membros inferiores, conseqüente à insuficiência venosa crônica. Há várias condutas terapêuticas para o seu tratamento, desde terapias tópicas como a sulfadiazina de prata a 1% a aparelhos bioestimuladores como fototerapia, ultra-som e outros. A fototerapia por laser ou LEDs (diodos emissores de luz) tem sido estudada principalmente como método bioestimulador para o reparo tecidual e alívio da dor. O presente estudo tem como objetivo analisar a eficácia do tratamento com fototerapia (LEDs) associado ao curativo diário de sulfadiazina de prata a 1% creme (SDZ) em pacientes com úlceras venosas crônicas. Estudo randomizado, duplo-cego, no qual foi utilizado aparelho de fototerapia (Dynatron 880 Infrared Therapy Probe - Dynatron Solaris) contendo 2 sondas de conformação idêntica, cujas especificidades foram reveladas apenas ao final do estudo: sonda 1 (1 LED de 644 nm, 18 mW, 1,12 J/\'CM POT.2\') e sonda 2 (1 LED de 641 nm e 32 LEDs de 891 nm; 131 mW; 1,57 J/\'CM POT.2\'). Foram selecionados 20 pacientes com 32 úlceras venosas crônicas, atendidos no ambulatório de úlceras da dermatologia do CSE-FMRP-USP, das quais se constituíram 3 grupos (G) distintos pela forma de tratamento: G1-sonda 1 e SDZ; G2-sonda 2 e SDZ e G3-somente SDZ, seguidos por 90 dias. Após a assepsia das úlceras, as sondas foram aplicadas pontualmente sobre a ferida protegida com PVC, a 1,5 J/\'CM POT.2\', durante 30 seg/5 \'CM POT.2\', 2x/semana, e posterior curativo com SDZ. Quinzenalmente, as úlceras foram fotografadas digitalmente e suas imagens avaliadas por meio do software Image J (marca registrada), para mensuração das áreas total, de tecido de granulação (cor vermelha) e de esfacelo/fibrina (cor amarela). Foram calculados os índices de cicatrização das úlceras (ICU) pela fórmula [(ICU=Ai-Af)/Ai], sendo Ai (área inicial) e Af (área final). O ICUs médios do G2 foram de 0,3 e 0,5 no 30º e 90º dias com redução significante das áreas ulceradas (p < 0,01), quando comparado ao G3 com ICUs médios de -0,08 e -0,03 respectivamente. No G1, apenas no 90º dia, o ICU médio (0,42) foi diferente do G3 (-0,03), sendo p < 0,01. Ao considerar a freqüência das úlceras pequenas com ICU \'> OU =\' 0,4, o G2 teve esse índice alcançado por 75% das úlceras no 30º e no 90º dias, enquanto o G1 o atingiu em 33% das úlceras somente no 60º dia. À análise espectofotométrica no final do estudo, observou-se que os LEDs de 641 nm não emitiam luz eficaz na sonda 2, a qual se constituía essencialmente de LEDs de 891 nm. Os resultados obtidos demonstraram que a fototerapia LED 891 nm acelerou o processo cicatricial das úlceras venosas crônicas em relação ao LED 644 nm e, ambos, em relação à sulfadiazina de prata a 1%, corroborando as evidências de vários estudos in vivo e in vitro sobre o uso de fototerapia (laser e LEDs) de 600 a 1000 nm no reparo tecidual. Desta forma, a fototerapia por LEDs mostrou-se como um bom método físico, bioestimulador, não invasivo e coadjuvante aos tratamentos convencionais para úlceras venosas, como a sulfadiazina de prata a 1% / Venous ulcer is the most common type of ulcer in the lower limbs, consequent to chronic venous insufficiency. There are several forms to treat them from topical therapies such as 1% silver sulfadiazine cream to biostimulators devices as ultrasound, phototherapy and others. The phototherapy laser or LEDs (light-emitting diode) has been studied, mainly as biostimulator method for tissue repair and pain relief. This study aims to analyze the effectiveness of treatment with phototherapy (LEDs) associated with the daily dressing of 1% silver sulfadiazine cream (SDZ) in patients with chronic venous ulcers. This study was randomized, double-blind, in which device was used for phototherapy (Dynatron 880 Infrared Therapy Probe - Dynatron Solaris) containing 2 probes of similar conformation and their specifications were revealed only at the end of the study: probe 1 (1 LED - 644 nm, 18 mW, 1.12 J/\'CM POT.2\') and probe 2 (1 LED - 641 nm and 32 LEDs - 891 nm; 131 mW; 1.57 J/\'CM POT.2\'). Twenty patients were selected from ulcer outpatient clinic of dermatology service CSE-FMRP-USP, with 32 chronic venous ulcers, which were created 3 groups (G) by different forms of treatment: G1-probe 1 and SDZ; G2-probe 2 and SDZ and G3-only SDZ, followed by 90 days. After ulcers asepsis, the probes were applied on the wound punctually protected with PVC plastic sheet, to 1.5 J/\'CM POT.2\' for 30 seg/5 \'CM POT.2\', twice a week, and dressing with SDZ later. Fifthly, the ulcers were photographed digitally and their images were evaluated by the software ImageJ to measure of the total, granulation tissue (red) and sphacel/fibrin (yellow) areas. The wound healing rates (WHR) were calculated by formula [(WHR = Ao-Af)/Ai], meaning Ao (original area) and Af (final area). The averages of the G2 WHRs were 0.3 and 0.5 in the 30th and 90th days, with a significant reduction of the ulcerated areas (p < 0.01) when compared to the G3 with averages -0.08 and -0.03 respectively. In the G1, only at the 90th day, the mean of WHR (0.42) was different from the G3 (-0.03), and p<0.01. Considering the frequency of small ulcers with WHR \'> OU =\' 0.4, the G2 has reached this index by 75% of the ulcers in 30th and 90th days, while the G1 achieved in 33% of ulcers only in the 60th day. In the spectrophotometric analysis in the end of the study, it was observed that the 641 nm LEDs didn\'t issued effective light in probe 2, which was mainly constituted of 891 nm LEDs. The results showed that the 891 nm LED phototherapy accelerated the healing process of chronic venous ulcers in relation to the 644 nm LED, and both in relation to the silver sulfadiazine cream to 1%, corroborating evidence from several studies in vivo and in vitro on using of phototherapy (lasers and LEDs) of 600 to 1000 nm in tissue repair. Thus, the phototherapy by LEDs showed itself as a good physical method, biostimulator, noninvasive and an adjunct to conventional treatments for venous ulcers, such as silver sulfadiazine to 1%.

Specialistofficeren skall utgöra ryggraden inom Försvarsmakten avseende kompetens, erfarenhet och djup kunskap. För att kunna bygga denna kompetens och erfarenhet är stabilitet vad gäller tid i befattning viktigt. Enligt nu gällande arméns riktlinjer för yrkes- och karriärutveckling skall tiden i respektive befattning vara tre till sex år. Syftet med denna studie är att utforska och förstå varför specialistofficerare vid Skaraborgs Regementes Krigsförbandsenhet byter befattning och inte stannar kvar i dessa under längre tidsperioder. Studien har genomförts som kvalitativ forskning med induktiv ansats. Empirin har inhämtats genom intervjuer som analyserats genom metod som är inspirerad av Grundad teori. Ur empirin framträder fem teman som påverkar specialistofficeren avseende befattningsbyten. Dessa teman är Motiverande faktorer, Destruktiva krafter, Monetär resursfördelning, Organisationens förutsättningar samt Jagets uppfyllelse. Dessa teman är på olika sätt relaterade till och påverkar även varandra, men centralt är Jagets uppfyllelse och att detta påverkar Organisationens förutsättningar. Vår analys pekar på att specialistofficeren inte stannar kvar i befattning enligt de tre till sex år som Försvarsmaktens olika direktiv säger på grund av ett antal orsaker. Organisationen är själv orsak till att specialistofficerarnas tid i befattning inte upprätthålls enligt Försvarsmaktens skrivelser. Detta genom att specialistofficerare arbetsleds till nya befattningar tidigare än avsett, vilket bland annat beror på personalbrist. När specialistofficeren upplever brist på motivation, brist på personlig utveckling eller upplever stagnation så söker han eller hon ny befattning. Specialistofficerarna tränas till att vara initiativ- och handlingskraftiga, vilket även syns när det gäller sitt eget självförverkligande. Riktlinjerna för yrkes- och karriärutveckling som organisationen satt upp avseende tid i befattning ses inte som trovärdiga vad gäller antal år och riskerar därför inte lyckas implementeras fullt ut. Detta beror bland annat på att organisationen väsentligt har ändrat förutsättningar för specialistofficerskåren från det att individerna klev in i yrket till idag, samt att specialistofficerarna inte varit delaktiga i utformningen av systemet. Avseende lön är specialistofficeren inte nöjd, men heller inte missnöjd. Om och när missnöje väger över blir lön ett skäl att byta befattning. Detta eftersom enda möjligheten att påverka sin lön för specialistofficeren är genom att byta befattning. Våra rekommendationer är att skapa förutsättningar för en bättre personalplanering i form av relevanta och trovärdiga personalplaner som taktar bättre med individens vilja och behov. Tätare dialog mellan organisation, chef och individ behöver ske kring utveckling. Organisationsförändringar och skapande av allomfattande riktlinjer behöver ske i dialog och delaktighet, precis som Försvarsmaktens syn på ledarskap säger. Att specialistofficerare som är rättutbildade får vara delaktiga i utformningen av sin egen yrkeskårs framtid är särskilt viktig. Erfarenhet och kunskap måste få betala sig i form av lön för specialistofficerare. Så länge enda möjligheten att påverka sin lön är att byta befattning riskerar så också att ske. / The Non-Commissioned Officer (NCO) is supposed to be the spine within the Swedish Armed Forces due to competence, knowledge and experience. Stability and time on each position are crucial aspects to ensure this competence and experience in the NCO profession. According to the Swedish Army´s guidelines about development within career and profession the time spent on each position should be 3 – 6 years for an NCO. The purpose of this study is to examine and to understand why NCO:s at Krigsförbandsenheten within the Skaraborg Regiment stays or do not stay in in the same position for the recommended number of years, according to the guidelines of the Armed Forces specifies. The study is qualitative and inductive. The empiricism has been obtained from interviews  which have been analyzed according to Grounded Theory. The empiricism shows five themes which affects the NCO:s choices to change position. These themes are Motivating Factors, Destructive Forces, Distribution of Monetary Resources, The Conditions of the Organization and Fulfillment of the Ego. These themes are related to and affect each other in different ways, but Fulfillment of the ego is central, and that it affects the conditions of the organization. The analysis shows that most NCO:s do not stay in the same position for the recommended 3-6 years, and that this depends on a number of different reasons. The organization itself is a big cause why the NCO:s do not stay in position the recommended time. This cause depends on lack of personnel. When the NCO experiences lack of motivation, lack of personal progress, or stagnation, he or she will search for a new position. The NCO:s are trained to be full of initiative and to be actionable. This also makes them full of initiative and actionable when it comes to their own self-fulfillment. The guidelines that the organization has created about time on position are not seen as trustworthy or credible, therefore it will not succeed in full implementation. This depends on, among other things that the organization substantially has changed the conditions for the NCO-corps from the time they started their career to how it works today. In addition the NCO:s have not been allowed to be a part in the development and shaping of the future of the corps. The NCO:s are not satisfied with their salaries, but they are not either dissatisfied. If and when dissatisfaction becomes significant, the salary becomes a reason to change position because this is also the only way for the NCO to affect their salary. The problems can be solved by better planning of personnel. A better and more frequent dialogue between organization, commander and individual about development and progress needs to be performed. Changes of organization, and creating of large guidelines needs to be performed in dialogue and with participation from those it affects. This would be in accordance with the SAF’s view on the concept of leadership. It is of utmost importance that NCO:s with the right education and training are allowed to take part in the future development of their own corps. The NCO’s knowledge and experience have to be valuable and form the basis for the salary. As long as the only way to affect the salary is to change position, the risk that the NCO will do so is imminent.

Specialistofficeren är kompetensbärare i Försvarsmakten och löser uppgifter inom all Försvarsmaktens verksamhet. För att vara kompetensbärare krävs att specialistofficeren utvecklar djup kunskap inom sitt arbetsområde. Försvarsmakten har de senaste 40 åren genomfört en mängd förändringar i sitt befälssystem och den senast införda, 2008 då tvåbefälssystem återinfördes, har inte genomförts fullt ut vilket leder till att specialistofficerare har svårt att få möjlighet att kompetensutveckla sig till det kompetensdjup som krävs för att verka som kompetensbärare. Försvarsmakten och Armén har insett att införandet avstannat och har därför infört nya riktlinjer för att underlätta införandet, varvid den senaste kom 2019.  Den här studien syftar till att förstå förutsättningar, hinder, möjligheter samt förväntningar, avseende kompetensutveckling av specialistofficerare vid två strategiskt viktiga förband, Lv6 och P18. Datan till studien är insamlad från specialistofficerare verksamma vid de två förbanden. Vid genomförandet av studien framkom att det finns förutsättningar i form av gamla strukturer som lever kvar trots skifte av befälssystem och hindrar kompetensutvecklingen av individer. Exempel på hinder är att det gamla befälssystemet inte avvecklats i samband med införandet utav det nya. Ytterligare ett exempel är att dagens specialistofficerare saknar incitament för att kompetensutveckla sig. De har dock fortfarande en stark vilja att utveckla sig, även när de saknar formella kompetenser. Förväntningarna på Försvarsmaktens riktlinjer är höga, då de på olika nivåer belyser vad som måste omhändertas för att specialistofficerens kompetensutveckling skall fungera.  Studiens främsta slutsats är att omställningen av befälssystemet måste slutföras för att specialistofficerarna skall få den möjlighet att kompetensutvecklas och utveckla de kompetensdjup som Försvarsmaktens riktlinjer föreskriver och som organisationen behöver för att utvecklas och lösa sina uppgifter. / The non-commissioned officer (NCO) is the competence bearer in the Swedish Armed Forces (SAF) and manages activities in all SAF tasks. In order to be a competence bearer the NCO has to develop deep knowledge within his or hers field of expertise. The SAF has, during the last 40 years, implemented a large number of changes in its command system. The latest change made in 2008, when the NCOs Corps was reinstated, has not been fully implemented which has led to difficulties for an NCO to acquire opportunities to develop the abilities required and proficiency needed to be a viable competence bearer. The SAF and the army have realized that the implementation process has stalled and therefore have issued new guidelines to restart the process, of which the latest was issued in 2019.  The study’s aim was to acquire knowledge about the prerequisites, hindrances, possibilities and expectations regarding acquirement of competence for NCOs in two strategical important units, Lv6 and P18.  The study’s data was collected from active NCOs serving in the two units.    During the execution of the study, prerequisites in the form of old structures emerged that, in spite of the changes in the command system, still lives on and is a hindrance to the NCOs acquisition of skills. An example is the old command system not being dismantled in conjunction with the implementation of the new system. Another example is that today’s NCOs lack incentives for the acquirement of deeper knowledge. They still possess a strong will to enhance themselves, even when they lack formal requirements. The expectations of the SAF guidelines are high, since they highlight what needs to be addressed at different levels for the NCOs acquisition of skills to be successful.        The study’s primary conclusion is that the transition to the new command system must be completed to allow the NCOs the opportunity to develop their skillsets to the required levels that the guidelines stipulate and the organization needs to evolve and manage its activities.

The financial industry is and have been going through a transformation due to digitalisation and globalization, recently breaching the long unaffected investment banking sector. Together with the implementation of the MiFID II regulation, which has been a catalyst for investment banks, this has led to increasing competition in the sector.  Evidence suggests, through a cross-discipline consensus, that the traditional comprehension of competitive advantage is no longer sufficient, and that innovation is instead a key strategic issue in order to sustain a competitive position and to potentially strengthen it during change.  This study empirically investigates how investment banks can utilize a job-centric approach to innovation based on causality, i.e. the cause and effect mechanisms that cause customers to make the choices they do in given circumstances. The empirical data consists of interviews with existing and prospective clients to the case-company with regards to the service of commissioned research. A theoretical framework based on the literature is created and used to analyse the qualitative empirical data.  The findings of this thesis suggest that investment banks indeed can develop their services by incorporating a job centric approach in order to stay competitive during an industrial transformation. The passive data obtained as a result of the analysis can be utilized for development and innovation purposes. To competently use the results requires an adaptation to a certain culture of innovative thinking, one that focuses on the job to be done rather than internal processes. / Finansbranschen har genomgått en omvandling på grund av digitalisering och globalisering, som nyligen nått den länge opåverkade investment bank-sektorn som tillsammans med implementationen av MiFID II, som har varit en katalysator för investment banker, har lett till ökad konkurrens inom sektorn.  Bevis antyder, genom vetenskapligt samförstånd, att den traditionella förståelsen av konkurrensfördel inte längre är tillräcklig, och att innovation istället är en nyckelstrategisk fråga för att upprätthålla en konkurrenskraftig position och potentiellt stärka den i förändringstider.  Denna studie undersöker empiriskt hur investeringsbanker kan använda ett jobbcentriskt synsätt på innovation baserat på kausalitet, dvs de orsaks- och effektmekanismerna som får kunderna att göra de val de gör under givna omständigheter. Det empiriska materialet består av intervjuer med befintliga och potentiella kunder till uppdragsgivaren beträffande tjänsten uppdragsanalys. Ett teoretiskt ramverk baserat på litteraturen skapas och används för att analysera de kvalitativa empiriska uppgifterna.  Resultatet av denna studie tyder på att investeringsbanker verkligen kan utveckla sina tjänster genom att integrera en jobbcentrisk strategi för att förbli konkurrenskraftig under en industriell omvandling. Den passiva data som erhållits som ett resultat av analysen kan användas för utvecklings- och innovationsändamål. Att kompetent använda resultaten är dock beroende av att anta en viss kultur för innovativt tänkande, en som fokuserar på jobbet som ska göras snarare än interna processer.