Försvarsmakten har framför allt från år 2000 intill idag minskat sin personal, inte linjärt, utan som en följd av olika omständigheter och händelser, såsom omstruktureringar, nedskärningar och politiska beslut. Nu går Försvarsmakten en ny framtid till mötes där myndigheten går in i en tillväxtfas nationellt med etablering av nya regementen. Ett eventuellt medlemskap i Nato står vid dörren och därmed också en ökning av antalet utlandsstationeringar.  Vi har identifierat tre förhållanden som påverkar den personella utmaningen som Försvarsmakten står inför vid ett eventuellt medlemskap i Nato. Antalet officerare som är tillgängliga idag med konstaterandet att det har minskat över tid. Det ökade behovet av officerare för tjänstgöring utomlands om Sverige blir en Nato-medlem. Den frivillighet som råder idag när det gäller att stationeras utomlands med URA-avtalet. I denna kvalitativa intervjustudie har målet varit att skapa en fördjupad förståelse för vad som motiverar och begränsar officeren förenat med en stationering utomlands. Studiens slutsatser är indelad i motivation och begränsningar där de tre viktigaste för respektive begrepp kortfattat redovisas nedan: Vad som motiverar• Utvecklas som individ och i sin yrkesroll och bidra till FM med ny kompetens• För officeren är det viktigt att ha familjen med sig vid en utlandsstationering• Arbetets karaktär och den internationella arbetsmiljön Vad som begränsar• Ekonomisk förlustaffär när officeren har medföljande• Brister i sammanhållen personalplanering på individnivå• Brister i information och stöd från arbetsgivaren / The Swedish Armed Forces have primarily reduced their personnel from the year 2000 up until today, not in a linear fashion, but as a result of various circumstances and events, such as restructuring, cutbacks, and political decisions. Now, the Armed Forces are heading towards a new future, where the authority is entering a growth phase nationally with the establishment of new regiments. A potential membership in NATO is on the horizon, and thus an increase in the number of foreign deployments. We have identified three conditions that affect the personnel challenge that the Armed Forces face in the event of membership in NATO. The number of officers available today with the finding that it has decreased over time. The increased need for officers for service abroad if Sweden becomes a NATO member. The voluntary nature that prevails today when it comes to being stationed abroad with the URA agreement. In this qualitative interview study, the goal has been to create a deeper understanding of what motivates and limits the officer associated with a stationing abroad. The study's conclusions are divided into motivation and limitations, where the three most important for each concept are briefly presented below:  What motivates• Develop as an individual and in their professional role and contribute to Swedish Armed Forces with new skills• For the officer, it is important to have the family with them when posted abroad• The nature of the work and the international work environment What limits• There is an economic loss situation when the officer has accompanying family members• Shortcomings in coherent personnel planning at the individual level• Lack of information and support from the employer

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No description available.

This phenomenological research study explores how districts in Massachusetts support and hinder the work of professionals in the inaugural role of Director of Diversity, Equity and Inclusion (DE&I). Through a qualitative approach, the study engaged six Directors of Diversity, Equity and Inclusion from suburban and urban school settings in semi-structured interviews and focus groups. The data analysis revealed several key themes including the challenges of managing ambiguity and uncertainty of the role, the urgency for supporting BIPOC stakeholders, the emotional toll that comes from a focus on racial issues, and the difficulties of navigating resistance from within and outside of the school district. Overall, the findings suggest that districts should consider creating and utilizing standards for practice to clarify the work and function of Directors of Diversity, Equity, and Inclusion. Further, investing in developing coaching skills in these directors will allow for transformational work to take place within the organization. Instituting self-care supports similar to clinical supervision models may combat the racialized stress experienced by these practitioners. Lastly, the researcher recommends that senior district leaders such as the superintendent become the lead voice organizing and communicating equity goals and initiatives within the district.

Syftet med denna uppsats är att undersöka karaktäristika och vad som påverkar den högre officersutbildningen och ställa detta mot ett urval av krav på kunskap och färdigheter som finns i moderna krig.  Den tematiska analysen har genomförts på vetenskaplig litteratur, Försvarsmaktens och Försvarshögskolans styrdokument kring den högre officersutbildningen. Kraven på officeren i dagens konflikter har utgjort ett ramverk och utgått från aktuell forskning kopplat mot kunskapsteori och fronetisk kunskap. Uppsatsen huvudsakliga resultat påvisar en fragmenteringsprocess som utgår från professionen, Försvarsmakten och Försvarshögskolan. I kombination med att vetenskapen kring nya tekniska system och dess implementeringar på slagfältet ligger efter, riskeras att utbildningen i vissa avseenden blir för teoretisk och inte relevant mot krav från professionen. Det moderna slagfältet ställer nya krav på officeren som ska fatta beslut kring våldsanvändande vilket utgör grunden i professionen. Utökade krav på kunskap, omdöme samt erfarenhet utmanar gällande syn på officeren och dennes förmågor i Försvarsmakten och utbildningen på Försvarshögskolan.

The Turkish National Police converted its 9-month Police Training Schools to 2-year college degree programs in 2001 in their pursuit to improve the quality of police officers' job performance, police job preparedness levels, and the police service as a whole. The purpose of this study is to investigate the actual benefits of this higher education policy by empirically measuring and comparing the job preparedness and job performance of police officers with higher education and police officers without higher education. This study consists of two quantitative parts. The first part measured the job performance construct with multiple indicators, including performance evaluation scores, numbers of received official awards, and appreciation letters. The second part of the study measured the perception of officer's job preparedness levels through a self-report survey. The structural equation modeling technique was utilized to evaluate the latent constructs. A response rate of 55.5% was attained--500 out of 900. The study found that there were statistically significant positive relationships between police officers' level of education and job preparedness, as well as between police officers' level of education and job performance. Statistically significant relationships between jurisdiction sizes, assignment type, and perception of job performance with job performance and preparedness were also found. However, no significant relationships between gender, age, and marital status were identified with job performance and preparedness. Among the variables, education had the strongest influence on officers' job performance and preparedness. In addition, a negative relationship exists between officers' perception of self-performance ratings and observed job performance ratings, suggesting that officers that rated their job performance levels higher were actually the ones with lower observed job performance ratings. This study contributes to the body of knowledge on criminal justice and public policy not only in Turkey, but also internationally.

Dagens organisationer verkar i en komplex miljö. För att manövrera en framgångsrik organisation i denna miljö ställs det krav på att chefer ska skapa riktning gentemot de anställda. När anställda upplever svårigheter att förstå vad som förväntas av dem och åt vilket håll organisationen vill gå mot uppstår en problematik. Denna studie ämnar att undersöka hur Key Performance Indicators (KPI) utformas och används, samt vilken funktion det fyller för riktningsskapande inom organisationer. Studien är av kvalitativ form, där det empiriska underlaget insamlas genom semi-strukturerade intervjuer. Det empiriska underlaget utgör grunden till analysen, vilket indikerar att KPI:er är komplext men viktigt inom organisationer. Vidare belyser analysen att KPI:er behöver vara både välutformade och korrekt använda för att de ska kunna ha en positiv påverkan för riktningsskapandet, där kompetens och kommunikation är de mest framträdande faktorerna.

no / This research report was commissioned to assess and evaluate the criminal justice and business case for the Officer Next Door (OND) program. Since its establishment in 1998, the OND program has sought to provide Housing Tasmania residents with a reassurance policing approach based on early intervention in criminal and anti-social behaviour on Housing Tasmania broadacre estates.

Corporations around the globe are embracing Digital Transformation (“DT”) to enhance competitiveness i.e., streamline operations, strengthen relationships with customers, and increase revenue.1 In this dynamic digital world, where data and algorithms are increasingly leveraged both for decisionmaking and to achieve economic and social objectives, a relevant digital transformation requires corporations to, not only onboard new technologies and ways of working, but also to address how they will be using tech in a responsible, ethical, customer/consumer-centric, and sustainable way.2 Necessarily, functions that directly impact the bottom line (like Sales, R&D, Supply Chain) are deeply engaged in these DT efforts.3 The question is what role is and should Compliance be playing in these DT efforts. This thought piece focuses on the evolving role of the Compliance function in this rapidly developing ecosystem, analyzing what role does – and should – the Compliance function play in DT and how should the Compliance function future-proof itself to better manage the governance, risk, and compliance (GRC) aspects of their corporation’s DT initiatives and better leverage the environment, social, and governance (“ESG”) objectives of their company. To address these questions, the authors interviewed two heads of Compliance at larger multinational corporations and facilitated a Salon hosted by the Digital Legal Exchange, entitled 'The Role of Compliance In Digital Transformation: Old Habits Risk Harm”. This event was attended by 12 participants including several General Counsel and Compliance professionals. The Salon was conducted under the Chatham House rule. All participants consented to an anonymised write up for these purposes.4 The purpose of this piece is to provoke more international, cross border discussion around the role of Compliance in digital transformation.

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