The dissertation deals with the disciplinary process of the South African Police Service - perceptions and preferences of members in the North Rand area of the Gauteng Province. A research question " How members of the SAPS in the North Rand area of the Gauteng Province perceive the disciplinary process" is investigated in this study. The researcher has conducted a quantitative research in the North Rand area of the Gauteng Province using questionnaires and literature study as the research method. The answer to the research question in this study is that members of the SAPS have a negative attitude towards the disciplinary process of the SAPS. There is also uncertainty about the duties of certain role players during the disciplinary process. / Public Administration and Management / M.A. (Public Administration)

Text in Afrikaans / Die penologiese perspektief rakende die ontwikkeling/ doel en funksionering van leke-assessore is die onderwerp van hierdie verhandeling. Leke-deelname in die regsplegingstelsel kan terug­ gevoer word na 1657. Deur die latere oorname van Engelse regsbeginsels1 word die juriestelsel in die Suid-Afrikaanse reg geinkorporeer. Na die afskaffing van die juriestelsel in 1969 berus die beantwoording van sowel feite- as regsvrae slegs by die voorsittende beampte. Hierdie situasie is as onaan­ vaarbaar beskou en grater leke-deelname word bepleit. Dit is egter eers in 1991 dat die aanwending van leke-assessore in die Suid-Afrikaanse regstelsel 'n realiteit word. Een van die voorvereistes vir die aanstel van assessore is dat die aanstelling dienstig vir die regspleging moet wees. Die vraag waarmee penoloe en juriste worstel, is of die aanwending van assessore tans wel bevorderlik vir gesonde regspleging is. Uit empiriese navorsing het dit geblyk nie die geval te wees nie. Derhalwe word 'n opleidingsprogram vir assessore voorgestel / The subject of perspective on tioning of lay justice. this dissertation is a penological the development/ purpose and tunc­ assessors in the administration of The use of lay assessors can be traced back as far as 1657. As a result of the adoption of the British law principles/ the jury system was incorporated in South African law. After the abolition of the jury in 1969/ the answering of factual and judicial questions resides in the presiding officer. This situation was unacceptable and lay participation was advocated. The use of lay assessors became a reality in 1991. The prerequisite for the appointment of an assessor is that it should be expedient for the administration of justice. But are the use of lay assessors beneficial at this stage? From the empirical research it is evident that it is not beneficial at all and therefore the researcher recommends a training programme for lay assessors. / Penology / M.A. (Penologie)

A crise das figuras de autoridade próprias da sociedade tradicional faz surgir outras figuras sociais de autoridade que vêm preencher o espaço deixado vago. Nesta pesquisa é proposto que o delegado de polícia é uma dessas novas figuras debruçando-se sobre sua intervenção nos casos de violência doméstica contra a mulher. É discutido sobre quais são essas novas atribuições apresentadas ao delegado e posto que tal fato é trazido e fundamentado pelo fenômeno sociológico da jurisdicionalização das demandas sociais. Também se analisa o movimento que tende a institucionalizar esses novos desafios nas funções do delegado e sobre o ponto de visão dele acerca da jurisdicionalização das demandas sociais. Por fim, faz algumas considerações sobre quais são as tendências a partir do que foi exposto. / The crisis of authority felt by traditional authority beholders, from traditional society, gives rise to other social figures of authority that come on stage to fulfill the space left vacant. This article suggests that the police chief officer is invited to perform a new role in society as one of these new figures bending his intervention in cases of domestic violence against women. It argues over what are these new powers assigned to the police chief officer, and advances a proposition that this occurs as a consequence of the increased judicialisation of social demands as a sociological phenomenon. It also examines the social trend which sets forth pressures for institutionalizing these new challenges as regular functions of the police chief officer and about the view of the police chief officer about the judicialisation of social demands. Finally, it draws some considerations about future tendencies about the sociological phenomenon exposed.

A crise das figuras de autoridade próprias da sociedade tradicional faz surgir outras figuras sociais de autoridade que vêm preencher o espaço deixado vago. Nesta pesquisa é proposto que o delegado de polícia é uma dessas novas figuras debruçando-se sobre sua intervenção nos casos de violência doméstica contra a mulher. É discutido sobre quais são essas novas atribuições apresentadas ao delegado e posto que tal fato é trazido e fundamentado pelo fenômeno sociológico da jurisdicionalização das demandas sociais. Também se analisa o movimento que tende a institucionalizar esses novos desafios nas funções do delegado e sobre o ponto de visão dele acerca da jurisdicionalização das demandas sociais. Por fim, faz algumas considerações sobre quais são as tendências a partir do que foi exposto. / The crisis of authority felt by traditional authority beholders, from traditional society, gives rise to other social figures of authority that come on stage to fulfill the space left vacant. This article suggests that the police chief officer is invited to perform a new role in society as one of these new figures bending his intervention in cases of domestic violence against women. It argues over what are these new powers assigned to the police chief officer, and advances a proposition that this occurs as a consequence of the increased judicialisation of social demands as a sociological phenomenon. It also examines the social trend which sets forth pressures for institutionalizing these new challenges as regular functions of the police chief officer and about the view of the police chief officer about the judicialisation of social demands. Finally, it draws some considerations about future tendencies about the sociological phenomenon exposed.

A crise das figuras de autoridade próprias da sociedade tradicional faz surgir outras figuras sociais de autoridade que vêm preencher o espaço deixado vago. Nesta pesquisa é proposto que o delegado de polícia é uma dessas novas figuras debruçando-se sobre sua intervenção nos casos de violência doméstica contra a mulher. É discutido sobre quais são essas novas atribuições apresentadas ao delegado e posto que tal fato é trazido e fundamentado pelo fenômeno sociológico da jurisdicionalização das demandas sociais. Também se analisa o movimento que tende a institucionalizar esses novos desafios nas funções do delegado e sobre o ponto de visão dele acerca da jurisdicionalização das demandas sociais. Por fim, faz algumas considerações sobre quais são as tendências a partir do que foi exposto. / The crisis of authority felt by traditional authority beholders, from traditional society, gives rise to other social figures of authority that come on stage to fulfill the space left vacant. This article suggests that the police chief officer is invited to perform a new role in society as one of these new figures bending his intervention in cases of domestic violence against women. It argues over what are these new powers assigned to the police chief officer, and advances a proposition that this occurs as a consequence of the increased judicialisation of social demands as a sociological phenomenon. It also examines the social trend which sets forth pressures for institutionalizing these new challenges as regular functions of the police chief officer and about the view of the police chief officer about the judicialisation of social demands. Finally, it draws some considerations about future tendencies about the sociological phenomenon exposed.

Sammanfattning Bakgrund: Enligt svenska försvarsmakten är den militära professionen under ständig förändring. Stora förändringar sker frekvent inom Försvarsmakten som organisation och kommer i förlängningen leda till nyttiga erfarenheter och kunskaper i framtiden. I sak är detta självklart men det finns även fler faktorer som vi ser mer troligt har större påverkan, exempelvis karriärmodellens utformning, metoder vid rekrytering, uppföljning av samhället och dess värderingar, förändringar och utvecklingar som sker inom teknik, inlärningsstilar och förväntningarna från de nya kommande generationerna. Nuvarande karriärmodell avseende taktiska officerare i den svenska försvarsmakten belönar avancemang och inte fördjupade kunskaper. Syfte: Syftet med studien var att undersöka vetenskaplig litteratur avseende militär karriär med fokus på den svenska försvarsmaktens karriärmodell. Till syftet valdes följande frågeställningar: Vilka teoretiska aspekter finns för en karriärmodell? Hur påverkar karriärmodeller taktiska officerare? Vilken teoretisk bärighet har den svenska försvarsmaktens karriärmodell? Metod: Denna studie är en kvalitativ systematiskt litteraturstudie med latent innehållsanalys som har genomförts med ett induktivt arbetssätt. Analysens metod inkluderade också det hermeneutiska perspektivet, där insamlad data sammanfördes till allmänna principer. Det organisationsteoretiska perspektivet valdes för att beskriva, förenkla och tydliggöra fenomenet med karriärmodell. Som källmaterial har internationella och svenska vetenskapliga artiklar samt böcker använts.    Resultat: I den undersökta litteraturen fanns flera faktorer som påverkade den militära karriären och dess karriärmodell, både nationellt och internationellt, såsom komplexitet i officersrollen, hur olika karriärmodeller ser ut idag, utvecklingen av karriärmodeller och karriärplanering samt att HR-funktionen i en organisation bör ta ett större ansvar. Det framkom också att en mer mångfacetterad karriärmodell kan komma att gynna en organisation i det längre perspektivet. / Abstract   Background: According to the Swedish Armed Forces, the military profession is constantly changing. Major changes occur frequently within the armed forces as an organization and will in the future lead to useful experiences and knowledge in the future. In essence, this is self-evident, but there are also more factors that we see more likely to have greater impact, such as the design of the career model, methods of recruitment, follow-up of society and its values, changes and developments that occur in technology, learning styles and the expectations of the new coming generations. The current career model regarding tactical officers in the Swedish Armed Forces rewards advancement and not in-depth knowledge. Objective: The aim of the study was to examine scientific literature on military careers focusing on the Swedish Armed Forces' career model. The following questions were selected for the purpose: What theoretical aspects are there for a career model? How do career models affect tactical officers? What theoretical bearing does the Swedish Armed Forces career model have? Method: This study is a qualitative systematic literature study with latent content analysis conducted with an inductive method. The method of analysis also included the hermeneutic perspective, in which collected data was combined into general principles. The organizational theoretical perspective was chosen to describe, simplify and clarify the phenomenon with a career model. International and Swedish scientific articles and books have been used as source material. Results: In the literature examined there were several factors that influenced the military career and its career model, both nationally and internationally, such as complexity in the role of officers, how different career models look today, the development of career models and career planning and that the HR function of an organization should take a greater responsibility. It also emerged that a more multifaceted career model may benefit an organization in the longer term.

With rapidly advancing technologies and digital innovations, companies face the need to adapt to the new digital world and to digitally transform their business models. For executing the digital transformation process, more and more companies decide to entrust a new C-level manager with all challenges and complexity arising from digital transformation, the Chief Digital Officer (CDO). As the CDO position is still fairly new, research in this field is limited and requires further attention by scholars. Therefore, this study aims to address three fundamental research questions concerning the nature of the CDO position and corresponding implications not only to inform practitioners but also to enrich the scholarly discussion on CDOs. By understanding existing literature on CDOs based on a systematic literature review, this thesis answers the first research question regarding what characterizes the CDO position. Building on these insights and drawing from a comprehensive theoretical framework consisting of upper echelons theory, contingency theory, human capital theory and the resource-based view, hypotheses are developed for answering research questions two and three. While the second research question focuses on factors, which influence CDO presence within a company, the third research question addresses the impact of a CDO on company performance. Based on a large-scale sample of panel data comprised of S&P 500 companies, generalized estimating equations models, propensity score matching and fixed effects regression models are exploited in order to derive answers for both research questions two and three. As influencing factors for CDO presence, the results show that especially early tenure CEOs and CEOs of larger companies are more likely to employ a CDO. Although no evidence can be observed for positive performance implications of CDOs, also given different company contingencies, the insights of this study's analyses show that certain CDO characteristics as well as in combination with CIO presence and varying CEO characteristics are more favorable over others in terms of company performance measured by return on assets and Tobin's Q.

The Swedish Armed Forces must double its personnel volumes with 50% within the next 15 years period. With already existing challenges to procure new personnel and to keep those already serving in the current organizational structures this mission comes with some problems. The numbers leaving the Armed Forces are for the moment at a higher rate than what is recruited. This study sets out with the aim of finding what directions the Armed Forces can take to turn this trend around. The research has, by asking already serving commissioned and noncommissioned officers, examined what factors and motivators made them choose the profession and what factors makes them stay in the service. Further, to examine these factors and motivators deeper, interviews with cadets were made with the aim to find out what attracted them to serve. The data emerging consisted of seven categories each one giving a deeper understanding of what attracted the individual to the Armed Forces and what made them take the step to join. These categories are responsibility, leadership, stimulation, purposefulness, development, security and belonging. To put these factors in to a generational perspective, and to give them a wider meaning, third grade high school students were asked to explain their interpretation of them and how important they are. This secondary empirical gathering gave the researchers the opportunity to compare already existing theories about generations with the actual motivating factors of those already serving. What emerged was the combining factors of motivation to attract individuals to the Armed Forces, purposefulness, stimulation and belonging. This consists with the use of normative power when it comes to controlling the personnel in the organization and how important the use of the right organizational powers is to attract and get compliance from individuals. The Swedish Armed Forces cannot in its aim to expand depend on general knowledge about what attracts individuals from a particular generation. Instead a deeper more purposeful examination of what drives an individual to serve must be developed, something this study has tried to accomplish. The result of this study concludes that belonging to an organization with a purpose creates individual stimulation and allows the organization to use normative powers. / Försvarsmakten skall under de närmsta 15 åren nästan fördubbla sin personal ram. Men hur skall man kunna öka i personalvolymerna när man redan nu har svårt att behålla personalen. Utflödet av personal är större än inflödet just nu. Denna forskning inledde med att intervjua officerare som redan tjänstgör i myndigheten. Detta för att undersöka vilka faktorer som för dem är viktiga till varför de valde att söka till Försvarsmakten efter den gamla värnplikten och varför individen fortfarande är kvar i Försvarsmakten. Den andra respondentgruppen bestod av kadetter som är i början av sin karriär. Data från dessa intervjuer kodades och sju kategorier utkristalliserades. Ansvar, ledarskap, stimulans, meningsfullhet, utvecklande, trygghet och tillhörighet. Dessa kategorier användes vid framtagningen av breddstudieenkäten som ställdes till två gymnasieklasser som studerar på ett högskoleförberedande program. Gymnasieeleverna fick svara vad de framkomna kategorierna betydde för dem och deras svar utgör grunden i denna forsknings empiri. För att kunna förstå officerarna, kadetterna och gymnasieeleverna så analyserades empirin ur ett generationsperspektiv. Denna jämförelse visade att oberoende vilken generation som individen tillhör så är stimulans, meningsfullhet och tillhörighet de kategorier som är starka faktorer som har fått individerna att söka till Försvarsmakten. Meningsfullhet skapar förutsättning för den normativa styrformen som också är den mest lämpliga styrformen för att skapa motivation samt efterlevnad för organisationens mål. Försvarsmakten kan inte i sin eftersträvan att öka personalmässigt endast förliga sig på kunskapen kring generationsforskningen. Försvarsmakten måste skapa sig en djupare kunskap om vad som driver individen och vilka förutsättningar myndigheten har att bidra till individens utveckling.

De senaste årens omvärldsutveckling i vårt närområde ställer nya krav på Försvarsmakten. Det nationella försvaret är återigen i fokus och för första gången på mycket länge står Försvarsmakten inför ett återtagande och en tillväxt. De närmaste tio åren kommer pensionsavgångarna bland officerare att vara av betydande storlek. Samtidigt har Försvarsmakten de senaste åren haft svårt att fylla platserna vid Officersprogrammet. Syftet med studien är att få förståelse för vilka motiv som fanns för att söka till Officersprogrammet. Studien är genomförd med induktiv ansats, kvalitativ metod och inspirerad av Grundad teori. Empirin är inhämtad genom intervjuer med förstaårskadetter vid Officersprogrammet. Vid kodningen av vår empiri framträdde fyra huvudkategorier som ger förståelse för vad som låg bakom och motiverade kadetterna att söka till Officersprogrammet. Dessa fyra huvudkategorier är Personlig ambition, Socialt inkluderande, Potentiell utveckling och Extern influens. De slutsatser som dras i studien är att kadetternas motiv och bakomliggande faktorer för att söka till Officersprogrammet handlar om att en individ med stor Personlig ambition känner att både Socialt inkluderande och Potentiell utveckling är uppfyllda i Försvarsmakten. I denna process verkar Extern influens som katalysator och är det som får dem att söka till Officersprogrammet. Kadetterna ger uttryck för att ha en vilja att prestera, att göra bra ifrån sig. De uttrycker även en önskan om att få vara en del av en större grupp och arbeta för gruppens bästa. Vidare ger de uttryck för en vilja att försvara den svenska friheten, våra värderingar och vår demokrati. Dessutom ger kadetterna uttryck för att uppskatta förmåner som idrott på arbetstid, att få en betald akademisk utbildning och möjligheten att göra karriär. De har även ett behov av att få återkoppling på sitt arbete och framhåller betydelsen av den personliga upplevelsen. / The development in recent years' in our vicinity places new demands on the Swedish Armed Forces. The national defence is once again in focus and for the first time in a very long time the Swedish Armed Forces is facing a readmission and growth. Over the next ten years retirements among officers will be of significant size. At the same time the Swedish Armed Forces have had a hard time filling the positions at the Officers' Programme the last few years. The purpose of the study is to gain an understanding of the motives that existed for applying for the Officers' Programme. The study is conducted with an inductive approach, a qualitative method and inspired by Grounded Theory. The empirical data is obtained through interviews with first-year cadets at the Officers' Programme. During the coding process of the empirical data four main categories emerged which give an understanding of what was behind and motivated the cadets to apply for the Officers' Programme. These four main categories are Personal Ambition, Social Inclusion, Potential Development and External Influence. The conclusions in the study are that the cadets' motives and underlying factors for applying for the Officers' Programme are that an individual with great Personal Ambition senses that Social Inclusion as well as Potential Development are fulfilled in the Swedish Armed Forces. In this process, External Influence acts as a catalyst and drives them to apply to the Officers' Programme. The cadets express a desire to perform. They also express a desire to be part of a larger group and work for the best of the group. Furthermore, they express a desire to defend the Swedish freedom, our values and our democracy. In addition, the cadets express their appreciation of benefits such as sports in working hours, getting a paid academic education and the opportunity to make a career. They also have a need to get feedback on their work and emphasize the importance of the personal experience.

Försvarsmakten står inför en spännande utmaning genom att för första gången på mycket länge öka sin förmåga, med tillväxt av såväl numerära förband som förmågebredd och effekt. För att lyckas med detta är personalen en viktig komponent, kanske till och med den allra viktigaste. Det finns en stark politisk vilja att Försvarsmakten skall stärkas för att med bredare kompetens stå bättre rustad i hanteringen av en komplex hotbild. För att lyckas med en omfattande tillväxt kommer det kräva att Försvarsmakten kan behålla erfarenhet som finns inom organisationen samtidigt som det rekryteras ny personal. Denna undersökning är kvalitativ till sin utformning och fokuserar på att försöka förstå varför officerare vid K 3 väljer att söka alternativa karriärvägar. Den bygger i huvudsak på empiri från officerare som har slutat vid förbandet de tre senaste åren. Undersökningen handlar om relationen mellan en organisation och de individer som är en del av den. Resultatet visar att de huvudsakliga faktorerna till att officerare väljer alternativa karriärvägar och slutar vid förbandet handlar om att de inte tydligt kan se sina karriär- och utvecklingsmöjligheter samt bristande kommunikation avseende dessa. Individen upplever vidare en minskad samhörighet inom förbandet och att deras erfarenhet och kompetens inte omhändertas i tillräcklig omfattning.