AbstractAuthor: Sofie JakobssonCourse: Media and Communication Studies CUniversity: Division of Media and Communication, Department of Information Science, Uppsala UniversityPeriod: Spring 2012Key words: Job ads, Professional Communicator, Public Relations Officer, Trait Theory, Five Factor Theory, Big Five, personal traits, work tasks.Title: The Independent Specialist. A study of requested personal types in Professional Communicators.Number of pages: 35Purpose/ Aim: The study aims to evaluate what kind of personality type that would make a good fit for a Professional Communicator. The study examines personal traits and work tasks that are presented in job ads for Professional Communicators in Sweden today. From this material the author wants to calculate what kind of personal type that characterize the profession with the help of the Big Five theory.Material/ Method: Quantitative research method based on job ads.Main results: The study shows that personal traits that employers look for in Professional Communicators today are mainly traits from the Conscientiousness group with characteristics such as independent, structured and planning. The second biggest personality group is Extraversion where personal traits like driving, outgoing and social were put. The results also indicate that the professional should enjoy working independently but also be able to cooperate with other people. A big part of the profession involves tasks which are of a producing nature which indicates that a talent or personality that fits for that kind of tasks is to prefer.

The school can be seen as a place that reflects the wider community. Here is a school welfare officer an important representative of the school social work. The main subject of our study is to clarify how the school welfare officers’ talk about documentation in the individual meeting with the pupil. Through individual interviews with five school welfare officers in elementary schools in three municipalities in the southern part ofSweden, we have attempted to explore these main research question. In addition to qualitative interviews we have accomplished a survey study that included 178 school welfare officers throughout the country. The result of our two studies demonstrates the school welfare officers’ free work where the choice to document or not is wide. Even on those occasions when documentation is an obligation, they have an opportunity to choose how much they should expose the pupil. The study also shows on an uncertainty as regard to record in general and where the written words end up in particular. The school welfare officer seems to be comfortable in his/her free role, but still want some sort of guidelines to enhance the pupil’s equal rights. They have an apologetic or justifying way of talking (accounts) about the documentation, which can be due to their free role and the fact that documentation has a tendency to be difficult to interpret in the law.

Due to the great change of Taiwan social environment, values are seriously distorted. Many adolescents would gather together at holiday nights for dangerous driving on road (racing) which not only causes gridlock on road and interferes traffic seriously, what¡¦s worse is these youths even attack the public, police officers on duty and related competed agency with force. This behavior not only violates legal regulations but damages social security severely, threatens citizens¡¦ life, body and property safety. Since the role of police officer serves as the function of social security maintenance, to clamp down and hold back dangerous driving is one important segment for the exercise of police powers. The exercise method of police powers in Taiwan has been reformed greatly due to the change of political and economical situation. During Martial Law Period, to meet the demand, this nation conferred authority on police officers to great extension. The nature of duty enforcement also belonged to regulation, clampdown, and penalty with compulsive implementation upon enforcement. However, the delegation scope pursuant to law is unspecific and the requirement of enforcement is general, human right violation controversy is often occurred. Till Interpretation of Shih-Zih No. 535 made by Grand Justice of Judicial Yuan, police authority then faces the importance of administrative procedure and is able to step forward to a country of nomocracy. With the promotion from all circles, ¡§Act of Exercise of the Police Powers¡¨ of Taiwan was effected on Dec. 1, 2003, herein not only regulates specifically the definition, function of power limits and implementation method of police officer, it also stipulates the practical measures of civil rights adopted for police powers exercise in proclamation to demand police officers to be in compliance with principle of proportionality while exercising authority. It also bestows the legal basis on police powers exercising that can look after both the insurance of human right and the maintenance of police safety which really possesses groundbreaking meaning of a time. Only that whether the formulation of the said act in practical really indicates the dangerous driving prevention legal system of police officers has already achieved its perfection worth the further research and exploration by this study. Administrative law is deep and profound as well as extensive and infinite and hasn¡¦t formed a complete administration law till now. Only that with observation from the method and principle of administrative act, it can be divided into five main structures of Basic Principle, Organization Framework, Limit of Administrative Rights, Administrative Relief, and Administrative Surveillance. Any administrative legal system pursuits to achieve its perfection, it then shall be analyzed by the five main structures of administrative act. Therefore, the five main structures of administrative act serve as the center in this study to examine the dangerous driving prevention legal system of police officer and review the practice method of police authority and compare to current relative decrees and regulations, expecting police officers can work out the problems concerning to the requirements of power exercise and procedure and to be advantageous to the reinforcement of dangerous driving prevention. Under this pattern of thought, this study tries to examine all systems upon dangerous driving prevention and clampdown of Taiwan police officers from the angle of administrative act with the said five main structures of administrative act basic principles as the research method in this study. The main frameworks of this study are divided into seven chapters respectively: Chapter 1 Introduction To bring forth the dubious interpretation of current dangerous driving prevention reinforcement by police authority firstly to explain the research motive, purpose, research scope, limits, research method, framework, the determination of related terms, and so on. Chapter 2 The Basic Principle of Dangerous Driving Prevention Legal System of Police Officer. To interpret the concept and definition of dangerous driving firstly and then bring forth the cruxes in reality and data analysis against the four aspects of society with actual phenomena, economy with most appropriate adjustment, politics of interrogation and legal system of decrees and regulations to make us understand the establishment background of dangerous driving prevention legal system of police officers. And further to compliment with Japan dangerous driving prevention system, the analysis of international aspect to adopt the successful experiences of dangerous driving prevention in foreign countries; and then explore the nomocracy of dangerous driving legal system of police officers from the angle of three principles of administrative act and seven principles of procedure justices to discuss the related legal basis and regulations concerning police power exercise; and finally explore the participation of relative parties of dangerous driving prevention legal system of police officers, expecting to assist police officers in the reinforcement of dangerous driving prevention with the participation of the public to make the dangerous driving prevention legal system more complete. Chapter 3 The Organization Framework of Dangerous Driving Prevention Legal System of Police Officer To explore current central and local police administrative organization to deep understand the problems of organization framework, personnel system and fund budget of police authority, expecting to establish complete organization framework for the advantages of practical operation of dangerous driving prevention of police authority. Chapter 4 The Limit of Administrative Rights and Implementation of Dangerous Driving Prevention Legal System of Police Officer Traditional clampdown with penalty and other administrative actions exempted from high power type are included. The types and meaning is to be explored against the regulation items of seven ¡§Administrative Procedure Law,¡¨ including Administrative Investigation, Administrative Plan, Administrative Legislation, Administrative Penalty, Administrative Contract, Administrative Instruction, and the insurance of Administrative Duty Reinforcement that is helpful for the clear-up of the requirements and procedures of police power exercise. Chapter 5 The Relief and Solutions to Problems Arising from Dangerous Driving Prevention Legal System of Police Officer According to the different categories of agency receiving relief procedures, they can be divided into the administrative relief within and outside administrative system. Start from the relief system of compliant, declaration against different opinions and petition; and then discuss the administrative suit system outside administrative system; and then continue to compliment other relief ways of petition and pleading; and finally to explore national compensation, constitute interpretation and public vote one by one to cover all surveillance rights of people in details. Chapter 6 The Administrative Surveillance of Dangerous Driving Prevention Legal System of Police Officer Due to quality and quantity changes of modern country administration, the necessity of administrative control increases day by day. Complete administrative surveillance legal system consists in exploring the supervising system of inspect, supervise, political affairs and sales within police authority and outer supervising system of power, the public, opinion and social groups. With the supervising function of administrative surveillance to expect the work of dangerous driving prevention of police officer would meet the demand of nation, society and people in the respects of legal system and effects. Chapter 7 Conclusion and Suggestion To bring forth problems discovered after research and propose suggestions for improvements against dangerous driving prevention for the reference of police officers upon the reinforcement.

<p>Within the electric power industry, the average company's enterprise system - i.e. the overall system of IT related entities - is today highly complex. Technically, large organizations posses hundreds or thousands of extensively interconnected and heterogeneous single IT systems performing tasks that varies from enterprise resource planning to real-time control and monitoring of industrial processes. Moreover are these systems storing a wide variety of sometimes redundant data, and typically they are deployed on several different platforms. IT does, however, not execute in splendid isolation. Organizationally, the enterprise system embraces business processes and business units using as well as maintaining and acquiring the IT systems. The interplay between the organization and the IT systems are further determined by for instance business goals, ownership and governance structures, strategies, individual system users, documentation, and cost. </p><p>Lately, Enterprise Architecture (EA) has evolved with the mission to take a holistic approach to managing the above depicted enterprise system. The discipline's presumption is that architectural models are the key to succeed in understanding and administrating enterprise systems. Compared to many other engineering disciplines, EA is quite immature in many respects. This thesis identifies and elaborates on some important aspects that to date have been overlooked to a large extent. Firstly, the lack of explicit purpose for architectural models is identified. The thesis argues that the concerns of a company's Chief Information Officer (CIO) should guide the rationale behind the development of EA models. In particular, distribution of IT related information and knowledge throughout the organization is emphasized as an important concern uncared for. Secondly, the lack of architectural theory is recognized. The thesis provides examples of how theory, or analysis procedures, could be incorporated into the Enterprise Architecture approach and hereby concretely drive the development of the architectural models. Due to the nature of enterprise systems, EA theories inevitable will be of an indicative character. Finally, in relation to the models as such, three aspects are highlighted. Firstly, the cost of collecting information from the organization to populate models is routinely neglected by the EA community. This expense should be evaluated in relation to the utility of analyses that the information can provide in terms of better informed decision making by the CIO. Secondly, models (and meta-models) must be kept consistent. And thirdly, the design of models is restricted by the limited mental capabilities of the minds of the model users. CIO concerns must consequently be easy to extract from the Enterprise Architecture models. </p><p><b>Key words:</b> Enterprise Architecture, Enterprise System, Chief Information Officer (CIO), Information Technology (IT) Management, Architectural Theory, Electric Power Industry</p>

Over the last two decades, several studies have confirmed that there is a leadership crisis among the nation's community colleges. In response to this leadership crisis, the American Association of Community Colleges [AACC] commissioned the development of a leadership competency framework consisting of six leadership competency areas deemed "either `very' or `extremely' essential to the effective performance of community college leaders." Since the release of this framework, limited research has been conducted on the importance of and the preparation in the identified competencies. The majority of research that has been conducted has focused on the position of president, even though there are several leadership positions within community colleges that are facing a leadership crisis. One such position is that of academic affairs officer. This study had two purposes. The first was to extend the research that has been conducted on the AACC leadership competencies by examining how community college academic affairs officers perceived the importance of and their own level of professional preparation in the identified competencies. The second was to examine the leadership development experiences that academic affairs officers identified as the most beneficial to their professional development as academic affairs officers. This study was a quantitative, descriptive, correlational design and used a questionnaire to collect data. The population for this study was academic affairs officers at public community colleges in the United States. The academic affairs officers that were included in the population were identified from the membership directory of the AACC. The survey instrument used for this study was based on the AACC leadership competency framework, as modified by Duree, which included 45 leadership competencies summarized into six leadership competency areas: organizational strategy, resource management, communication, collaboration, community college advocacy, and professionalism. Using two four-point scales, academic affairs officers (n=102) were asked to rate the importance of and their own level of professional preparation in the identified competencies. The survey instrument also asked academic affairs officers to rank the top five leadership development experiences that they feel have been the most beneficial to their professional development as academic affairs officers. In general, academic affairs officers believe that the AACC leadership competency areas are important for effective leadership in leading academic affairs. The most important leadership competency area was communication, followed by organizational strategy, community college advocacy, collaboration, professionalism, and resource management. In addition, academic affairs officers perceive that they are moderately or very well-prepared to perform many but not all of the identified competencies. For those identified competencies that academic affairs officers did not feel as prepared to perform, several were rated as important for effective leadership. Academic affairs officers ranked progressive job responsibilities as the leadership development experience felt to be the most beneficial to their professional development as academic affairs officers. Academic affairs officers then ranked challenging job assignments; participation in institutional task forces, committees, and commissions; and networking as the second, third, and fourth most beneficial leadership development experiences, respectively. The fifth most beneficial leadership development experience was networking, followed by attendance at conferences and specialized workshops. Based upon frequency totals, university-based degree programs and mentoring (role as mentee, not mentor) were also considered beneficial leadership development experiences. The significance of this study is that it provides practical, relevant, and timely information for both current practicing academic affairs officers and those who aspire to lead public community colleges in the position of academic affairs officer. The results of this study have several implications for practice. These implications include: to inform those persons seeking academic affairs officer positions of the relative importance of the AACC leadership competencies and the leadership development experiences deemed to be the most beneficial by a sample of incumbents; to inform leaders of higher education and professional development programs of the leadership competencies that should perhaps be included in the curricula of their programs; and to provide resources to be used by search committees in formulating desired qualifications and, later, in interviewing candidates for the position of academic affairs officer.

I organisationers begynnelse fanns en annan typ av verklighet mot den vi idag kan se. Dagens organisationssamhälle är starkt förändrat med en större globalisering och ett fragmenterat samhällsliv. Tillsammans med organisationers jakt på effektivisering och vinstmaximering skapas nya strukturer och former av organisering. Med dessa förändringar i organiseringen och organisationssamhället skapas även en ny verklighet för individer i VD-roller att verka i. Mer aktuellt än någonsin verkar också de många avhoppen och avskedanden av individer i denna roll vara. I min studie undersökte jag därför huruvida ansvar och krav på en VD är anpassade till dagens organisationssamhälle för att möjliggöra uppfyllandet av rollen. Denna frågeställning besvarar jag genom att studera vilka krav som ställs av omgivningen på individen i en VD-roll, hur individen i VD-rollen ser på sin roll och vad VD-rollen innebär i praktiken. Vad jag såg var att man i dagens organisering kan se en anpassning till den komplexitet som dagens organisationssamhälle innebär. Den ökade kunskaps-nivån i samhället och organisationerna som man kan se idag skapar en möjlighet till en ökad decentralisering som också medger en anpassning av ledarrollen. Jag såg dock en diskrepans i de krav som ställs av företagsstyrelsen på individerna i rollen mot hur de själva upplever innehållet i sin roll och där-igenom även sin person eftersom deras självidentitet påverkas till stor del av deras egenupplevelse av sin ledarroll. En diskrepans såg jag även mellan rollens praktik relaterat till både hur individen ser på sin roll samt hur omgivningen ställer krav på individen. Dessa delar anser jag bör ligga på företagsstyrelserna att arbeta med för att utforma sina krav anpassat till rollens praktik och individens egenupplevelse av rollen. Detta skulle kunna underlätta individernas möjlighet att uppfylla kraven på VD-rollen och lyckas i sitt arbete eftersom de idag har en mycket krävande arbetssituation med långa arbetsdagar och stora ansvar. / In the beginning of organisations there was a different kind of reality to what we see today. Today´s organisational society is profoundly altered with a greater globalisation and a more fragmented society. Together with the strive for increased efficiency and profit maximisation by the organisations, this leads to new structures and organisational models. These changes in the organising and organisational society also create a new reality for the individuals in a CEO´s role to operate in.  More topical than ever seem also the many defections and dismissals of individuals in this role to be. In my research I therefore studied whether responsibilities and requirements for a CEO are adapted to today´s organizational society to enable the fulfilment of the role. I reach the conclusion for this question by studying the requirements for the CEO role, the individual’s self-experience of the role and the practice of the CEO role. What I found was that an adaption to the complexity of today´s organizational society can be seen in today´s organisational models. The increased level of knowledge in society and organisations create an opportunity for greater decentralisation which also allows for an adjustment of the leadership role. I did, however, find a discrepancy in the demands made by the board of directors for the individuals in the role relative to their own self-experience of the role, and thereby also their persona as their self-identity is largely influenced by their self-experience of their leadership role. I also found a discrepancy between the practice of the role and the individuals self-experience of the role as well as the requirements made on the individual in the role. I consider these discrepancies to be the responsibility of the board of directors to ensure they are taken into account for when the requirements for the individuals in the role are defined. This could facilitate better possibilities for the individuals in the role to succeed as today´s reality includes a demanding working environment with long hours and great responsibility.

To-date relatively little research has explored the perceptions that influence young peoples' interest in policing as a career. This study examined if perceptions of policing are interconnected with desire to be an officer. Overall, the results were inconclusive; however, it was determined that young people interested in a policing career hold moderately accurate perceptions of policing with regards to the application and hiring process, officer salary, the daily tasks performed by officers, and issues of gender. But, these young people have a limited understanding of longstanding issues of race/ethnic discrimination within policing. The implications of this research undertaking for policing organizations and academics are discussed.

Within the electric power industry, the average company's enterprise system - i.e. the overall system of IT related entities - is today highly complex. Technically, large organizations posses hundreds or thousands of extensively interconnected and heterogeneous single IT systems performing tasks that varies from enterprise resource planning to real-time control and monitoring of industrial processes. Moreover are these systems storing a wide variety of sometimes redundant data, and typically they are deployed on several different platforms. IT does, however, not execute in splendid isolation. Organizationally, the enterprise system embraces business processes and business units using as well as maintaining and acquiring the IT systems. The interplay between the organization and the IT systems are further determined by for instance business goals, ownership and governance structures, strategies, individual system users, documentation, and cost. Lately, Enterprise Architecture (EA) has evolved with the mission to take a holistic approach to managing the above depicted enterprise system. The discipline's presumption is that architectural models are the key to succeed in understanding and administrating enterprise systems. Compared to many other engineering disciplines, EA is quite immature in many respects. This thesis identifies and elaborates on some important aspects that to date have been overlooked to a large extent. Firstly, the lack of explicit purpose for architectural models is identified. The thesis argues that the concerns of a company's Chief Information Officer (CIO) should guide the rationale behind the development of EA models. In particular, distribution of IT related information and knowledge throughout the organization is emphasized as an important concern uncared for. Secondly, the lack of architectural theory is recognized. The thesis provides examples of how theory, or analysis procedures, could be incorporated into the Enterprise Architecture approach and hereby concretely drive the development of the architectural models. Due to the nature of enterprise systems, EA theories inevitable will be of an indicative character. Finally, in relation to the models as such, three aspects are highlighted. Firstly, the cost of collecting information from the organization to populate models is routinely neglected by the EA community. This expense should be evaluated in relation to the utility of analyses that the information can provide in terms of better informed decision making by the CIO. Secondly, models (and meta-models) must be kept consistent. And thirdly, the design of models is restricted by the limited mental capabilities of the minds of the model users. CIO concerns must consequently be easy to extract from the Enterprise Architecture models. Key words: Enterprise Architecture, Enterprise System, Chief Information Officer (CIO), Information Technology (IT) Management, Architectural Theory, Electric Power Industry

Till sjöss är den hierarkiska organisationsstrukturen den vanligast förekommande. Detta sträcker sig från befälhavaren till den individuella sjömannen. Överstyrman, nummer två i däcksbefälsordningen, har flera olika ansvarsområden. Några vanliga exempel är bland annat att prioritera underhåll av fartyget, övervaka och leda arbetet på däck samt att ha huvudansvar för lastning och lossning. Med detta i åtanke är det inte svårt att tänka sig att man i denna roll upplever konflikter ombord, både arbetsrelaterade och privata. Syftet med denna studie är att försöka besvara vilka konflikter som är vanligast utifrån en överstyrmans perspektiv samt utreda om överstyrmän i sin roll använder några definierade metoder för att hantera de konflikter som uppstår. Avslutningsvis besvaras också frågan hur benägna överstyrmän är att deltaga i kurser kring utveckling av sin egen konflikthantering. Genom djupintervjuer med aktiva överstyrmän så har slutsatsen dragits att de mest vanliga konflikterna är de som uppstår från små irritationer i vardagen. Dessa mindre konflikter, om de lämnas utan åtgärd, har en tendens att växa och eskalera till större tvister som kräver konflikthantering. Ur ett konflikthanteringsperspektiv så visar undersökningen på att alla överstyrmän använder sig av en fördefinierad konflikthanteringsstrategi. Alla som har deltagit i undersökningen anser att vidare utbildning inom området konflikthantering skulle gynna dem både i deras roll som överstyrman och samtidigt ha en positiv inverkan på ombordkulturen. / At sea, a strict hierarchy is the natural chain of command. This ranges from the captain to the individual sailor. The Chief Officer, second in command on deck, has many areas of responsibility. For instance, he or she is commonly in charge of prioritizing aspects of ship maintenance, supervise and manage crew work-orders and the main responsibility for loading and discharging cargo. With this in mind, it is not hard to imagine that a mustered chief officer will experience a variety of conflicts on-board, both work related and personal. The purpose of this study is to answer what conflicts are the most common from a chief officers perspective on-board a merchant vessel. Also it will gauge if there are any specific conflict management methods that are used by chief officers to advert or intervene in the conflict situations that can arise. The concluding section of this study will look at the possibility and interest for chief officers to attend a course in conflict management to further develop their tools within this area. Through in-depth interviews with active chief officer the result showed that the most common conflicts were perceived as the ones that arose from everyday problems on-board. These minor issues, if left to their own accord, tend to escalate. From a conflict management perspective, all findings indicate that chief officers tend to use a predefined strategy in regards to solving or manage conflicts on-board. However, all respondents agree that further education within the field would surely benefit them as individuals and also the on-board culture as a whole.

The thesis "Selected issues of the current legal regulation of protection of personal data in the European Union" is focused on describing the development of personal data in the European Union and on current changes in this field of European law. The first chapter is focused on the historical development of the personal data protection on the European continent with the specific aim of looking at the development in the European Union. This chapter describes the progressive development of the right to the protection of personal data which was formed within the right to privacy because of technological developments. The first chapter also talks about personal data protection in primary and secondary legislation which became the foundation for the further development. The second chapter is devoted to the comparison of the former EU regulation of the personal data protection in the directive 95/46/ES with the new regulation in GDPR. The most important changes were chosen for the comparison together with the ones which were often discussed prior to GDPR coming into effect. The interim goal of this chapter is to explain to the reader the extent of changes which GDPR brings to the field of personal data protection. The third chapter is focused on the institute of the data protection officer which is a...