This master thesis has examined a user’s capabilities to utilize the Swedish national web archive Kulturarw³ for research purposes. The aim was also to identify any potential areas of improvement in the user’s capabilities working with Kulturarw³. The research questions are: 1. How does Kulturarw³ operate? 2. What are the main factors which affect Kulturarw³ structure and function? 3. What capabilities exist for researchers and students to utilize Kulturarw³ for their research? Are there any potential areas of improvement to the web archives user capabilities? The author has analyzed the web archive altogether using institutional theory in organization studies. The analysis has been loosely structured after Staffan Furusten’s model of the outside world in using institutional theory in organization studies. The purpose of this is to explain why the web archive looks the way it does today. An understanding of the web archive will better illuminate why any potential areas of improvement identified may or may not be possible for KW3 to implement. The author has conducted email interviews, in-person interviews as well as digital interviews with the staff responsible for working with Kulturarw³ at the Swedish National Library, Kungliga biblioteket. A draft of guidelines concerning Kulturarw³ from Kungliga biblioteket and a video-interview at Internetmuseum with one of the the founders of the web archive has also been used as source-material for this master thesis. The author concluded that Kulturarw³ is a national web archive with a long history. Its functions and limitations are complex. Kulturarw³s operation has changed greatly throughout its lifetime because of the surrounding environment. Several main factors which affect Kulturarw³ were identified. Several Swedish laws, international charters and initiatives, collaborations between and relations to other web archives, use of open-source software and digitalization’s impact on Kulturarw³ is discussed in detail. Kulturarw³'s long history of archiving the Swedish web makes it a valuable and plentiful source for research. Its collections and functions should be sufficient for anyone to conduct qualitative research. Yet at the current moment, the web archive is too inaccessible to live up to user’s expectations. That makes it an unviable option for research purposes. Unfortunately, there is not a lot Kulturarw³ can currently change to make it more assessable. The lack of information readily available also hinders users from using the web archive at max efficiency. There is a lot of opportunities for KB to better inform its users of its value and capabilities. An increased collaboration with Swedish research institutions would also benefit both researchers and the web archive in the long run.

Rapid rate of digitalization, emerging financial technology and changes in consumer behaviour have begun to transform the existing paradigm in the financial industry. Incumbent banks have found it difficult to keep up with this change however and are now faced with the challenge of deciding on what digital financial services build internally, buy externally or develop through partnerships. This study attempts to get a general overview of what factors traditional Swedish retail banks need to consider before deciding on a build, buy or partner strategy in order to digitize their financial services offering. This is done through a case study, where the empirical data consists of interviews with the retail division of a Swedish bank looking to digitize their securities trading offering as a response to a transforming industry. A few interviews were also conducted with people outside of the bank to increase the generalizability somewhat. The findings of the study identified 16 factors to be considered by traditional banks when faced with the challenge of deciding on whether to build, buy or partner in order to digitize their securities trading offering. Out of these, 9 factors were deemed to be especially important; Sustainable Competitive Advantage, Flexibility, Uncertainty, Supplier/Partner Relationship, Economies of Scale, Specialized Resources, Integration, Asset Specificity and Regulation. Several of the factors identified were shown to influence the build, buy or partner decision both positively and negatively and their impact should therefore be carefully evaluated and weighed against each other by managers before making a final decision on a build, buy or partner strategy. / Ökad digitaliseringstakt, ny finansiell teknologi och förändringar i kundbeteenden driver på en transformering inom finansindustrin. Traditionella banker har haft svårt att följa med i denna utveckling, och ställs nu inför utmaningen att bestämma vilka digital finansiella tjänster de bör bygga internt, köpa in externt eller utveckla tillsammans med en extern aktör genom ett partnerskap. Denna studie syftar till att få en generell överblick över vilka faktorer som svenska storbanker behöver överväga innan de beslutar sig för en bygg-, köp- eller partnerstrategi för att digitalisera sitt erbjudande av finansiella tjänster. Detta görs i form av en case studie, där den empiriska datan till största del består av intervjuer med nyckelpersonal från en svensk bank som ingår i ett projekt att försöka digitalisera deras värdepappershandelserbjudande som ett svar på en industri i förändring. Ett fåtal intervjuer genomfördes också med personer utanför banken för att öka generaliserbarheten av studien något. Resultatet av studien identifierade 16 faktorer som bör övervägas av traditionella banker som ställs inför beslutet om att bygga, köpa eller ingå i ett partnerskap för att digitalisera sitt värdepappershandelserbjudande. Av dessa anses 9 faktorer vara särskilt viktiga; Långsiktiga Konkurrensfördelar, Flexibilitet, Osäkerhet, Leverantörs-/Partnerrelation, Stordriftsfördelar, Specialiserade Resurser, Integration, Funktionsspecificitet och Regelverk. Resultatet indikerar också att flera av de identifierade faktorer kan påverka beslutet om en bygg-, köp- eller partnerstrategi både positivt och negativt. Deras påverkan bör därför utvärderas noggrant och jämföras mot varandra innan ett slutligt beslut tas gällande en bygg, köp eller partnerstrategi.

Problematic school absenteeism is receiving an increasing amount of public attention in today's Sweden due to the impact it has on young people's health and their families. A relatively new profession, School Social Worker (SSW), constitutes a role in the intersection between schools, families, and the social services. The aim of this study is to examine SSWs experiences and how organizational conditions affect their work. The data was collected through nine semi- structured interviews and a thematic analysis was made based on the interviews using organizational theory and domain-conflict theory. Our findings are based on two main themes: The school social workers conditions and approaches and The social services in the pedagogical sphere. The results show that the SSW has a lot of freedom to shape their own professional role. The results also indicate that SSWs had different structures, goals and guidelines depending on the workplace. A common theme was preventive work, with the majority focusing on attendance-related issues. The results suggest a potential change in SSWs tasks if they fail to communicate clear boundaries with other professionals. The assignment's intent and adherence vary, especially regarding the issues SSWs are expected to address, such as handling twice the specified absenteeism rate.

Den här uppsatsen avser undersöka hur Försvarsmaktens roll inom den civila krisberedskapen uppfattas av de civila aktörerna som ingår i krisberedskapsorganisationen (kommuner, landsting, bevakningsansvariga myndigheter, samt länsstyrelser) samt vilken formell roll Försvarsmakten ska spela, utifrån hur myndigheten styrts politiskt genom undersökning av Försvarsbeslutet 2015 samt efterföljande regleringsbrev och direktiv, under perioden 2015 - 2017. Uppsatsen avser endast undersöka Försvarsmaktens stöd till civila (icke-beväpnade) insatser, och således är ex. stöd till Polisen i samband med terrorismbekämpning inte undersökt. / This bachelor thesis examines the role of the Swedish Armed Forces (SAF) in civilian crisis management. The Swedish crisis management system is based upon the principle of responsibility (Ansvarsprincipen), which means that an actor responsible for a certain function of society during a normal state also is responsible for maintaining this function during disturbance or crisis. This gives each actor a clear role to plays in times of crisis. The SAF has no clear peacetime role within the frame of national defense except for maintaining readiness to face an armed assault or violation of Swedish territory by foreign powers. The SAF is also supposed to give support to other parts of society when needed, but this support is to be given within already existing abilities and resources. The task is also non-dimensional, which means the SAF is not expected to organize itself primarily for this task.  The analysis will focus only on the role of the SAF, and not on the roles of other actors within civilian crisis management, and only on unarmed operations. A consequence of this demarcation is that the SAF's role within anti-terrorist operations will be left out. Demarcation in time is the period of 2015 - 2017.

<p>This study aims to compare two ethnographies of organizational culture – one from the discipline of Social Anthropology and one from the discipline of Organizational Studies – considering their purpose, their method, and their concept of culture. Despite big similarities, or perhaps thanks to the similarities, some fundamental differences are made visible. The discipline of Organizational Studies has, compared to that of Social Anthropology, regarding the research method being used, less focus on, and less participation in, the informal social life of the organizational culture of the study. Regarding the concept of culture the Organizational Studies consider culture containing more of unity, stability and clear boundaries, compared to Social Anthropology. Further – the Organizational Studies has more focus on power and structure, while Social Anthropology has more focus on meaning and interpretation. Finally – the research purpose of studies in Organizational Studies is a bit more normative in its characteristic, than that of Social Anthropology. The study is concluded with a discussion of the future of Social Anthropology and its studies of organizational culture. An argumentation is conducted intended to get the two disciplines to learn from each other in the area of organizational culture, and also intended to show the discipline of Social Anthropology a road to relevant studies in the area of organizational culture.</p> / <p> </p><p>Denna studie syftar till att jämföra två etnografier inom organisationskultur - en från disciplinen socialantropologi och en från disciplinen organisationsteori - med fokus på deras respektive syfte, metod och kulturbegrepp. Trots stora likheter, eller kanske tack vare likheterna, syns några grundläggande skillnader. Organisationsteorin har, jämfört med socialantropologin, angående forskningsmetod, mindre fokus på och mindre deltagande i det informella sociala livet i den studerade organisationskulturen. Angående kulturbegreppet så ser organisationsteorin kultur som något enhetligt, stabilt och tydligt avgränsat i större utsträckning än socialantropologin. Vidare har organisationsteorin större fokus på makt och struktur, medan socialantropologin har mer fokus på mening och tolkning. Slutligen är organisationsteorins syfte något mer normativ i sin karaktär än hos socialantropologin. Studien avslutas med en diskussion om socialantropologins framtid på området organisationskultur. En argumentation drivs i syfte att de två disciplinerna ska kunna lära från varandra och i syfte att visa en väg för socialantropologin att bedriva relevanta studier på området organisationskultur.</p>

<p>When duties are documented, new ideas are often created regarding how the work should be carried out. Writing is an important source of development, but unfortunately the possibilities are limited when it comes to transferring new ways of thinking to personnel. As with organizational change in general, employees tend to neglect new instructions. On the basis of their personal ways of thinking, they might find that the new order is incorrect, requires more resources, lacks contact with reality, or cannot be understood. The people who have prepared the new directives think they are surely justified and easy to understand. In their eyes, those who stick to what used to be correct and reasonable seem resistant to change.</p><p>The aim of this dissertation is to understand the influence of self-assessment on service cognition and to propose how this influence can be utilized to attain strategic aims. The term self-assessment refers here to the activity whereby employees, in a structured manner, collectively assess and document their own instructions. The concept of service cognition refers to individual employee’s conceptions on how to carry out their own tasks, on how colleagues carry out theirs, and on connections between activities in the common workflow. The object of study is self-assessment as business process modeling at the local offices of the Swedish Employment Service.</p><p>What is explored is the crass but fruitful understanding that new ways of thinking more easily arise among those who define organizational design than among those who are expected to change. Using socio-cognitive theory as well as longitudinal and extensive action research, the reasons are investigated behind the inevitable development of units which are trusted to write their own instructions and, in so doing, start to talk about the way work is done. Despite the independence needed to coordinate by consensus, it seems that the collective mind thereby induced actually enhances opportunities for central control and change: Units designing their own routines surely become better coordinated, but also more controllable and adaptive to strategic change. Furthermore, some principles are presented to support self-assessment regarding organization and change.</p>

This study aims to compare two ethnographies of organizational culture – one from the discipline of Social Anthropology and one from the discipline of Organizational Studies – considering their purpose, their method, and their concept of culture. Despite big similarities, or perhaps thanks to the similarities, some fundamental differences are made visible. The discipline of Organizational Studies has, compared to that of Social Anthropology, regarding the research method being used, less focus on, and less participation in, the informal social life of the organizational culture of the study. Regarding the concept of culture the Organizational Studies consider culture containing more of unity, stability and clear boundaries, compared to Social Anthropology. Further – the Organizational Studies has more focus on power and structure, while Social Anthropology has more focus on meaning and interpretation. Finally – the research purpose of studies in Organizational Studies is a bit more normative in its characteristic, than that of Social Anthropology. The study is concluded with a discussion of the future of Social Anthropology and its studies of organizational culture. An argumentation is conducted intended to get the two disciplines to learn from each other in the area of organizational culture, and also intended to show the discipline of Social Anthropology a road to relevant studies in the area of organizational culture. / Denna studie syftar till att jämföra två etnografier inom organisationskultur - en från disciplinen socialantropologi och en från disciplinen organisationsteori - med fokus på deras respektive syfte, metod och kulturbegrepp. Trots stora likheter, eller kanske tack vare likheterna, syns några grundläggande skillnader. Organisationsteorin har, jämfört med socialantropologin, angående forskningsmetod, mindre fokus på och mindre deltagande i det informella sociala livet i den studerade organisationskulturen. Angående kulturbegreppet så ser organisationsteorin kultur som något enhetligt, stabilt och tydligt avgränsat i större utsträckning än socialantropologin. Vidare har organisationsteorin större fokus på makt och struktur, medan socialantropologin har mer fokus på mening och tolkning. Slutligen är organisationsteorins syfte något mer normativ i sin karaktär än hos socialantropologin. Studien avslutas med en diskussion om socialantropologins framtid på området organisationskultur. En argumentation drivs i syfte att de två disciplinerna ska kunna lära från varandra och i syfte att visa en väg för socialantropologin att bedriva relevanta studier på området organisationskultur.

Forming teacher teams is currently the standard way of organizing teachers in Swedish Compulsory Schools. This is the result of a process that started in the 1970s. Traditionally the culture of teaching has been one of isolation. Once the door to the classroom is shut, what happens behind the door is up to the teacher to decide. Over the past thirty years a lot of time has been dedicated to making fundamental changes in the way teachers interact with their colleagues. Today the idea of teachers forming teams is generally accepted but still the core of a Swedish teacher’s job is that of a lone worker. The purpose of this paper is to study how the role of the teacher has been defined in the Swedish curricula of 1962, 1980, 1994 and 2011. Of particular interest is if the teacher role is expected to be solitary or collaborative and if this has changed from the 1960s to the current curriculum of 2011. The theoretical framework consists of the frame factor theory and systemic/role theory. The curricula have been studied using a word search method, identifying sentences with the words teacher or teachers. These sentences have then been coded in different categories depending on what instructional words have used together with the word teacher/teachers. In the analysis, specific interest has been addressed to autonomous (solitary) or homonymous (collaborative) role expectations. The study shows that the teacher role has changed from one curriculum to the other. The state control of the teacher varies through the use of different instructional words. The state control has increased and is strongest in the most recent curriculum of 2011. The study also reveals the fact that Swedish curriculums never have been used to stress to collaborative aspects of being a teacher but rather to stress solitary role expectations. / Syftet med denna studie är att studera hur lärarrollen har definierats och förändrats i grundskolans läroplaner mellan 1962-2011, med fokus på två olika sätt att se på lärarens uppdrag; läraren som ensam styrare av verksamheten i klassrummet eller lärarlag som utövar en viss grad av kollektiv styrning. Frågeställningarna i studien är; Hur har lärarens uppdrag formulerats i läroplanerna? Förväntas läraren utföra sitt uppdrag ensam eller tillsammans med andra lärare? Organisationsteori är utgångspunkten för forskningsintresset och det är inom denna sektor som studiens resultat kan vara av praktisk nytta. Studien fokuserar på läroplanerna och de rollförväntningar som beskrivs i dessa. Rollteori/systemteori ger de teoretiska begreppen och är utgångspunkten för analysen. Studien har en kvalitativ ansats men en viss kvantitativ bearbetning av data förekommer. Ett urval av data har gjorts från läroplanerna LGR 62, LGR 80, Lpo 94 samt LGR 11. Vid urvalet har selektiv kodning använts med utgångspunkt i kärnkategorin läraren/lärarna. Nästa kategorisering har varit vilka instruktionsord som kopplas samman med kärnkategorin. I analysmomentet har särskilt intresse riktats mot autonoma rollförväntningar (individuella roller) eller homonoma rollförväntningar (samarbetsroller). Studien visar att formuleringen av lärarens uppdrag förändrats från en läroplan till en annan. Statens styrning har förändrats genom användandet av olika slags instruktionsord. Vad man väljer att styra hårdare har varierat. Den senaste läroplanen LGR 11 innehåller också den starkaste styrningen genom ett konsekvent användande av instruktionen läraren ska. Studien visar också att läroplanerna aldrig i någon högre grad har använts för att formulera ett kollektivt uppdrag riktat till lärarna som grupp. De kollektiva beslutsprocesser som beskrivs är mer inriktade på att involvera eleverna i beslutsfattande. Huvudfokus i alla läroplanerna ligger på den enskilde lärarens arbete och inte på ett kollektivt utförande av uppdraget.

Det drivs många utvecklingsprojekt inom offentlig sektor, men det saknas kunskap om hur dessa projekt kan bidra till ett hållbart utvecklingsarbete. Syftet med avhandlingen är att förstå och förklara hur resultat och kunskap från utvecklingsprojekt kan integreras i den ordinarie verksamheten i offentliga organisationer och bidra till långsiktiga effekter, som har ett värde för brukarna, organisationen och de anställda. I forskningen saknas en etablerad begreppsapparat för att studera hållbar utveckling i organisationer. En utmaning har därför varit att identifiera och analysera tidigare forskning, för att därigenom definiera begreppet hållbart utvecklingsarbete och viktiga förutsättningar för ett sådant arbete. Den teoretiska referensramen baseras på ett institutionellt perspektiv: nyinstitutionell organisationsteori kombineras med Giddens struktureringsteori och sociologisk professionsteori, som synliggör spänningar mellan konkurrerande styrformer som byråkrati, marknad och professionalism. Avhandlingen utgår från en interaktiv forskningsansats och består av två empiriska delar: en  kvantitativ enkätstudie som inkluderar 348 utvecklingsprojekt inom vård och omsorg samt en kvalitativ flerfallstudie av fyra utvecklingsprojekt. Studierna visar att olika faktorer främjade projekten på kort och lång sikt. Tydliga projektmål, styrning och kompetent projektledning hade betydelse för de kortsiktiga projektresultaten, men mycket begränsat påverkan på den långsiktiga hållbarheten. Istället var det ett aktivt ägarskap, och andra faktorer kopplade till ledningen i mottagarorganisationerna, som tydligast främjade ett hållbart utvecklingsarbete. Studierna visar även hur konflikter och motstånd i projekten påverkade förutsättningarna för långsiktig hållbarhet. Det gällde konflikter mellan olika yrkesgrupper, mellan ledning och professionella samt mellan byråkratiska och professionella styrformer. En slutsats är att en analysmodell för hållbart utvecklingsarbete behöver komplettera ett organisatoriskt och institutionellt perspektiv med ett professionsperspektiv. / There are many development projects in the public sector, but there is a lack of knowledge about how these projects can be made sustainable. The aim of the thesis is to explain how project results and knowledge can be integrated into public organizations and contribute to long-term effects and value for clients, organizations and employees. The scientific literature lacks an established conceptual framework for studying sustainability in organizations. Therefore, it has been a challenge to identify and analyze previous research in order to delineate and define the concept of sustainable change in organizations. The research is based on an institutional perspective: neo-institutional theory in combination with Giddens' structuration theory and sociological profession theory, which reveal tensions between three competing logics of control, i.e., bureaucracy, market and professionalism. The method is inspired by an interactive research approach and comprises two empirical parts: a quantitative survey study, including 348 development projects in health and social care, and a qualitative multi-case study of four development projects. The studies showed that different sets of factors supported short-term project success and long-term sustainability. Project-related factors, such as goal setting and project management, had little impact on sustainability. Instead, it was primarily active ownership, and other factors related to management of the recipient organization, that influenced the routinization of project results. The studies also exposed several conflicts and tensions that affected project sustainability. There were conflicts between occupational groups, between management and professionals, and between the logic of rational, bureaucratic management and the logic of occupational professionalism. Thus, understanding sustainable change in organizations requires a professional perspective to complement the organizational and institutional perspectives.

When duties are documented, new ideas are often created regarding how the work should be carried out. Writing is an important source of development, but unfortunately the possibilities are limited when it comes to transferring new ways of thinking to personnel. As with organizational change in general, employees tend to neglect new instructions. On the basis of their personal ways of thinking, they might find that the new order is incorrect, requires more resources, lacks contact with reality, or cannot be understood. The people who have prepared the new directives think they are surely justified and easy to understand. In their eyes, those who stick to what used to be correct and reasonable seem resistant to change. The aim of this dissertation is to understand the influence of self-assessment on service cognition and to propose how this influence can be utilized to attain strategic aims. The term self-assessment refers here to the activity whereby employees, in a structured manner, collectively assess and document their own instructions. The concept of service cognition refers to individual employee’s conceptions on how to carry out their own tasks, on how colleagues carry out theirs, and on connections between activities in the common workflow. The object of study is self-assessment as business process modeling at the local offices of the Swedish Employment Service. What is explored is the crass but fruitful understanding that new ways of thinking more easily arise among those who define organizational design than among those who are expected to change. Using socio-cognitive theory as well as longitudinal and extensive action research, the reasons are investigated behind the inevitable development of units which are trusted to write their own instructions and, in so doing, start to talk about the way work is done. Despite the independence needed to coordinate by consensus, it seems that the collective mind thereby induced actually enhances opportunities for central control and change: Units designing their own routines surely become better coordinated, but also more controllable and adaptive to strategic change. Furthermore, some principles are presented to support self-assessment regarding organization and change.