Nonprofit organizations are faced with unprecedented challenges as they seek to accomplish their lofty missions in a complex environment, ripe with uncertainty. The global COVID-19 pandemic brought forth new problems for communities and workplaces. As a result, some old ways of working may no longer be useful. To make meaningful progress on their social missions while navigating an unfamiliar post-pandemic context, nonprofits need new tools to help them understand and respond to changing community needs. Evidence has shown design thinking to be an effective approach to developing innovative strategies tailored to real needs, however, it has not been widely practiced in the nonprofit sector. Therefore, the purpose of this action research study was to introduce design thinking to one nonprofit organization where new strategies were necessary to effectively support constituents’ evolving needs. Five action research cycles engaged staff and stakeholders in a design team to apply human-centered design to a real organizational challenge. Research questions sought to understand how design thinking practices were implemented, which attributes contributed to the development of a new strategy, and the ways in which design thinking influenced how the organization responds to evolving constituent needs. Qualitative data from participant interviews, observation, and focus groups found four themes addressed the research questions: Relevance, Leadership Expectations, Capacity, and Intentionality. By way of engaging in play and inquiry, participants saw design thinking as an opportunity to innovate and adapt, helping nonprofits become more relevant. Findings also revealed expectations for leaders to have the answers may hinder ideation and implementation, though data also suggest leadership communication may be a particularly powerful facilitator of design thinking implementation, providing clarity on organizational priorities and aligning leaders and team members. Capacity, including organizational resources and personal bandwidth, was also found to affect how the design team’s ongoing work was supported and implemented across the organization. Finally, intentionality was revealed through the application of empathy, collaboration, and testing assumptions to aid learning. Such attributes may have already been present, but following design thinking, became intentional practices. Taken together, this also suggests incorporating elements of design thinking may be beneficial for nonprofits, as well as easier to implement than a full design thinking process. Findings from this study provide insights into what helps and hinders the implementation of a human-centered design practice, based on real experiences of nonprofit practitioners attempting to innovate and adapt to better serve their communities. This study contributes to knowledge regarding how design thinking might impact nonprofit organizations and offers some actionable insights regarding team dynamics, leadership, and facilitation of design practices. Finally, these findings offer practical implications and recommendations for organizations seeking to address longstanding problems in new ways, which may be particularly important in complex times.

The purpose of the study was to explain the proportion of the variance in the level of implementation of the Performance Planning, Counseling, and Evaluation (PPC&E) program that could be attributed to the nine Probability of Adoption of Change (PAC) model constructs. Level of implementation was operationally defined as the degree to which county directors implemented the many elements of the PPC&E program. The nine PAC model constructs included: advantage probability, championship, circumstances, idea comprehensibility, opposition, practicality, strategies, superintendency, and value compatibility. / Ph. D.

The field of executive coaching has grown in popularity as a developmental tool for leaders. With the potential for a leadership continuity gap and the desire for organizations to strengthen leadership talent pools to prepare for succession planning, there is a need for empirical research regarding the effectiveness of executive coaching. The aim of this mixed method study was to explore the factors that contribute to successful coaching outcomes. The combination of an online survey of 68 high potential leaders and follow up interviews with 40 of those same leaders yielded information about the coaching experience. The results showed a correlation between the number of years a leader was with the company and his or her perception of a positive coaching experience. In addition, the total amount of time the coach and the leader spent together was correlated with the perception of a positive coaching experience. Finally, most leaders noted that exceptional coaches demonstrated professionalism in several ways, such as listening to the client, showing an interest in the client and their development, and providing advice and helpful suggestions. A better understanding of the factors that promote successful outcomes for high potential leaders will assist coaches in having positive impact on client and organizational performance. This study is unique in that it examines coaching in the context of a larger intervention, a leadership development program, using HR professionals as internal coaches with high potential leaders. For organizations using coaching in this fashion, this study addresses gaps in the literature, which was an impetus for this research. Additional research might be valuable on how coaching clients define a successful coaching outcome, a client's readiness to change, the coach-client relationship, and factors that promote sustained behavior change in a leader. / Ph. D.

Organizations in South Africa have been going through a great deal of change in recent years. However, little is known about the effects on employees. This study aimed to ascertain the psychological impact of change on the employees of a large public service organization, the South African Police Service. The findings were contrary to what was expected with the only significant difference between the samples being for anxiety in black managers. Circumstances outside the work situation were the strongest predictors for stress, anxiety and depression. However, factors in the work situation played a more significant role in predicting the variance in stress and anxiety in the second sample. The within group differences were the opposite of what was expected with black managers having higher stress and depression levels than their white counterparts in both samples and higher anxiety levels than both their white and coloured counterparts in the second sample. / Psychology / M.A. (Research Psychology)

Syfte Vi vill undersöka om och beskriva hur Human Resource Management kan bidra till minskad personalomsättning inom franchisedrivna fastighetsmäklarorganisationer.   Huvudfrågor: Hur upplever anställda och före detta anställda fastighetsmäklare att personalomsättning påverkar branschen och deras arbetssituation? Hur skulle en mer omfattande organisationsstyrning med inriktning på HRM kunna minska personalomsättning inom fastighetsmäklarorganisationer styrda enligt franchisestruktur? Metod I arbetet hålls ett Hermeneutiskt synsätt. Ämnet personalomsättning och dess orsaker har tidigare behandlats i uppsatser som berör fastighetsmäklarbranschen och vi ser vårt arbete som en vidareutveckling i denna fråga. För att få en uppfattning om hur medarbetare ser på ledarskap och personalomsättning, används den kvalitativa intervjumetoden. Resultat & Slutsats De svar som framkom av intervjuerna med anställda och före detta anställda, visar att det finns en stark oro för personalomsättningen inom fastighetsmäklarbranschen. Detta påverkar anställda mäklares redan höga arbetsbelastning. Mäklarna känner även en oro över att personalomsättningen kan komma att urholka förtroendet för branschen om detta fortsätter. Ett exempel på detta är att kunder drabbas då det byts personal under pågående försäljningsuppdrag.  Huvudmotivet för användande av HRM i franchisestyrda fastighetsmäklarorganisationer bedömer vi vara möjligheten att bevara organisationens anseende både som attraktiv för anställda samt att de fortfarande har kvar kundernas förtroende. Förslag till fortsatt forskning För att få en bredare syn inom berört område kan fortsatt forskning ur ledarens perspektiv kring ledarskap och personalomsättning undersökas. Även en studie på just lämpligheten av franchiseformen inom denna bransch, där humankapital är enda tillgången, skulle vara intressant att forska vidare kring. Ett annat ämne som organisationer bör uppmärksamma är hur fastighetsmäklarrollen kan anpassas för att kunna behålla personal som blir äldre och skaffar barn? Varför har anställda synen att de inte kan vara kvar inom yrket när de bildar familj? Uppsatsens bidrag Uppsatsen bidrar till att påvisa de faktorer mäklare upplever som hinder för att stanna kvar inom branschen. Genom dessa ges organisationerna ett verktyg för att arbeta fram personalpolitik och strategier för att minska personalomsättningen utifrån ett HRM-perspektiv. / Aim We want to examine if and describe how Human Resource Management can contribute to lowered employee turnover within franchise based real estate organizations. Main questions: How do real estate agents and former real estate agents experience the impact of employee turnover in the sector and in their work situation? How would a more extensive organizational steering with a focus on HRM lower employee turnover within franchised based real estate organizations? Method In the thesis a Hermeneutic approach is used. The subject of employee turnover and its impact has been discussed earlier in other thesis that covers the real estate sector and therefore we view our assignment as a further study on this subject. To get an understanding on how the view of the sector’s employees are regarding leadership and employee turnover, qualitative interviews are used. The main motive to use HRM in franchise based real estate organizations we assess that the possibility should be to maintain the reputation, both as attractive for employees as well as keeping the client’s trust. Result & Conclusions The answers from the questions in the interviews with employees and former employees show that there is a strong concern regarding employee turnover within the real estate sector. It affects the employed real estate agent’s already heavy workload. The real estate agents feel that the employee turnover can weaken the trust for the real estate sector should it continue. One example of this is that clients are affected when employees are exchanged during a sales process. We assess the main motiv for the usage of HRM in franchise controlled real estate organizations to be the possibility to preserve the organizations’ reputation as attracttive for employees as well as keeping the clients’ trust. Suggestions for further research To get a broader view within the chosen subject, further research from a leader’s perspective on leadership and staff turnover can be made. A study regarding the suitability of franchise as organizational form within the sector, where human capital is the only asset, would be interesting to explore.  One important subject that should be observed by organizations is that how the role of the real estate agent can adapt to keep older employees and employees starting families. Why have employees the view that they can’t stay within the profession when they start having families?  Contribution of the thesis The contribution of the thesis shows the factors the real estate agent experiences as obstacles to stay within the sector. Through this the organization is given tools to work up an employee policy and strategies to lower the staff turnover by the use of a HRM.

The professional world, as well as, the single employee faces multiple challenges in daily routine. To improve individual health along with the whole organization, interventions are conducted. However, a summary of requirements for successful initiatives are not existing. The study describes a Group Concept Mapping approach with multinational and multidisciplinary experts in the area of organizational development. From 112 single requirements for successful interventions, finally the following 15 clusters are identified, which function as a framework for the implementation of interventions: (1) Context alignment/intervention fit, (2) Continual modification, (3) Assessment (situation & risk)/ recurrent, (4) Planning/structural change processes, (5) Active collaboration from different stakeholders, (6) Transparent communication, (7) Pay attention to participants, (8) Leadership, (9) Supportive climate for learning, (10) Persistence/ complexity, (11) Point of departure/prerequisite, (12) Impact (what kind & monitoring), (13) Perceived value, (14) Variation and (15) Single Statements.  The provided knowledge can be used by practitioners -especially consultants -in the process of planning, conducting and evaluating a successful initiative.

Organizations in South Africa have been going through a great deal of change in recent years. However, little is known about the effects on employees. This study aimed to ascertain the psychological impact of change on the employees of a large public service organization, the South African Police Service. The findings were contrary to what was expected with the only significant difference between the samples being for anxiety in black managers. Circumstances outside the work situation were the strongest predictors for stress, anxiety and depression. However, factors in the work situation played a more significant role in predicting the variance in stress and anxiety in the second sample. The within group differences were the opposite of what was expected with black managers having higher stress and depression levels than their white counterparts in both samples and higher anxiety levels than both their white and coloured counterparts in the second sample. / Psychology / M.A. (Research Psychology)

Introduction: The study focuses on organizations that operate in the construction industry. The organizations studied are Skanska, Veidekke, and Serneke. The three organizations are established organizations in the Scandinavian construction industry. The study focuses on Skanska, Veidekke, and Serneke – three companies in the Scandinavian construction industry. Aim: The aim of this study is to develop an understanding regarding the impact of the company’s intrinsic competencies on the company’s internal development, which leads to sustainable organizational growth. This study identifies three intrinsic competencies: communication, organizational structure and behavior, and the organization’s motivation and cohesion. Methodology: The authors have interviewed the CEOs of each company and have further interviewed two managers at each company. The study followed a qualitative approach to tackle the concept of sustainable organizational growth. Findings & Conclusion: This study provides an insight regarding how companies view the importance of internal growth of the companies. All the companies analyzed in this study have put a high importance on the development of their intrinsic competencies to maintain internal organizational development. The companies have also identified that the internal organizational development is a vital criterion that leads to sustainable organizational growth. Theoretical Contributions: The theoretical framework developed for this study identifies the gap in the research and further enhances the understanding of sustainable organizational growth in the Swedish construction industry. Managerial Implications: The organizations studied have portrayed a focus on environmental sustainability as a key determinant for sustainable organizational growth. This study further highlights that without the development of the organization’s intrinsic competencies and internal organizational development, environmental sustainability is not feasible. The three organizations studied have exhibited a foundation that focuses on the development of their intrinsic competencies and internal organizational development. The foundation that the companies developed enables sustainable organizational growth, which encompasses environmental sustainability. Limitations: The study focuses on three companies in the Swedish construction industry and ascertains conclusions based on the findings of the three companies. The external validity of this study is a limitation as the findings can differ if the study is conducted on a different sample pool. Suggestions regarding future research: The framework provides a foundation for future research to be conducted on construction industries similar to the Swedish construction industry. The study uses Hill & Bowen’s (1997) framework to develop the foundations that enabled the development of this study’s theoretical framework. This study’s theoretical framework can be further examined and used to expand the findings of this study and future studies regarding the Swedish construction industry.

Bakgrund: Hur lärarutbildning lämpligen organiseras avseende högskole- respektive verksamhetsförlagda studier är under ständig diskussion i såväl policydokument som forskning. För att kunna tala om hur lärarutbildning kan och bör organiseras blir dock ett första steg att klargöra hur lärarstudenter konstruerar undervisning och (lärar-) kunskap inom ramen för lärarutbildning. Syfte: Empirin för föreliggande studie inhämtas från ett utvecklingsprojekt som arbetats fram inom ramen för en ämneslärarutbildning inför hösten 2016. Syftet med studien är att klargöra hur lärarstudenter konstruerar undervisning och lärarkunskap under examination som inbegriper undervisning i autentisk undervisningsmiljö (en klass med elever), respons från klasslärare samt efterföljande reflektionsseminarium baserat på videoupptagning av genomförd undervisning och lärarens respons. Metod: I studien nyttjas diskursanalys av fyra lärarstudenters verbala- och icke-verbala kommunikation i samband med examination. Resultaten av en deskriptiv respektive genealogisk analysfas presenteras med hjälp av praxisgemenskapen som tankefigur. Resultat: Diskursanalysen visar hur lärarstudenterna inom ramen för aktuell examination rör sig mellan vad som kan beskrivas som tre olika praxisgemenskaper: klassen-som-praxisgemenskap; lärare-som-praxisgemenskap samt lärarstudentgruppen-som-praxisgemenskap. Den undervisning lärarstudenter konstruerar korrelerar med etablerad undervisningspraktik som studenten själv iakttagit. Den lärarkunskap som konstrueras villkoras av andra inom den aktuella gemenskapen. Respektive praxisgemenskap har också sina egna rationaler som lärarstudenten behöver förhålla sig till i samband med examination. De positioner som lärarstudenten förmår att förhandla och upprätthålla villkorar också vad som är möjligt att sägas/göras i vilken praxisgemenskap och av vem. Konklusion: Lärarutbildningen kan sägas innefatta två parallella, informella utbildningar jämte den formella utbildningen. Lärarstudenten ställs inför överväganden mellan vad som kan beskrivas som intra- respektive interpersonella diskurser som villkorar hur lärarstudenten konstruerar undervisning och lärarkunskap i samband med examination. Lärarstudenter behöver därför inom ramen för lärarutbildning göras varse om konsekvenser kopplade till intrapersonella diskurser, de olika roller som finns tillgängliga för lärarstudenten, samt interpersonella diskurser, hur val av roll verkar i mötet med andra i en praxisgemenskap. / Background: The organization of teacher education and practicum is constantly under scrutiny in both policy documents and in research, often in connection to correlating debates regarding theory and practice. However, how pre-service teachers construe teaching and (teacher-) knowledge ought to be scrutinized before entering a discussion about the fundamental principles of teacher education. Aims: The aim of the study is to clarify how pre-service teachers construe teaching and teacher knowledge during an examination that includes: Teaching in an authentic learning environment (a class of pupils), feedback from a class teacher and a subsequent reflection seminar based on video recordings of the students' teaching and the teacher response. Method: A group of four pre-service teachers' verbal and non-verbal communication is examined using discourse analysis. The empirical data for this study is collected from a development project within subject teacher education, during autumn 2016. The results of descriptive and genealogical analysis phases are presented with Communities of Practice (CoP) as a theoretical figuration. Results: The discourse analysis reveals that pre-service teachers construe teaching that correlates with established practices based on their own experiences. What is construed as teacher knowledge is also conditioned by other members in a group. Pre-service teachers in the current exam move between what could be described as three different Communities of Practices: class-as-CoP; teachers-as-CoP as well as pre-service teachers-as-CoP. Each CoP has its own rationalities that the pre-service teacher needs to take into consideration; the rationalities concern the conditions for reification and participation in each CoP during examination. The positions that pre-service teachers manage to negotiate and maintain, governs what can be said/done in each CoP and by whom. Conclusion: In addition to the formal education, teacher education consists of two parallel and informal education programs that can be described as intra- and interpersonal discourses. The study shows that pre-service teachers need to make considerations regarding these concurrent programs and that the discourses govern how pre-service teachers construe teaching and teacher knowledge during examination. Therefore, pre-service teachers need to be made aware of consequences related to choices within intrapersonal discourses, i.e. the different roles available, and to interpersonal discourses, i.e. how the chosen role affects one´s encounter with other members within a CoP.Keywords: communities of practice,

This thesis entitled "Theory of the organization life cycle and its use in small business' handles in the theoretical part with two well known theories of organizations, dealing with development and monitoring of common characters in their lives. In the practical part there is application of chosen theory to selected small engineering-oriented business, and also practical knowledge compared with those described in theory. Due to the special characteristics of the firm is then the next part of the work devoted to devising of appropriate strategies that could be used if a company will continue in development to avoid a crisis period, which may occur in its life cycle. The last part is the specification of possible risks that should the company expect during the development and also devising of preventive measures.