No / Occupational health and safety (OHS) is under-researched in the sociology of work and employment. This deficit is most pronounced for white-collar occupations. Despite growing awareness of the significance of psychosocial conditions – notably stress – and musculoskeletal disorders, white-collar work is considered by conventional OHS discourse to be ‘safe’. This study’s locus is clerical processing in the UK public sector, specifically Her Majesty’s Revenue and Customs, in the context of efficiency savings programmes. The key initiative was lean working, which involved redesigned workflow, task fragmentation, standardization and individual targets. Utilizing a holistic model of white-collar OHS and in-depth quantitative and qualitative data, the evidence of widespread self-reported ill-health symptoms is compelling. Statistical tests of association demonstrate that the transformed work organization that accompanied lean working contributed most to employees’, particularly women’s, ill-health complaints.

No / The prevailing economic and budgetary climate is intensifying the search for methods and practices aimed at generating efficiencies in public sector provision. This paper investigates the increasingly popular bundle of techniques operating under the generic descriptor of lean, which promises to improve operational quality processes while simultaneously reducing cost. It offers a critical appraisal of lean as a fashionable component of public sector reform and challenges the received wisdom that it unambiguously delivers ‘efficiencies’. Quantitative and qualitative research in HM Revenue and Customs (HMRC) centred on employees' experiences has indicated the extent to which work has been reorganized along lean principles. However, employees perceive that changes in organizational processes and working practices have unintentionally generated inefficiencies which have impacted on the quality of public service. These suggested outcomes raise wider concerns as lean working is adopted in other public sector organizations.

No / The work was funded by the Leeds Social Science Institute.

Yes / Government organisations have been shifting to cloud-based services in order to reduce their total investments in IT infrastructures and resources (e.g. data centers), as well as capitalise on cloud computing’s numerous rewards. However, just like any other technology investments there are also concerns over the potential risks of implementing cloud-based technologies. Such concerns and the paucity of scholarly literature focusing on cloud computing from a governmental context confirm the need for exploratory research and to draw lessons for government authorities and others in order to ensure a reduction in costly mistakes. This paper therefore investigates the implementation of cloud computing in both a practical setting and from an organisational user perspective via three UK local government authorities. Through the qualitative case study enquiries, the authors are able to extrapolate perceived rewards and risks factors which are mapped against the literature so that emergent factors can be identified. All three cloud deployments resulted in varying outcomes which included key rewards such as improved information management, flexibility of work practices and also posed risks such as loss of control and lack of data ownership to the organisations. These findings derived from the aggregated organisational user perspectives will be of benefit to both academics and practitioners engaged in cloud computing research and its strategic implementation in the public sector.

Yes / Purpose – While the importance of leadership in various domains has been highlighted in the extant literature, effective leadership in the context of higher education sector has not been well addressed in the leadership scholarship. There is a need to address the challenge of leadership effectiveness in the education sector, including business schools, given the failures noticed in the sector attributed to poor-quality leadership. The purpose of this study was therefore to explore the factors that affected leadership in the context of higher education institutions. Design/methodology/approach – The research is exploratory in nature as the study critically reviewed extant literature surrounding leadership practices specifically from a public-sector context to identify factors affecting leadership effectiveness. Findings – The findings of the study pointed out that, regardless of the nation or organisation, leadership effectiveness is a factor that is dependent on how well the followers have accepted the leader. This indicates that, amongst the different challenges explored in this study, leadership effectiveness is not only a challenge by itself but is also affected by other challenges, including leadership practice and style. Research limitations/implications – This research provides a better understanding of the critical factors affecting leadership practice of deans of business schools and how the styles’ influence on leadership practice, the relationship between leadership practice and leadership effectiveness and how leadership style translates into leadership effectiveness. Originality/value – This research contributes to the growing body of knowledge surrounding leadership scholarship from a public-sector context about the challenges that affect leadership effectiveness in the context of HEIs and stimulates further investigation into those challenges.

This study aims to examine Stakeholder Engagement in the construction of a new public sector sport facility and explore the stakeholder perspective on the engagement process. The construction of sports facilities is complex and requires stakeholder insights for a better end product. Stakeholders have expertise that the project management does not have, which can improve both the end product and the stakeholders' willingness to use the area. A case study has been conducted at the Stadionområdet in Malmö where an older sports facility is to be replaced with a new one.  The study is based on Stakeholder Theory and Stakeholder Engagement and applies these theories to understand the tools used in the engagement process. A qualitative mixed methods approach has been used where both semi-structured interviews and document collection have been conducted. In total, eight semi-structured interviews were conducted with respondents from the project side, internal and external stakeholders.   The study shows that the engagement processes used in Stadionområdet are mainly information meetings, workshops and working groups. Information meetings have been held in an initial stage to create understanding of the redevelopment, however, a further demand for these meetings has been identified. Workshops have been held with external stakeholders where stakeholders are given the opportunity to express their views on the design of the area. While workshops are seen as the most effective, they are considered to lack feedback, which creates irritation. Internally in Malmö Stad, working groups have been used. These work well, but the processes can sometimes be time-consuming as the decision-making paths are long and need to be confirmed by many. There are also problems with administrations not striving for the same end goal, which creates irritation and lack of understanding for each other's opinions.  To overcome these challenges and streamline Stakeholder Engagement, Stadionområdet can introduce a contact person for the external stakeholders who creates communication channels and provides feedback after workshops. Marketing the final goal more clearly, for both internal and external stakeholders, is also of great importance so that stakeholders know what to expect.

Studien innefattar en undersökning om hur medarbetare och chefer upplevt kommunikationen under en förändringsprocess inom den offentliga sektorn, på Arbetsförmedlingen. Syftet med studien är att beskriva och analysera hur kommunikationen i en organisatorisk förändringsprocess kan uppfattas av medarbetare och chefer inom offentlig sektor. Genom att jämföra chefers och medarbetares uppfattningar är avsikten att öka kunskapen om vilka möjligheter och utmaningar som kan uppstå under en förändringsprocess, samt hur dessa upplevs beroende på aktör. Under studien har vi använt oss av en kvalitativ undersökning, i form av intervjuer, med två chefer och sju arbetsförmedlare inom Arbetsförmedlingen. Den insamlade empirin har bearbetats med hjälp av befintlig forskning och teorier kring kommunikation samt förändringsarbete.  Resultatet indikerar att kommunikationen under förändringsprocessen uppfattades på olika sätt av de berörda aktörerna. Beslut och information som förmedlats från cheferna upplevdes som otydliga från medarbetarnas håll. Däremot uppfattade cheferna själva att deras sätt att kommunicera var tydligt och transparent. Den bristande kommunikationen ledde i vissa fall till ryktesspridning och spekulationer från medarbetarnas sida. Cheferna delade uppfattningen att rykten förekom, däremot påtalade de inte samma orsak som medarbetarna. I slutresultatet framkom det att både medarbetarna och cheferna upplevde att många av de utmaningar kring förändringskommunikationen hade sin grund i den byråkratiska organisationsstrukturen. / The study consists of an examination of how employees and managers perceived communication during a change process within the public sector, specifically at Arbetsförmedlingen. The purpose of the study is to describe and analyze how communication in an organizational change process can be perceived by employees and managers in the public sector. By comparing the perceptions of managers and employees, the intention is to increase knowledge about the opportunities and challenges that may arise during a change process, and how these are perceived depending on the participant.  During the study, we used a qualitative research method, consisting of interviews, with two managers and seven employees at Arbetsförmedlingen. The collected empirical data has been analyzed using previous research and theories on communication and change management. The results indicate that communication during the change process was perceived differently by the involved actors. Decisions and information conveyed by managers were perceived as unclear from the employees' perspective. However, managers themselves believed that their way of communicating was clear and transparent. The lack of communication led, in some cases, to rumors and speculation among the employees. While managers acknowledged the existence of rumors, they did not attribute them to the same causes as the employees. The final results revealed that both employees and managers felt that many of the challenges related to change communication stemmed from the bureaucratic organizational structure.

En el sector público, los sistemas de información juegan un papel crucial en la prestación de servicios eficientes y efectivos a los ciudadanos. Por lo tanto, es imperativo que los empleados estén equipados con los últimos conocimientos y habilidades en el campo de los sistemas de información. Esto se puede lograr a través de la formación permanente y continua. El aprendizaje permanente se refiere a un proceso continuo de aprendizaje a lo largo de la vida de una persona, independientemente de su edad, estado u ocupación. En el contexto de los sistemas de información, esto significa que los empleados del sector público necesitan actualizar continuamente sus conocimientos y habilidades para mantenerse al día con los últimos desarrollos y avances en el campo. La formación continua, por otro lado, se refiere a actividades regulares y continuas de formación y desarrollo que están diseñadas para satisfacer necesidades específicas de aprendizaje. La importancia de la formación permanente y continua en el sector público se destaca por el hecho de que los sistemas de información están en constante evolución. Se están desarrollando nuevas tecnologías y técnicas, y los empleados deben estar familiarizados con ellas para poder realizar su trabajo de manera efectiva. Además, el sector público está bajo constante presión para mejorar la calidad de sus servicios y ser más eficiente y rentable. Esto requiere que los empleados tengan una buena comprensión de los sistemas de información y las mejores prácticas más recientes. Son varios los beneficios de la formación permanente y continua para los empleados del sector público. En primer lugar, ayuda a mantener y mejorar sus conocimientos y habilidades, lo que puede tener un impacto positivo en su desempeño laboral. En segundo lugar, permite a los empleados asumir nuevos retos y responsabilidades, lo que puede conducir al crecimiento personal y profesional. En tercer lugar, puede aumentar la moral y la motivación de los empleados, ya que se sienten valorados y apreciados por su empleador. Hay varios métodos de formación que se pueden utilizar para apoyar el aprendizaje permanente y continuo en el sector público. Estos incluyen cursos de capacitación formales, talleres, aprendizaje en línea, capacitación en el trabajo y tutoría y entrenamiento. La elección del método de capacitación dependerá de las necesidades de aprendizaje del individuo, los recursos disponibles y los objetivos del programa de capacitación. Además, invertir en la formación permanente y continua de los empleados en sistemas de información también puede mejorar la reputación de la organización del sector público. Al contar con empleados bien capacitados que puedan brindar servicios de alta calidad, la organización puede generar confianza con el público y establecer una imagen positiva. Además, los programas de capacitación también pueden ayudar a retener a los empleados, ya que sienten que su empleador está comprometido con su desarrollo profesional y les brinda oportunidades de crecimiento. En conclusión, la formación permanente y continua es fundamental para los empleados del sector público que trabajan en el ámbito de los sistemas de información. Al garantizar que los empleados estén equipados con los últimos conocimientos y habilidades, las organizaciones pueden mejorar sus servicios y ser más eficientes y eficaces. Además, la capacitación puede tener un impacto positivo en la moral y la motivación de los empleados, lo que conduce a un mejor desempeño laboral y al crecimiento personal y profesional. Por lo tanto, es importante que las organizaciones del sector público inviertan en la formación permanente y continua de sus empleados para garantizar su éxito en el mundo en constante evolución de los sistemas de información.

The study sought to investigate the impact of systemic corruption in public enterprises in the Harare metropolitan area in Zimbabwe. This research study used a case and explanatory research designs as its major research approaches. The study was largely prompted by the high level of corruption in public enterprises as reported to the Anti - Corruption Commission and the media. In this study, fourteen (14) directors and twenty six (26) public enterprise officials were used as research subjects. Questionnaires, interviews and documentary reviews were used as research instruments to collect information on the impact of systemic corruption in public enterprises in the Harare metropolitan area. The study showed that low remuneration levels for both low and high level public enterprise officials, patronage appointment to higher level of management and the lack of political will to empower public enterprise officials on the evil of corruption were the causes of systemic corruption. Greed, the disintegration of work morality and ethics in the manner in which public affairs across public enterprises were being handled, were key causes of systemic corruption (see chapter 4 for details). The high level of secrecy in the management of public affairs, the lack of transparency, discipline, fairness, responsibility, equity and weak legal system on corruption were also noted to be corruption drivers. With regard the manifestation of corruption in public enterprises, it was established that systemic corruption occurred in the following forms: abuse of power, fraud, favouritism, embezzlement, weak control, extortion and ghosting.The study also showed that systemic corruption created problems such as administrative inefficiency and parasitism, a social atmosphere of tension and dishonesty within public enterprises (see chapter 4 for details). Corruption reallocated resources to the rich and powerful public officials who were aligned to the ruling party or those in authority. The study also noted that public enterprises officials were using technical complexity in procedures and regulations to conceal under-dealings.It was iv the findings of this study that rewarding for reasons not related to performance, dishonesty, over claiming expenses, falsification of reports/records and favouritism in public enterprises were high. The study also revealed that bid-rigging, shifting from core business, ghosting, and giving gratitude/gift to influence decision were some of the prevalent unethical activities in public enterprises. Against this backdrop, it is recommended that the level of remuneration in public enterprises for public officials is improved so that the minimum grounds for corruption motives are reduced. When salaries are too low, officers are obviously forced to indulge in unethical activities which in turn affect the general public directly or indirectly. It is critical that all public enterprise officials undergo training in the dimension of corruption and corporate governance as a means of empowerment. Corrupt individuals and business organisations in the Harare metropolitan area should not be employed or engaged in public related work and that public affairs must be managed in a transparent and open manner although confidentiality must be observed. The study also recommends that the appointment of public enterprise officials must be based on competence, relevant educational qualifications and experience. Another recommendation is that all cases of corruption must be treated as high level criminal cases which attract longer and deterrent court judgments (see chapter four for details). / Public Administration and Management / M.P.A.

Viešojo administravimo magistro baigiamojo darbo tema yra aktuali, kadangi Lietuvai įstojus į Europos Sąjungą vis svarbesnis šalies turizmo vaidmuo ne tik Europoje, bet ir kitose užsienio šalyse. Turizmo industrijos plėtra labai priklauso nuo informacinių paslaugų sistemos išvystymo, kuri skatina vietinį ir atvykstamąjį turizmą. Turizmo informacinių ir rinkodaros paslaugų plėtros išplėtojimą lemia ES struktūrinės paramos fondai, kurių dėka projektų įgyvendinimas yra būdas Lietuvos ir jos regionų mastu pagerinti viešąją turizmo infrastruktūrą. Spartėjant turizmo plėtrai ir turizmo informacijos sklaidai Lietuvoje, viena iš aktualių problemų yra viešosios turizmo informacinės infrastruktūros trūkumas Lietuvos regionuose. Tyrimo objektas – turizmo informacinių paslaugų sistema Lietuvoje ir užsienyje. Tyrimo tikslas – išanalizuoti turizmo informacinių paslaugų sistemą viešajame sektoriuje. Hipotezė: Lietuvos miestuose ir rajonuose nėra tinkamai išplėtota viešoji turizmo informacijos infrastruktūra. Tyrimo metodika: mokslinės literatūros analizė, teisinių dokumentų analizė, statistinių duomenų analizė, anketinė apklausa, interviu, SSGG analizė. Teisiniai dokumentai reglamentuoja turizmo informacinių paslaugų sistemos organizavimą bei viešųjų įstaigų, teikiančių informacines paslaugas, steigimą. Lietuvoje turizmas prasideda nuo nacionalinio turizmo, kur turi būti išvystytas vietos turizmas, skatinantis užsienio turistus atvykti į Lietuvą. Tačiau siekiant tai įgyvendinti... [toliau žr. visą tekstą] / Master thesis on public administration is very relevant since Lithuania joined European Union and tourism is taking a more sizeable role not only in Europe but also in other foreign countries. The expansion of tourism industry depends on information service system development, which promotes local and international tourism. The development of tourism information and marketing services determines the size of received support from EU’s structural funds. Implementation of such projects is the way to develop the public tourism infrastructure of Lithuania and its regions. While tourism business is expanding together with information’s about tourism penetration the remaining problem is the lack of public tourism information infrastructure in Lithuania regions. Investigation object – tourism information service’s system in Lithuania and abroad. Investigation purpose – to analyse information services system of tourism in public sector. Hypothesis: public tourism information infrastructure in Lithuania cities and regions is not properly developed. Methodology of investigation: analysis of scientific literature, analysis of law documents, analysis of statistical data, questionnaire, interview, SWOT analysis. Documents of law regulate the organization of tourism information services system and establishment of public institutions’ which provide information services. Lithuania’s tourism starts from national tourism, where local tourism has to be developed and promoted to tourists from... [to full text]