HR-funktionens uppgift i en organisation är att tillvarata den mänskliga resursen och se till att goda arbetsförhållanden uppnås. Detta för att kunna attrahera, rekrytera, behålla och utveckla kompetens (Kira 2003). På senare år har arbetsförhållanden och arbetsvillkor uppmärksammats på kommuner i Sverige för bland annat enhetschefer i äldreomsorgen. Arbetsförhållandena, arbetsvillkoren och framför allt den höga personalomsättningen bland dessa, har lett till en problematik som var en av valets viktigaste frågor 2014. Syftet med denna studie är att beskriva arbetsförhållanden för enhetschefer inom mindre kommuner i Sverige, inom den sociala sektorn och belysa hur dessa skulle kunna förbättras. Som studieobjekt har Orsa kommun använts. Resultatet av undersökningen visade att arbetssituationen för enhetschefer är övermäktig, då det är hög arbetsbelastning samt dålig struktur i arbetet. Enhetscheferna själva skulle gynnas av en assistent samt en arbetsbeskrivning för att minska arbetsbelastningen och få struktur i arbetet. Vår slutsats är att kommuner i Sverige borde arbeta med att skapa bättre arbetsförhållanden för enhetschefer samt arbeta för att underlätta arbetsbördan. Vårt förslag till Orsa kommun är att ta hjälp av vår handlingsplan och därmed anställa assistenter till enhetscheferna samt skapa arbetsbeskrivningar. Vidare forskning i ämnet skulle kunna belysa mentorskapets betydelse i den offentliga sektorn inom kommuner i Sverige samt organisationsstrukturens bemärkelse för arbetets attraktivitet. / HR function's role in an organization is to safeguard the human resource and ensure that good working conditions are achieved. This is to attract, recruit, retain and develop skills (Kira 2003). In recent years, working conditions and working conditions attracted the attention of local authorities in Sweden, among other heads of units in the elderly. Working conditions and above all the high staff turnover among these, has led to a problem that was one of the valets important issues in 2014. The aim of this study is to describe the working conditions of unit managers in smaller municipalities in Sweden, the social sector and highlight how these could be improved. We have used Orsa kommun in this study. The results of the survey showed that the employment situation of heads of unit is overpowering when the work structure it poor and the level of stress is high. Unit managers themselves would benefit from an assistant and a job description to reduce the load and the structure of the work. Our conclusion is that municipalities in Sweden should work to create better working conditions for home directors and work to ease the workload. Our proposal to Orsa kommun is to take the help of our action plan and to employ assistants to heads of unit as well as create job descriptions. Further research on the subject could enlighten the importance of mentoring in the public sector within the municipalities in Sweden and the organizational structure to create more attractive work conditions.

The aim of the study is to gain an understanding regarding the implementation of New Public Management in the public sector’s human service organizations. New Public Management (NPM) originates from the private sector and began at the early 1980s to permeate the public sector. NPM had a huge breaktrough and currently form many organizational bases and structures in the public sector. The implementation of NPM in public organizations has resulted in various problems. Old structures were demolished to be replaced by new structures, which resulted in a change of circumstances for everyone involved in the organization.   The study has a qualitative approach and was designed as a case study. To obtain empirical material I used semi-structured interviews. I analyzed the empirical material using New Public Management, which is included in the new institutional theory. The result made it visible that public reforms are inevitable. Organizations are dependent on its environment and as the environment change the organization must change with it to survive. The result also showcased the conflict, affected by the reform, in which difficulties with leadership, communication, employees’ involvement and adaptability arose. Preventing these negative effects requires an organization that is structured in a way that advocates change and reforms.

The purpose of this thesis was to explore senior managers' perceptions of strategic management, with the specific context being the National Oil Corporation in Libya. As such it represents a ground-breaking study at PhD level. An extensive literature identified key themes and models of strategy formulation and strategic management, in particular Karami's model of strategic management (Karami, 2007) together with key factors influencing the processes involved. This led to a study of the Libyan NOC based on a two-stage research design, the first a survey involving two hundred and fifty two senior managers of whom seventy returned completed questionnaires and the second conducting twelve semi-structured follow up interviews to deepen the findings from the questionnaire with qualitative data. The findings of this thesis suggest that the Libyan NOC may have relied too heavily in the past on strategy formulation and strategic management as the preserve of a very few individuals at the very top of the organisation, as the role of the great majority of senior managers was limited to monitoring and high level supervision. It was found that although political directives set the strategy for the whole organisation, there was a gap in knowledge and understanding between the senior business managers and the political appointments to the Board. Recommendations for improving practice therefore concerned steps in the strategic management process and senior managers' effectiveness especially in the Board as a team. Recommendations for reflecting the Libyan NOC as an example of a state-owned enterprise in Karami's model were to include Board effectiveness as the first step, to add medium-term objectives and to include social responsibility in environmental scanning under external factors.

In recent times, public engagement has become an increasingly prominent feature of modern public service provision. Contemporary Public Engagement (CPE) has been characterized by the proliferation of new and innovative mechanisms with which to engage and involve the public in any process in which their input is either desired or legally required. This thesis takes a qualitative approach to exploring CPE within the context of local public services in Scotland, with the explicit aim of contribution to the development of conceptual understanding and theory. The design of this project was based on a case study of the Clackmannanshire Community Health Partnership (CHP). The key empirical instruments were semi-structured interviews, a focus group, analysis of key CHP documents and participant observation by the researcher at CHP Committee meetings. This study makes three main contributions to existing knowledge. They are: a Conceptual Framework for explaining CPE within Scottish local public service provision, a Conceptual Model which is based on the Conceptual Framework and presents it at a higher level of abstraction, and the generation of substantive theory rooted in the case study data. The thesis makes two main recommendations. The first is that further comparative research should be undertaken in order to further develop and confirm the validity of Conceptual Model and substantive theory. The second is that meta-analysis should be undertaken to assist in the development of the proposed formal theory of Public Sector Reform.

The purpose of this paper is to examine the relationship between eco-friendliness as part of University Social Responsibility (USR) and the impact it has on students and their attraction towards a university. Previous research have so far not investigated on such a connection due to a general focus on the private sector, companies and therefore Corporate Social Responsibility (CSR). However, the literature is full of workable information, theories and conclusions through the acceptance of a specific model considering students as customers. It makes the assumptions being made within the private sector applicable to the public sector of the higher education. The latter is a driving force for any country’s economy by training and shaping a large number of future professionals and citizens. Yet, so far, barely any association has been made with another growing consideration of our developed economies: eco-friendliness and the protection of the environment. The present quantitative study seeks to find the existence of a positive impact of the implementation of eco-friendly measures by Linköping University on Swedish students, notably in terms of attractiveness. Our findings demonstrate that most of LiU Swedish students are attracted towards an eco-friendly university, around 44% of them consider eco-friendliness as a university choice factor and the performance of Linköping University (LiU) in this domain is largely appreciated. Therefore, LiU benefits from a positive public image through its eco-friendly profile. It thus enables and favors attractiveness among Swedish students, even if the latter is seen as improvable, notably through its advertisement since it is thought to be a possible competitive advantage.

Η παρούσα εργασία εστιάζεται στην εξέταση της υφιστάμενης κατάστασης στον Οργανισμό Λιμένος Πατρών υπό το πρίσμα της Δ.Α.Π. Πιο συγκεκριμένα επιχειρεί να διερευνήσει κατά πόσο εφαρμόζονται εκπαιδευτικά προγράμματα τα οποία συμβάλλουν στην αναβάθμιση και τον εκσυγχρονισμό του οργανισμού. / The Present Study examines the degree to which, the public organizations make use of the advantages of Human Training and Development Programs. Also tries to identify the essential factors for successful Human Training and Development.

Problem. With the Swedish public sectors problem with efficiency in mind, several reforms have beeninitiated during the last decades. These reforms go, in academic contexts, under the name“New public management”. The reforms have resulted in, among other things, an increasedcompetition, privatization and goal-orientation in the public sector. These new conditionshave changed the public leadership challenge and demand an increased focus on innovation todecrease costs and increase value as a central aspect of the Swedish public leadership. Purpose. The purpose for this research has been to examine the conditions for innovation in a publicorganization and how the leadership can improve the organizational innovativeness. Method. This research does not aim to measure the innovativeness in a public organization, instead itfocuses on understanding the condition for innovation and how the leadership can affect theorganizational innovativeness. Hence, it is motivated that I use a qualitative approach in theresearch process. Semi structured interviews and precedent research are being used as afoundation for the results and recommendations given. Conclusion. The leadership’s opportunities to improve the organizational innovativeness depend on anumber of independent organizational variables and the adaption of the variables to oneanother and the system as a whole. Leadership includes both the formal boss and the coworkerin a relationship that ought to be characterizing by reciprocity and cooperation. Bothmanagement and leadership are vital competences for the formal boss as both structure andculture must support each other. The conditions for organizational innovativeness improve ifthe organization has a structure and a culture that enhances: transboundary cooperation, spaceand energy for creative activities, a common context that contributes to an organizationalidentity and motivation and competence and organizational learning. The examinedorganization needs to decentralize the right to make decisions, improve the openness of theculture, and strengthen the organizational identity and audit structures in purpose to facilitatetransboundary cooperation.

Magistro baigiamajame darbe analizuojame personalo vadybos procesų – personalo poreikio planavimo, verbavimo, atrankos, veiklos vertinimo, mokymo ir kvalifikacijos kėlimo, motyvavimo ir atleidimo – vykdymą Lietuvos savivaldybėse (Ukmergės rajono savivaldybės atvejis). Atlikdami kokybinį tyrimą, siekiame įvertinti personalo vadybos situaciją savivaldybėje, nustatyti esmines problemas. Darbe siūlome galimus personalo vadybos problemų savivaldybėse sprendimo būdus. / Staff management in Lithuania's municipalities is a department which has been given little attention. There are a lot of literary sources and treatises about staff management in business management department; however it is hard to find both theoretical and practical analysis about the peculiarities of staff administration in municipalities. The tradition of staff management has not yet been established. The goal of this thesis is to explore the staff management situation in Lithuania's municipalities (as in the case of Municipality of Ukmerge District), to define main problems and to suggest trends of development. To reach this goal a qualitative research has been applied – half structured interview with the employees of Ukmerge District Municipality and with experts of the public sector. The results of the research suggest that the most problematic staff management issues in municipalities are motivation, planning of staff demand, and evaluation of official duties. Staff training and raising qualification are the best organized staff management elements in municipalities. The most effective means of staff recruitment is within the organization. Applying recruitment in higher educational institutions is a method least used in staff management in municipalities practice. Career opportunities, objective results evaluation of competence and official duties are the main motives stimulating municipalities' employees to raise qualifications; however individual employees'... [to full text]

Darbuotojų motyvacijos klausimas yra aktualus ne tik privačiojo, bet ir viešojo sektoriaus organizacijoms. Vis dažniau akcentuojamas valstybinių įstaigų darbuotojų motyvacijos trūkumas, kas sąlygoja mažesnį veiklos efektyvumą, o tuo pačiu ir viso sektoriaus efektyvumą. Darbo tikslas – pateikti sprendimus Kauno apskrities viršininko administracijos darbuotojų motyvacijai gerinti. Darbą sudaro trys pagrindinės dalys. Pirmojoje darbo dalyje atskleidžiama darbuotojų motyvacijos samprata, reikšmė, apžvelgiamos pagrindinės motyvacijos teorijos bei pagrindinės valstybinių organizacijų darbuotojų motyvavimo priemonės. Antrojoje darbo dalyje atlikta Kauno apskrities viršininko administracijos darbuotojų motyvacijos analizė bei organizacijos darbuotojų motyvacijos tyrimas. Tyrimui iškelta hipotezė - Kauno apskrities viršininko administracija susiduria su silpnos darbuotojų motyvacijos problema - buvo patvirtinta. Trečiojoje darbo dalyje remiantis antroje darbo dalyje atliktos analizės rezultatais, formuojami motyvacijos problemų sprendimai. / The problem of the research: attempt to improve activities of public institutions depends on ability successfully and rightly to motivate public service workers. The public institutions must find the methods to improve employees’ motivation, because only motivated employees can reach the aims of organization and improve the quality of public service offering. The main aim of this work is to analyse and to estimate motivation system in Kaunas County Governor’s administration, to appraise the possibilities of improvement of employee motivation ant to present the possible solutions of actual motivation problems in this organization. The overview on the motivation conception sources, analysis of importance of motivation is made in the first part of this work. Seeking for a better understanding, the main classical motivation theories’ features are overviewed. Kaunas County Governor’s Administration’s employee’s motivation is analysed in the second part of this work. A questionnaire research showed, that the main motivators are payment, social guarantees, good relationship with manager and colleagues, the right estimation process, possibilities of career in organization, the possibilities to raise qualification. A tested hypothesis is the following: the existing personnel motivation is weak in Kaunas County Governor’s Administration. This hypothesis was confirmed. In the third part the suggestions and the ways of solving employees’ motivation problems in this organization are... [to full text]

Viešojo sektoriaus kultūros įstaigos pastarąjį dešimtmetį tapo aktyvios kultūros produktų rinkos dalimi. Juntama konkurencija su privačiu sektoriumi skatina didinti veiklos efektyvumą. Aktuali tampa kultūros sektoriaus modernizavimo, tinklo optimizavimo tema. Įstaigų vadovai kelia darbuotojams aukštesnius kokybės tikslus nepaisant to, jog valstybės lėšų kultūros sektoriui skiriama nepakankamai. Lietuvos kultūros sektoriaus institucijų vadybos procesai, vertinant iš visuotinės kokybės vadybos pozicijų, tebėra tradiciniai – trūksta orientacijos į galutinį vartotoją, išlieka nepagrįstai dideli ir produkcijos kokybei neadekvatūs įstaigų administravimo kaštai, neaiškūs tikslai, atliekamos funkcijos neapibrėžtos kokybės kriterijais. Kultūros įstaigos turi motyvacijos valdyti veiklos kokybę, tačiau joms trūksta žinių, metodinių gairių. Plačiai nagrinėjama kultūros produkto kokybės (meninės vertės) tema, bet kultūros įstaigų valdymo klausimais tebėra mažai tyrinėti. Nepavyko rasti įrodymų apie kokybės vadybos metodų taikymo inicaityvas Lietuvos viešojo sektoriaus kultūros įstaigose. Šio darbo tikslas atskleisti kokybės vadybos metodų taikymo galimybes ir poreikį siekiant gerinti viešojo sektoriaus kultūros įstaigų veiklą. Iškeltos dvi susijusios hipotezės, jog viešojo sektoriaus kultūros įstaigų vadyba vadovaujasi kokybės vadybos principais, metodais, priemonėmis (1), o kokybės vadybos metodai gali būti taikomi siekiant gerinti viešojo sektoriaus kultūros įstaigų veiklą (... [toliau žr. visą tekstą] / Public sector cultural institutions became active members of the cultural production market in the last decade. The competition they experience with the private sector prompts them to improve efficiency. As such, the issue of the sector‘s modernization and network optimization become topical. In view of the inadequate resourses state management has at its disposal, this sets high quality objectives to their staff. From the viewpoint of Quality Management the way in which cultural institutions are currently managed, appears traditional in the sense that there is still lack of customer focus, unreasonable demand on administration assets, uncertain objectives, goals and criteria to assess them. Cultural institutions are highly motivated to operate the quality of their main activities, but they need theoretical and methodical support. There are many publications dealing with the quality of cultural productions as far as the artistic value is concerned. However, governance issues seem to be uncommon to examine. An extensive search showed that there are today no public reports on initiatives to apply the Quality Management approach to public sector cultural institutions in Lithuania. So, the main aim of this work is to demonstrate the possibility to apply the Quality Management approach to public sector institutions in order to improve their activities. With reference to the findings of this work, public sector cultural institutions are encouraged to apply the Common Assessment... [to full text]