Published Article / The current debate within the ASGISA and NEPAD policy structures of the South African Government is to enhance E-service delivery via Information and Communication Technologies (ICT) for all citizens. This paper deals with the problem how ICT in governance may be constructed to facilitate greater accountability, transparency and reducing corruption through better financial, public information management, procurement and administrative systems. South Africans especially in rural areas have a limited access to ICT. The main barriers to ICT access relate to high cost of Internet access, connectivity problems, lack of technical skills to support maintenance and low number of computers with Internet connectivity at schools, libraries and other public places.

Syftet med denna studie har varit att belysa hur skolans huvudmän, dvs. rektorers chefer, ser på delat ledarskap i skolan. Studien belyser också hur samarbetet mellan huvudmännen och rektorerna fungerar samt vilka möjligheter och hinder huvudmännen ser med ett delat ledarskap i skolan. Insamling av data har gjorts genom kvalitativa semistrukturerade intervjuer och bearbetats i en tematisk analys. Urvalet har avgränsats till att omfatta fyra huvudmän på verksamhetschefsnivå och en huvudman på politisk nivå i några av de största kommunerna i Stockholms län. Studien har en kunskapsteoretisk utgångspunkt som brukar beskrivas som tolkande och konstruktionistisk till sin art. Tidigare forskning indikerar att det finns en kunskapslucka när det gäller huvudmännens syn på delat ledarskap i skolan vilket motiverar att denna studie görs. Resultatet visade att huvudmännen anser att det delade ledarskapet bör få finnas där det finns behov för det, dock inte på rektorsnivå på en och samma skolenhet eftersom skollagen inte tillåter det. Däremot har rektor möjlighet att organisera den inre verksamheten på sin skola utifrån bestämmelser i skollagen där det framgår att det är möjligt att ha två eller fler rektorer på skolor med fler skolenheter. Huvudmännen anser att deras skyldighet är att se till att ha en styrkedja med tydlig rollfördelning så att oklarheter i ansvar, genomförande och återkoppling kan undvikas. Nyckelord: Delat ledarskap, samarbete, huvudman, skola

Syftet med denna studie är att belysa pedagogers samarbete i affektsituationer samt hur de ser på detta samarbete, affektsituationer och sin uppgift i dessa och vad som krävs för att denna uppgift ska kunna genomföras. Studien är en kvalitativ sådan och för att besvara dess frågeställningar har fyra pedagoger intervjuats. Intervjuerna har genomförts på två skolor i en kommun i Stockholm varpå de sedan transkriberats och analyserats systematiskt. Resultaten visar att pedagogernas samarbete kring affektsituationer strävar mot en lösning för barnets bästa. Barns behov och barns perspektiv är i pedagogernas samarbete en viktig del för att finna en lösning på affektsituationer. För att nå detta mål delas ansvaret på ett sådant vis att pedagoger som inte är direkt involverade i situationen bidrar i andra aspekter av arbetet som att ta hand om övriga barn. Detta för att skapa förutsättningar för eleven i affekt samt för kollegor för att situationen ska lösas på ett bra vis. / The purpose of this study is to highlight pedagogues cooperation regarding affective situations and how they view this cooperation, affective situations as such, their task in them and what is required for this task to be carried out. The study is a qualitative study and to answer its questions four pedagogeus have been interviewed. The interviews were conducted at two schools in a municipality in Stockholm, after which they were transcribed and analyzed systematically. The results show that pedagogues cooperation regarding affective situations strives towards a solution that is best for the child. Children's needs and child perspective are in the pedagogues cooperation an important part of finding a solution to affective situations. To reach this goal the responsibility is divided in such a way that pedagogues who are not directly involved in the situation contributes to other aspects, such as taking care of other children. This is to create desired conditions for children in an affective state, and for colleagues, so that the situation may be resolved in a good way.

Museums Connect stands at the intersection of public history and public diplomacy. The program, which has both public history and public diplomacy agendas, is sponsored by the United States Department of State and administered by the American Alliance of Museums. This dissertation examines the competing impulses of transnational public history and public diplomacy made manifest in Museums Connect and its ramifications for public history theory and practice. The project demonstrates both the seeming similarities between public history’s ideas of shared authority, dialogic museum practice, and community engagement and public diplomacy’s “people-to-people” diplomacy, as well as the limits of these similarities. This dissertation also considers the ramifications of these dynamics on museum and public history practice and theory. It is shown that the assumptions of public diplomacy found in Museums Connect inform the program’s structure and operation, while also precluding a truly shared authority between the American museums and their international partners. The appointment of the American museums as “lead” museums and the Department of State’s choice to focus on young people as the target audience for the program foregrounds didactic relationships between the museums and their “communities” for the projects. Through three case studies of Museums Connect projects between the United States and Afghanistan, Morocco, and South Africa, this dissertation challenges the seminal theoretical literature of public history, articulated in Michael Frisch’s A Shared Authority, that interpretive and meaning-making authority in public history is inherently shared. Each case study reveals different factors that either promote or preclude more balanced power dynamics between the museums and their communities within the broader power dynamics established by the grant. Staff reflection-in-action, project activity and partner museum choice, and the non-American public history and museological contexts are all revealed to uniquely influence the dynamics between the museums and their communities. Throughout, the agency of the non-American participants, highlighted through the responses and reactions to the unequal dynamics of the projects, complicates notions of the singular democratic public sphere that underpin the paradigm of the museum as forum.

The aim of this study is to explore the involvement of stakeholders in the functions of leadership within the context of voluntary organisations in the UK. What is intriguing about the study is that business and management research has focused mainly on ‘vertical leadership’ that stems from an appointed or formal leader as opposed to ‘shared leadership’ that is distributed across the organisation. This study therefore, seeks to advance scholarly knowledge on the phenomenon of ‘shared leadership’ focusing on voluntary organisations taking a stakeholder perspective. A review of the current literature focusing on shared leadership indicates that the definition of shared leadership has converged around numerous underlying dimensions. However, the key distinction between shared leadership and other leadership paradigms is that the influence process emanates from different directions rather than the tradition top to down approach. This study attempts to explore the level of shared leadership at the organisational level in the context of voluntary organisations by employing a pragmatic approach to research. The research involved three phases; Phase 1 is qualitative, Phase 2 is quantitative and Phase 3 is qualitative. The research methods have included semi-structured interviews (Phase 1) with 10 participants, a survey (Phase 2) that had 126 respondents and in-depth interviews (Phase 3) involving 30 stakeholders. The findings suggest that the level of shared leadership in voluntary organisations is relatively high. However, the involvement of the stakeholders has been more on a ‘consultative’ level rather than on a ‘participative’ one. Moreover, the status or position of the stakeholder in the organisation is a significant factor in determining the level of shared leadership. It was revealed that some stakeholders are merely involved in low level activities. The findings of this research have implications on the Human Resource Management in terms of stakeholder engagement in the leadership process.

The purpose of the study was to examine the effects of a shared leadership for the employees perception of job satisfaction and how employees perceive the social support and communication from managers as part of a shared leadership. Shared leadership means that two or more managers share the role which the traditional manager usually holds. Research indicated that shared leadership can generate both positive and negative effects for employees on the experience of good communication and social support. To create job satisfaction, research has shown that communication and social support are two basic and important factors (Heide, Johansson & Simonsson, 2012; Charoensukmongkol, Moqbel & Gutierrez-Wirsching, 2016). The study was conducted in public organization which uses the concept of shared leadership. A qualitative methodology based on semi-structured group interviews have been applied with eight employees. The result of the study indicated that the employees experienced both good and open communication, between them and their managers. It also showed that the employees felt that their managers was available to them. The result indicated that communication in turn affected employees perception of a strong social support. Which led to strengthen the relations between managers and employees, and generated the feeling of job satisfaction. The conclusion of the study indicated that shared leadership contributed to positive effects on employees' sense of job satisfaction. / Syftet med studien var att få kunskap om vilka effekter ett delat ledarskap innebär för medarbetarnas upplevelse av arbetstillfredsställelse. Studiens frågeställningar var hur medarbetarna upplever det sociala stödet och kommunikationen från cheferna som ingår i ett delat ledarskap. Delat ledarskap innebär att två eller flera chefer delar på rollen som en traditionellt ensam chef vanligtvis innehar. Forskning har påvisat att delat ledarskap kan generera både positiva som negativa effekter på medarbetarnas upplevelse av en god kommunikation och ett bra socialt stöd. För att skapa arbetstillfredsställelse har forskningen visat på att kommunikation och socialt stöd är två grundläggande och viktiga faktorer (Heide, Johansson & Simonsson, 2012; Charoensukmongkol, Moqbel & Gutierrez-Wirsching, 2016). Studien har utförts inom offentlig organisation där enhetschefer använder sig av konceptet delat ledarskap. En kvalitativ metod som bygger på semistrukturerade gruppintervjuer med enhetschefernas åtta närmsta medarbetare har tillämpats. Kommunikationen framgår i resultatet som bra och öppen samt att medarbetarna upplever att deras enhetschefer är tillgängliga för dem. Kommunikationen i sin tur påverkar medarbetarnas upplevelse av ett starkt socialt stöd. Det leder vidare till att stärka relationerna mellan parterna samt frambringar känslan av arbetstillfredsställelse. Slutsatsen visar på att det delade ledarskapet som enhetscheferna ingår i, bidrar till positiva effekter på medarbetarnas känsla av arbetstillfredsställelse.

International Telemetering Conference Proceedings / November 04-07, 1991 / Riviera Hotel and Convention Center, Las Vegas, Nevada / Real-time data processing of telemetry data has evolved from a highly centralized single large scale computer system to multiple mini-computers or super mini-computers tied together in a loosely coupled distributed network. Each mini-computer or super mini-computer essentially performing a single function in the real-time processing sequence of events. The reasons in the past for this evolution are many and varied. This paper will review some of the more significant factors in that evolution and will present some alternatives to a fully distributed mini-computer network that appear to offer significant real-time data processing advantages.

The overarching aim of this thesis is to probe more deeply into how col­laborative writing can help to socialise students in a writing practice. More specifically, the thesis deals with lab report writing and the relationship of three students with different backgrounds to the educational practices of a university department. The three students differ in language background, previous higher education and vocational experience. The material comprises recordings of student discussions while writing lab reports in a group. The students and their lab report writing in different group con­stellations has been followed longitudi­nally for between two to four semesters. In addition the development of the lab reports over time has been studied, as well as teachers’ comments on them. Student acquisition of the genre is linked to internal textual criteria (textual aspects) and to extratextual criteria in the educational context. In view of the study’s focus on group collaboration a socio-cultural per­spective has been adopted as a frame. A model developed by Storch (2002) based on Vygotsky’s role relationships between expert and novice is used to shed light on how the students resolve problems related to the writing task through group discussions. The results show that the students’ backgrounds play a role in the creation of their profiles in the collaborative writing groups. The student with a second-language background often seeks support, not least where linguistic correctness is concerned, and cites what teachers say as arguments. The student with prior experience of academic writing appears to be a seasoned writer, for instance by daring to deviate from instructions and teachers’ directives. The third student uses his professional experience of writing lab reports in discussions to gain acceptance for his ideas.

In the staffing agency business, the responsibility of the working environment are divided between the client companies and the staffing agencies. Therefore the temporary workers should be double protected, but the consequences are that the responsibility of the working environment falls between the cracks in many businesses.The purpose of the essay is to examine how the workers in industrial businesses from the staffing agency are protected by the shared responsibility that exists between the client companies and the staffing agencies, regarding work environment. To be able to answer this questions, the legal method is used.The conclusion of this essay is that the temporary workers are protected by the Work Environment Act, stating that the staffing agency and the client company have a responsibility for the employee´s work environment. Since the staffing agency is the employer, they have the largest work environment responsibility. This means, however, that staffing agencies are in a special situation because they are not in the place where the employee works. Since the client company is equated with an employer according to 1 § SAM, the systematic work environment is shared equally between the client companies and staffing agencies. On the grounds that there is a lack of clarity concerning who is responsible for what from the both parties, it leads to that the working environment responsibility are neglected. It also depends on the fierce competition that exists between various staffing companies today, which means that staffing companies do not always take part of the client companies' risk assessments or requirements on the grounds that they are afraid of losing the customer. This results that the temporary employees do not get the protection that the Work Environment Act is intended to give them.

The aim of this study is to broaden existing theories on self-leadership in response to unprecedented challenges and job demands in the emerging economy of the 21st century. The Austrian marketing sector is used as an illustrative example for gaining a more nuanced conception of leaders’ understanding and enactment of self-leadership within a creative environment. The approximation with grounded theory allowed gauging the gap in scientific research with respect to studying self-leadership within organisational settings, as suggested by other scholars. Perceptions on the current work environment and implications for business dealings and leadership at a broader level are disclosed firstly. The study then approximates the concept of self-leadership, underlining some of the dominant notions thereto, as may also be found in prominent research and proposing a conceptualized model for the multiplex relationship of viewing oneself as a starting point in leading others. Possible elements thereto are subsumed into the rubrics of behavioural, emotional and cognitive strategies, continuous learning, authentic role modelling and critical reflection, all of which allow leaders to transcend to an external meaning and ultimately inspire self-leadership among their followers. In the near aftermath, selfleadership shows a positive influence on work performance of both leader and followers, on developing creative potential and deriving meaning for oneself. The findings shall serve as a source of inspiration for leaders within their intuitive learning journey of selfleadership and encouraging the same among their followers. Furthermore, this research constitutes the base for future studies that attempt to shed more light onto the practical applicability of self-leadership within a business context.