One of the major advancements in the IT industry during the 1990s was the development of Enterprise Resource Planning (ERP) systems. Beyond the high costs and significant amount of effort needed to implement such a system, the possible benefits for the organization in achieving more efficient operations and improving its competitive stance in the competitive business environment have been undoubted. The high failure rates of ERP systems implementations (Soh et al., 2000; Willis and Willis-Brown; 2002) have paved the way for a chase from both academicians and practitioners to understand and pinpoint the critical success factors that positively impact this type of projects’ success. Research has been done for ERP implementations in numerous environments but there is a serious gap in the literature regarding implementations in the Cypriot context. Furthermore, after the island’s accession to the European Union (EU) in 2004, the need for the governmental sector to harmonize its systems and processes according to EU directives and to provide efficient services through transparent processes to citizens of Cyprus urged public organizations to proceed with the adoption of ERP systems to serve these purposes from both technological and business aspects. This thesis aims to investigate the critical success factors that foster the successful rollout of ERP implementation projects in Cypriot public sector organizations. From the literature review a research proposition is devised through the development of a theoretical framework consisting of 10 critical success factors. These factors are examined in the specific project environment and their applicability and impact in successful implementations is determined. A qualitative approach has been followed, through a multiple-case study in three Cypriot public sector organizations, by conducting a set of 9 semi-structured interviews and analyzing the results to determine the theoretical framework’s fit in the particular context and furthermore to determine the criteria which are used to determine ERP implementation success in the specific projects. The results of the study indicate that project success is evaluated solely based on three criteria; time, cost and quality. In addition, 9 out of the 10 factors of the theoretical framework appear to be critical for implementation success.

Studiens syfte var att undersöka om det förelåg några skillnader i upplevelsen av arbetsmotivation och arbetstillfredsställelse bland lärare avseende organisationsform och kön samt om det fanns en interaktion mellan organisationsform och kön avseende arbetsmotivation och arbetstillfredsställelse. Totalt deltog 84 respondenter i undersökningen. Mätinstrumenten som användes var Minnesota Satisfaction Questionnaire och Basic Need Satisfaction at work scale. Resultatet visade att det inte förelåg några signifikanta skillnader i arbetsmotivation beroende på organisationsform och kön. Vidare visade resultatet att det fanns signifikanta skillnader i yttre, inre och generell arbetstillfredsställelse beroende på organisationsform, där privatanställda var mer tillfredsställda i jämförelse med offentligt anställda. Resultatet visade också att det förelåg signifikanta skillnader i yttre, inre och generell arbetstillfredsställelse beroende på kön, där män var mer tillfredsställda än kvinnor. Ytterligare visades ingen interaktion mellan organisationsform och kön avseende arbetsmotivation och arbetstillfredsställelse. / The purpose of the study was to examine whether there were any differences in teachers' work motivation and job satisfaction depending on sector and gender and whether there was an interaction between sector and gender regarding work motivation and job satisfaction. A total of 84 respondents participated in the study. The instruments used were the Minnesota Satisfaction Questionnaire and Basic Need Satisfaction at work scale. The results showed that there were no significant differences in work motivation depending on sector and gender. Further the results showed that there were significant differences in extrinsic, intrinsic and general job satisfaction due to sector, where private sector employees were more satisfied compared to public sector employees. The results also showed that there were differences in extrinsic, intrinsic and general job satisfaction depending on gender, where men were more satisfied than women. Finally there was no interaction between sector and gender regarding work motivation and job satisfaction.

This thesis is an exploratory study that measured the alignment of corporate risk management practices in six organizations in the Government of Canada with best practices described in the 2009 ISO 31000, as well as five independent variables believed to influence risk management practices in an organization. The objective was to determine if risk management practices vary from one organization to another in a single government, and if so why, as well as building a number of testable hypotheses for future research. The thesis found that risk management practices do vary significantly from one organization to another. It also found that there is a strong correlation between an organization’s budget, total workforce and the policy instruments it uses, and the alignment of its corporate risk management practices with ISO 31000:2009. This study furthers our understanding of how risk management is implemented in public sector organizations.

Government of Canada communications professionals work in an increasingly challenging environment, characterized by an intrusive 24/7 media cycle, a frenetic pace of evolving communication technologies, layered accountability requirements, political tension, and waning public trust. Scholars call on professional communicators to help rebuild public trust, which is intrinsic to a healthy democratic government. The Three-dimensional Model for Transparency in Government Communication developed by Fairbanks, Plowman and Rawlins (2007) serves as the theoretical framework for investigating the Government of Canada’s approach to transparent citizen-focused communications from the perspective of communications professionals. The model’s adaptability to the Government of Canada context is tested through 23 qualitative semi-structured interviews with Government of Canada senior communications advisors, managers and executives. The data is analysed using constant comparative thematic analysis. The findings demonstrate that Government of Canada communicators strongly value transparency. Furthermore, the key components of the transparency model – communications practices, organizational support and provision of resources – encapsulate the factors that influence the practice of transparent citizen-focused communications by the Government of Canada. The study concludes by offering recommendations for future research and practical applications.

Das Konzept der dynamischen Fähigkeiten, das der Forschung zur Privatwirtschaft entspringt, stellt die Frage wie Unternehmen um ihre Ressourcen optimal nutzen zu können, Fähigkeiten entwickeln, durch die sie in der Lage sind, sich stetig zu verbessern. Da sich auch im öffentlichen Sektor die Frage nach einer verbesserten Nutzung und Einsetzung der zur Verfügung stehenden Potentiale stellt, ist es Ziel dieser Arbeit das Konzept der dynamischen Fähigkeiten auf den öffentlichen Sektor und hierein den Untersuchungsgegenstand Museum anzuwenden. Somit werden mithilfe der Durchführung einer explorativen Fallstudie dynamische Fähigkeiten und deren Parameter untersucht und identifiziert. Hierzu wird zuerst das der Arbeit zugrundeliegende theoretische Verständnis des Konzepts dargelegt um darauf aufbauend anhand narrativer Interviews mit Mitarbeitern des Jüdischen Museums Berlin im empirischen Teil der Arbeit das Konstrukt auf den Untersuchungsgegenstand anzuwenden. Durch den somit erlangten detaillierten Einblick können dynamische Fähigkeiten und Faktoren, die sich auf diese auswirken, identifiziert werden. / The dynamic capabilities perspective based on private sector research poses the question how firms can develop capabilities to use and apply their resources in an optimal way to improve business steadily. In the public sector the question concerning the resource configuration of a firm is also enquired about the improvement in usage of internal potential. Therefore the aim of this paper is to transfer the concept of dynamic capabilities to the public sector, in that case with museums as the object of investigation. Hence dynamic capabilities and their parameters are analysed and identified by the use of an explorative case study. Due to that the theoretical background is defined in order to analyse interviews with stuff members of the Jewish Museum Berlin. This gains detailed insights and makes an identification of dynamic capabilities and their parameters possible.

This thesis is an exploratory study that measured the alignment of corporate risk management practices in six organizations in the Government of Canada with best practices described in the 2009 ISO 31000, as well as five independent variables believed to influence risk management practices in an organization. The objective was to determine if risk management practices vary from one organization to another in a single government, and if so why, as well as building a number of testable hypotheses for future research. The thesis found that risk management practices do vary significantly from one organization to another. It also found that there is a strong correlation between an organization’s budget, total workforce and the policy instruments it uses, and the alignment of its corporate risk management practices with ISO 31000:2009. This study furthers our understanding of how risk management is implemented in public sector organizations.

Government of Canada communications professionals work in an increasingly challenging environment, characterized by an intrusive 24/7 media cycle, a frenetic pace of evolving communication technologies, layered accountability requirements, political tension, and waning public trust. Scholars call on professional communicators to help rebuild public trust, which is intrinsic to a healthy democratic government. The Three-dimensional Model for Transparency in Government Communication developed by Fairbanks, Plowman and Rawlins (2007) serves as the theoretical framework for investigating the Government of Canada’s approach to transparent citizen-focused communications from the perspective of communications professionals. The model’s adaptability to the Government of Canada context is tested through 23 qualitative semi-structured interviews with Government of Canada senior communications advisors, managers and executives. The data is analysed using constant comparative thematic analysis. The findings demonstrate that Government of Canada communicators strongly value transparency. Furthermore, the key components of the transparency model – communications practices, organizational support and provision of resources – encapsulate the factors that influence the practice of transparent citizen-focused communications by the Government of Canada. The study concludes by offering recommendations for future research and practical applications.

Globalization has brought people together from different countries with different aspects of life. Thus, the increase of globalization has brought different diversity topics in light both in era of researchers’ as well as an important political question regarding Board of Directors. However, research on diversity in the corporate world is something that exists and has been a topic of many researchers throughout the years. Nevertheless, many questions have not been entirely answered. The purpose of this dissertation is to explain how diversity in Boards of Directors mediated by board process influences organizational outcomes in public sector. We used six different diversity variables namely, age, gender, culture, tenure, education, and experience in order to see how they affect board process which in turn affects organizational outcome. A positivistic research philosophy has been used, with a deductive approach and a quantitative research, adding a pilot study to further strengthen the value of the dissertation. In addition, this study is based on assumptions stated in Non-profit governance, New Public management, Corporate Governance with Agency theory, Behavioural theory and Resource dependency. Due to the limited research on diversity in public sector with board process as a mediator in Sweden and on Swedish organizations, this dissertation attempts to fill this gap. This study is conducted on Swedish universities that are listed by the Swedish government. Several ways were used to measure our six diversity variables in Boards of Directors. Although board process is a broad term, decision-making was defined as board process in this dissertation. Furthermore, six different outcome variables were used to define organizational outcome in public sector. Our seven hypotheses were all based on earlier research from both the private and the public sector. Similarly to earlier research our results were mixed. Four of our seven hypotheses was not supported due to no significant relationship regarding decision-making and outcome whilst three of them were supported. This research may be of value for Swedish government and the public sector due to the increasing globalization.

The development and longevity of the welfare state is dependent on public support. The purpose of this study is to examine the relationship between public sector employment and popular support for the welfare state in comparative perspective. Welfare state attitudes represent the micro-foundation in many theories about links between welfare state organization and interest formation and the shaping of values, norms and levels of aspiration. Most studies seeking to explain differences in welfare state support use welfare state regime labels on countries as their independent variable. However, previous empirical research on comparative welfare state attitudes has found very mixed support using the regime typology approach. The present study takes a step forward in using comparative indicators of public sector employment and social protection, instead of regime labels. In previous research the role of public sector employment for welfare state attitudes has typically been given little attention. The main hypothesis is that public service employment positively influences aggregate levels of support towards the welfare state. Based on a multilevel-regression framework and drawing on ISSP comparative data from 2006 on individual level attitudes, this study demonstrates clear empirical support for this main hypothesis.

Denna kvalitativa intervjustudie fokuserar etablering av delat ledarskap inom offentlig sektor. Syftet är att belysa varför delat ledarskap uppkommer som en alternativ ledningsform. Förutom beslutsfattares medvetna val och motiveringar försöker studien även fånga underliggande bevekelsegrunder samt identifiera eventuellt andra faktorer som kan påverka uppkomsten av ledningsformen. En komplex bild av faktorer såsom faktisk situation, organisationens normer, förutsättningar och omgivningar liksom de individer som befolkar den, påverkar uppkomsten av ledningsformen. Tilltron till ledningsformens potential är stor och farhågor tonas ner. Ledningsformen ses kunna tillföra organisationen synergieffekter och symboliska mervärden och ses som en lösning på olika problem där den erbjuder ett alternativ. En öppen inställning till att pröva nya ledningsformer, pragmatiskt förhållningssätt liksom enskilda individers arbetsrelaterade egenintressen påverkar också uppkomsten av ledningsformen. / This qualitative interview study focuses on establishing shared management in the public sector. The objective is to shed light on the reason why shared management emerges as an alternative form of management.  As well as the conscious choices and motives of decision makers, the study also attempts to capture underlying reasons and to identify any other factors that may influence the emergence of this form of management.  A complex picture of factors where the actual situation and the organisation’s standards, conditions and surroundings together with the individuals who populate it, are what influence the emergence of this form of management.  There is great confidence in the potential of this form of management and misgivings are downplayed. This form of management is thought to be able to bring synergy effects and symbolic added value to the organisation and is seen as a solution to various problems where it offers an alternative. An open attitude to trying new forms of management, pragmatic attitudes and the vested work-related interests of individuals also influence the emergence of this form of management. / <p>Examensarbetet ingår i program: Master of Public Administration and Governance 120 hp, Offentligt ledarskap, styrning och samverkan</p>