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Browsing Master-uddannelser / Executive Master´s programmes by Title
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Det virker, men ikke altid efter hensigtenStougaard, Dorthe; Lind Pedersen, Lone (Frederiksberg, 2016)[More information][Less information]
Abstract: In resent years, the public sector, as well as the health service, has encountered several outer regulations in the attempt to best utilize resources and simultaneously secure a high professional quality. In our organization, Næstved-Slagelse-Ringsted hospital, this has resulted in implementation of Lean, with Key Performance Indicators, Performance Management Boards, and Performance Management Board meetings. Thus, performance management plays an essential role in the daily work of the health professionals. The purpose of this Master thesis has been to investigate how nurses in our organization perceive Performance Management Board meetings, and how this perception influences their motivation. We have analyzed the motivation profiles of the nurses based on the terms extrinsic motivation, intrinsic motivation, and Public Service Motivation. The theoretical point of departure is based on the assumption that there is coherence between motivation and management. If an employee perceives the management as supportive, the employee will feel more motivated. If an employee perceives the management as controlling, the employee will feel less motivated. To achieve an understanding of where this perception originates, we have used Deci and Ryan's Self-Determination Theory. We have examined the nurses' experience of the possibility of fulfilling the three basic needs: autonomy, competence, and relatedness, when working with Performance Management Board meetings. For an analysis of whether the Performance Management Board meetings causes a crowding effect, we have employed Gagné og Deci's continuum of regulated and autonomous motivation as well as Bruno Frey's theory of Motivation Crowding. The methodology of this investigation is qualitative and is primarily based on interviews with nurses. Observations of Performance Management Board meetings and a questionnaire underlie these interviews in order to qualify the interview guide. However, the results of the questionnaire turned out to be so significant that they merit inclusion in the analysis. The overall conclusion of this investigation is that the work lives of the nurses are greatly influenced by the Performance Management Board meetings, and that this is significant in relation to job satisfaction and motivation. The investigation has provided a greater insight into and an understanding of how the nurses view working with Performance Management Board meetings, and how such meetings influences the fulfillment of the three basic needs. The investigation shows a tendency for especially the experience of autonomy to be influenced by the management tool, and that the management tool reduces the degree of autonomous motivation. In addition to this, the investigation shows that nurses with the same outer conditions may perceive the management tool differently. URI: http://hdl.handle.net/10417/6071
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Fremtidens rekruttering til hjemmeplejenBryld, Jonna; Gammeltoft, Sophie (Frederiksberg, 2008)[More information][Less information]
Abstract: The subject of this thesis is very much an issue in the current political debate and relates in particular to the factors causing the current recruitment difficulties in the public sector. These include to the demographic trends with an increasing number of elderly with no similar increase in the size of the workforce, and increasing expectations to public services combined with a decreasing interest in the young for careers in professions targeting care. The thesis builds on a pilot investigation carried out in three phases. The first phase is comprised of an analysis of documents from three policies in this area. The first of these is the "Welfare Agreement" adopted by a majority of the Danish Parliament in 2006, including, inter alia, measures to secure an increase in the size of the future workforce. The second is the Danish Government's 2007 "Quality Reform" proposals for the development of the public sector and the third is the "Three Party Agreement" between the Government, local and regional authorities and the trades' unions on some elements of the "Quality Reform". In the second phase of the investigation the results of the first phase were tested in practice. It consists of interviews carried out in two home care units of the Social Administration of the Copenhagen Municipal Government. Semi-structured interviews were carried out with the managers of the two units as well as focus group interviews with a group staff from each unit, 8 members of staff in all. A number of theoretical perspectives were chosen to guide both these phases of the investigation. These are the New Public Management perspective, a welfare economics perspective, a legitimacy perspective, a story telling perspective, and a vision management perspective. The third and final phase of the thesis identifies perspectives and discusses options for action to improve the recruitment possibilities. The joint conclusions of the first and second phase investigations are that the concepts of New Public Management can be identified both in the policies and in practice. There is a focus on maximising benefits and on reducing transaction costs and the responsibility for recruitment is fully decentralised to the individual units. The strategy in the policies analysed is based mainly on the use of economic incentives to increase the supply of labour. However, it was not possible in the investigation to substantiate that these policies would have the desired impact as the members of staff interviewed also had non-pecuniary motivations such as the framework and the organisation of work. At the same time, the investigation demonstrated that health, among other as a result of being run down in the workplace, is the predominant factor in determining the age of retirement of an individual. Another strategy in the policies is reducing the need for labour among other through de-bureaucratisation. In the practice oriented investigation we also found that this had a potential but that its effects may be significantly reduced by requirements for more documentation, benchmarking and accreditation. Seen from a legitimacy perspective we found that the three policies are an expression of a Government legitimacy strategy for the public sector. However, in our practice oriented investigation we did not find any particular Government attention to the legitimacy of the organisation. We found that legitimacy was taken for given while at the same time action was taken at higher levels of the organisational hierarchy to repair the legitimacy of the home care. Seen from a story telling perspective we found that the Government actively placed itself in the role of the hero through its policies, but that the story also leaves room for local managers and staff to be heroes in the implementation of the "Three Party Agreement". In practice the investigation revealed much focus on the negative story and managers clearly saw themselves as having to promote the positive messages as one of the means to improve recruitment. Seen from a vision management perspective we found an overall vision in one of the policies: the "Quality Reform". However, vision is not something we were able to identify in practice, neither in the context of recruitment nor internally in the units. However, work was done on values for daily work and socialisation in the workplace. The third phase focuses inter alia on the need to strengthen home care services' ties with the outside world, including the interested parties, to influence public opinion through storytelling, co-operation with educational institutions and on increasing the use of traineeships. It also highlights the need to focus on accommodating the needs of staff with respect to identifying a clear, meaningful and acceptable rationale for home care services. Finally, it includes proposals for a major investigation with participation of more interested parties and an extended investigation of staff with a focus on their motivation for choice of place of employment. URI: http://hdl.handle.net/10417/563
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Petterson, Henrik Funck (Frederiksberg, 2014)[More information][Less information]
Abstract: The project investigates an organizational change on Epilepsihospitalet Filadelfia and how the administation has practiced change management in relation to this organizational change and about the advantages and disadvantages it has given the leaders of the organization. The project is a case study including four interviews with leaders in the organization Epilepsihospitalet Filadelfia. The themes for the interviews are the advantages and disadvantages this organizational change has given them. A statement about opportunities for organizational change from one of the informer interviews was the following: "Opportunities (long break) umm, I can't see immediately that it has given me some opportunities, (long break again) but it has given me a lot more work, most a lot more work" The short answer to first part of the problem formulation is that Epilepsihospitalet Filadelfia practiced change which is expected from Fernandez and Reiney's theory. It embraced organizational change, because the board and directors have made their process well understood that they have minimized the risk of resistance and thereby given itself good working conditions. The conclusion of the second part of the problem formulation is that there are advantages and disadvantages to all four informants. But there are also similarities of informants at my level, staff nurses, which are different from the senior nurses in department management and vice versa The conclusion of the task is that all four informants have seen the need for a change of Filadelfia and they participated actively and constructively in the change process. They did not have resistance to this process nor in the process. It is the managerial conditions subsequent which are the key point for the informants. URI: http://hdl.handle.net/10417/5114
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Medarbejdere i teknik- og miljøforvaltningerne udfordres af at skulle skabe nye løsninger sammen med borgerneNielsen, Maria Cathrine (Frederiksberg, 2016)[More information][Less information]
Abstract: The project looks at the challenges employees in the Department of Technique- and Environmental at Rudersdal municipality experience when co-creating welfare with the citizens. The project takes its starting point in the discussion on the shift towards the New Public Governance (NPG) regime from the previous bureaucratic and New Public Management regimes. The political paradigm on creating public welfare has shifted and they now expect citizens to contribute actively to the solution of the welfare problems. In this project, I look at the challenges this creates for frontline workers at the municipality level, who under the earlier bureaucratic regime held the needed knowledge to take decisions in their work processes. They now have to develop the ability to integrate knowledge from citizens and colleagues to be able to reach solutions. As Head of the Nature, Parks and Environmental department in Rudersdal municipality, through the last years I have been working towards introducing this change in my department. In this process, it has sometimes puzzled me why introducing this new regime – or even just testing it – was met with reluctance. This became the basis for selecting this subject as the basis for this project. My analysis shows that developing the abilities to perform successfully in the NPG regime requires an enormous change, as the front line worker need to:Create new knowledge about both the political and economic framework of the municipality and about the needs of weaker groups in the society, which do not have the power to participate in the co-creation processes. Develop a new mental understanding of the idea of co-creation and simultaneously change their work process, so that they are able to work creatively and co-govern, co-manage or co-produce solutions together with citizens. The two learning processes are closely intertwined and cannot develop in isolation. Accommodation of the work processes can be learnt only by trial and testing. Expectation towards ability to master the changed approach and individual motivation are significant to ensure a successful outcome The project concludes that it is possible to view the process in steps, where the development in the mental and work processes is achieved incrementally. The leadership responses to support the steps also unfolded. It is clear from the analysis that it is a very energy consuming process to make the required shift for the employees. This indicates that it is necessary for the leader to have continuous dialogs with employees about the implication of the shift to support the new mental understanding as well as continuously challenge the work processes. These talks are different from the normal day-to-day leader-employee talk, as they have to be more value based. The 15 cases, which this project is built on, provide the leader with inspiration and good examples for this continuous dialog. The project concludes that it is possible to view the process in steps, where the development in the mental and work processes is incrementally achieved. The leadership responses to support the steps also unfolded. URI: http://hdl.handle.net/10417/6073
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Dragsted, Ulrik Bak (Frederiksberg, 2013)[More information][Less information]
Abstract: Ward rounds as a way of organising a function have existed as long as hospitals themselves. The way ward rounds are organised and conducted have over time undergone changes due to the development in diagnostics, care, shorter lengths of stay in the hospital, and general developments in society and broadly in the health sector. In medical wards current organisation and conduct of ward rounds results in frustration amongst health care providers that are striving to deliver a high quality of (health) care (QoC). Their quest is in line with wishes and demands from the political, managerial and administrative function systems on delivery of QoC in the hospital sector. Very limited evidence exists on the impact of current organisation and conduct of ward rounds on QoC in Denmark and elsewhere today. In this thesis are borrow into ward rounds in four Danish medical departments with an emphasis on the Medical Department at Roskilde Hospital. The study has been performed with a critical realistic perspective and focuses on two themes in the analyses: The different appearances of the patient and waste of time. These two themes are analysed with the use of the theory on polyphonic organizations and the actor-network theory (ANT). The study's empiric data have been generated using quantitative, qualitative and document-based data. The study's qualitative data have been extracted from open text fields in questionnaires, selfethnographic observations and individual semi-structured interviews. The analyses show that the theory on polyphonic organisations and ANT supplements each other well in throwing light over the chosen themes. It is shown that the Medical Department and the hospital as such do not have a primary codification that can guide the organisation and conduct of ward rounds. Further, it is demonstrated how the polyphony results in waste of time and have negative impact on the ward rounds' delivery of QoC. Furthermore, it is demonstrated that ward rounds can be described as temporary networks that are established by human and non-human actors on a daily basis. The two selected theories are, however, unable by themselves or jointly to shred light over all elements of ward rounds conducted in today's medical departments. The patient is made present to the physician in physical and non-physical forms over the working day. This fact undermines the current thinking about the content of ward rounds, it has become meaningless. As an alternative I suggest the introduction of the term ward round function, which encompasses the totality of the many forms the patient is being presented to the physician and the relations between the patient, the physician and other actors. I further suggest using ward round function as a concept in future work aiming at establishing evidence for the optimal organisation and conduct of the inevitable and important function ward rounds are in today's hospitals. URI: http://hdl.handle.net/10417/4282
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En analyse af strategi og strategiarbejde i UCCSchøtt Hansen, Lars (Frederiksberg, 2010)[More information][Less information]
Abstract: The subject of this thesis is strategy and strategy processes within University College Capital (UCC). UCC is an institution that educates teachers, pedagogues/educationists, nurses and other professional bachelors and the organization was formed as a merger of three former institutions in 2008. In the spring of 2008 the management presented a strategic plan called Strategy 2008-2012 including mis-sion, vision, values, strategic objectives and principles as well as strategic focus areas and this analy-sis/thesis is based on this strategy plan. The thesis is divided into two sub-analyses, with the first sub-analysis trying to answer the question: How can UCC's strategic plan read as a project for building legitimacy? The analysis starts with identifying the outside world pressures that university colleges are exposed to using Klausen's (1999) theoretical perspectives and demonstrating how the state is the dominant force that the UCC must relate to. The study of legitimacy is based on Mark C. Suchman's (1995) theoretical framework, focusing on how a new organization is able to establish legitimacy. Suchman defines three types of institutional legiti-macy - pragmatic legitimacy, moral legitimacy and cognitive legitimacy - and is linking these three types to the practical challenges, which an organization faces in relation to gaining, maintaining or repairing legitimacy. The analysis demonstrates that UCC's strategy mainly uses two types of strategy work. Primarily, a pragmatic approach, which is dedicated to meeting the demand requirements and building communi-ties of interest through partnerships and secondly a moral legitimacy building through demonstrating the desire to 'do the right thing' in terms of output, structure, etc. Where the first sub-analysis is directed towards the external project of the strategic plan the second sub-analysis is headed inwards by asking the question: How is power subsequently added to the stra-tegic plan within the organization? This question sought answers through the use of Actor-Network Theory (ANT) as a theoretical frame-work. The theoretical perspective is primarily based on Latour's (1986, 1996, 1998, 2005) descriptions of ANT but also refers to other studies and analyses as Callon (1986) and Law (1992). The empirical data consist of a study of documents produced within the UCC during the period April 2008 - Novem-ber 2009. The repository includes both public and internal documents of different status and origin. The description follows different tracks to identify the networks and actors and focuses on searching for the moments of translation taking place in the organization. In my analysis I have demonstrated how the strategy will be a centerpiece of this series of translations. The strategy appears to be an obli-gatory passage point for the organization, which other actors should relate to in order to be included in the network. The network expands continuously through the new moments of translations where new documents (actors) associate themselves with former actors. However, in all these associations and links the stra-tegic plan is the only actor, who is necessary if new actors wish to be included in the network. At the same time, the analysis demonstrates that the strategic plan has failed to enroll key entities such as students and departments as actors in a network, which I read as a clear weakening of the power of the strategic plan within the organization. In my final discussion I point to the need of a longer study in order to more unambiguously describing the significance of the strategic plan to the organization UCC. URI: http://hdl.handle.net/10417/1043
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Heiberg, Hanne; Milbo, Marianne (Frederiksberg, 2015)[More information][Less information]
Abstract: In 2014, the top management of Gladsaxe Municipality decided to introduce a new management concept "strategically agreement management concept" – in everyday language named "guideposts". As middle level managers in the municipality's day care services it is our assignment to communicate the concept and get it implemented in the outer part of the organization. As middle level managers we are part of a hierarchically translation chain that starts with the Municipal Director over the Child - and Cultural Director to the Head of Daycare and finally down to us, whom are on the fourth level. In this thesis we study which management paradigms the new contract form is an expression of; what kind of management is needed from the middle managers acting in the complexity of management paradigms; how should the concept be communicated down through the organization and finally; what is the significance of the way it is communicated? The thesis comes with suggestions on how we as middle managers can help Gladsaxe Municipality to implement the new management concept, "guideposts", in a practical way. Our theoretical basis is Kjell Arne Røvik´s theory of translation that describes how ideas in one context are translated into practice in another. This translation will be successful to at greater or lesser degree, dependent on the decontextualization and contextualization of ideas. Røvik defines translator competency as a set of four virtues: knowledge, courage/creativity, patience and strength. Another theoretical basis is Lerborg's theory of management paradigms. Lerborg describes six different paradigms that are at stake in the public sector. He divides these into two categories; on the one hand, the soft HR paradigm that focuses on people; and on the other hand, the hard NPM inspired paradigms that focus on systems. The two categories are often in contradiction with each other but at the same time each other's prerequisite. The empiricism consists of an analysis of the new management concept, and interviews with management level 1, 2 and 3 in the organization. Our conclusion is that the translation has a great bearing down through the hierarchy, and that it is important that there is a direct linkage and consistency from the top management's idea and into the outer part of the organization. For us to be able to translate the story about "guideposts" to those working in the field profession, we need to know the greater story, and not just a reduced version. As middle level managers we must have the courage to perform a bottom-up management approach, and thereby influence the story. We shall have the strength to balance between tight management and to create room. We must also have the strength to rewriting the story, so it makes sense in our part of the organization. We must know about "the big story", knowledge about the field profession as well as knowledge of the part of the organization in which we are middle managers. This knowledge we need to use in our translation. Field profession development requires patience. We must plant seeds, and respect that it takes time before they take root. Organizational we need to create platforms and space so that we on a strategic management level have the opportunity for creative and innovative talks across silos and hierarchies. URI: http://hdl.handle.net/10417/5683
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Konditionering af ledelsesrummet i CVU StorkøbenhavnJeppesen, Alice; Schiødt, Peter (, 2007)[More information][Less information]
Abstract: This dissertation addresses conditions of leadership in CVU Storkøbenhavn, established and accredited during 2005-2006 as a University College for education of teachers and kindergarten teachers. CVU Storkøbenhavn is organized in nine divisions, including departments for in-service education and for research and development within pedagogical education. Currently 7.000 students are enrolled. As a consequence of political initiatives and new legislation in Denmark in the period from 1998 to 2006, the conditions of leadership have changed in the University College sector. A period of mergers and accreditation of these organisations from 2004 to 2006 is, as a consequence of political agreements made in November 2006, to be followed by new mergers into larger units beginning in 2007. These changes will probably mean the end of CVU Storkøbenhavn as an organization, and a fusion of its divisions into what is to be called a Professionshøjskole of 11.000 students in Copenhagen is a likely result. The dissertation links the reforms within this sector to the Bologna process in the European Union initiated in 1999, from which visions of harmonisation through quality assurance are being carried through into Danish education policy. The demands for quality assurance have been reinforced in Denmark in the period, and from November 2006 there has been a radical change in the political methods for ensuring quality by connecting lack of performance to the possibility of losing the public subsidy. In April 2006 the management of CVU Storkøbenhavn made the decision of implementing a system of quality assurance, and this dissertation asks the question: How does a field of leadership emerge in CVU Storkøbenhavn from the decision of the organisations quality system, and how might this field be conditioned by aspects of institutional history of constitution, meaning and power? Through scientific methods from systemic and discourse theory, witch have been further developed in the last 10 years at the Copenhagen Business School, a set of analyses are carried out concerning the political and local discoursivations, decisions and institutionalisation of these decisions. After developing a strategy of analyses, the analyses begin by viewing the history of constitution of the CVU-sector in Denmark, and thereby also CVU Storkøbenhavn, through political and local speech acts or discoursivations [1], witch "tells the tales" of the future of the sector, and through political and local decisions, which institutionalises these. The second part of the analyses concerns the decision to implement the system of quality assurance in CVU Storkøbenhavn as constituting a local field of leadership. Through methods of systemic theory the decision is considered as constituting a field of meaning with dimensions of time (distinguishing between future possibilities and past experiences), sociality (with the distinction between us and them) and case (with the distinction between this and something else). Herby rationales of leadership emerge in terms of control, legitimacy and prevention. The final part of the analyses concerns the relations of power between the management and the academic staff, respectively CVU Storkøbenhavn and the supervising ministry of education and/or the government. By conditioning three aspects of relations of power, a local field of leadership emerges within the national administration of the sector. Locally, a discourse analyses of documents from 2004 shows a balance between the interests of the management and the academic staff. But it is an assumption of the dissertation, that this balance will be challenged by quality systems demands of taken in control of the central contribution of the organisation: educational services. Nationally, a discourse analyses of documents by CVU-rectors and boards and by the government and the Ministry of Education, respectively in the years 2005-2006 shows, that the means of the government in control is changing into a form, witch can be characterised– in the terms of Michel Foucault – as governmentality. That is, the government's way of setting control is through changing the mentality of divisions and employees. In conclusion the field of leadership in CVU Storkøbenhavn is viewed upon as emerging as: A local field of meaning, made possible by the constitutional history, but given direction by the managements' discoursivation in 2004 of a common vision for the future of the organisation. A threat to the local balance of power through the demands of the quality system and by the governmentality, both introduced in 2006. A national and European horizon of new forms of organisations and of quality control. In the end, the results of the dissertation raise the question: Will the new methods of control be spread into the Danish public sector as a whole, and by doing so changing the administrative conditions into something similar to those known from the private enterprises? [1] While the term "speech acts" springs from Anglo-Saxon tradition starting with the oxford philosopher J. L. Austin, this dissertation takes its starting point in the French discourse theory developed from the work of Michel Foucault. URI: http://hdl.handle.net/10417/164
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En undersøgelse af styringskompleksiteten i det kommunale sundhedsvæsen efter strukturreformenThomsen, Lone; Gehlert, Helle Wagner (Frederiksberg, 2011)[More information][Less information]
Abstract: Taking off from a profound curiosity of the management complexity of the Danish public sector and the way public sector leaders handle this complexity, we chose local community healthcare as the empirical field we would look into. In connection with the structural reform of the whole public sector of Denmark, also structures, objects and means of the health care sector were changed. The development towards further specializing of the hospitals and, at the same time, building new competencies in local community health care was strengthened. Especially rehabilitation and preventive care were given to local health care as new assignments. After identifying the two management paradigms New Public Management (NPM) and New Public Governance (NPG) as our main analytical framing of the thesis, our main question was articulated: What new complexity relating to different management paradigms has occurred in local community healthcare after the Danish structural reform, and how is this complexity dealt with from a leadership point of view? To be able to answer this question, we put forward the following four sub questions, touching on several analytical strategic moves and choices: 1. Which management forms seem to be prominent today in local community healthcare, and what tensions in management do they create? The purpose being to make the management complexity more concrete by pointing to existing management challenges here and now. On this issue, we used Osborne's schematic presentation of elements relating to the three paradigms Public Administration (PA), New Public Management (NPM) and New Public Governance (NPG) to identify signs of the paradigms in specific management forms relating to local community healthcare 2. How do the new economic incentive structures work, after the structural reform has given part of the financial responsibility for the hospitals to local community health authorities? The purpose being to illustrate the management complexity that follows with the introduction of economic incentive structures, characteristic of the NPM-paradigm. On this issue, we used the Principal-Agent perspective and, in particular, we used 'moral hazard' as an important concept for analyzing the way these specific incentives were built and to what effect 3. How do preventive care and rehabilitation imply the citizen's self-responsibility and self-management? The purpose being to illustrate the management complexity that follows the increasing demands for management of the citizen's self-conditions and with that the citizen's active participation in the welfare production, a problem relating primarily to the NPG management paradigm. On this issue, we used Foucault's notion of power technologies and self technologies for analyzing the way in which new technologies set both citizens and employees in new ways, also including discursive displacements and changing professional identities in the analysis 4. How is this management complexity dealt with in practice? The purpose partly being to illustrate relevant management strategies for dealing with the cross pressure and partly being to understand the differences existing among local healthcare authorities. On this issue, we used Luhmann's concept of couplings to analyze how leaders put together different rationales, agents and decision contexts in the effort of creating overall and coherent healthcare solutions Despite of limited empirical material, consisting mainly of written official documents and five fully transcribed interviews with top leaders of the local community healthcare authorities, our analysis pointed to the following central findings: We did see traces of different and sometimes conflicting management paradigms, even within the same management forms, resulting in tensions in the management reality experienced by leaders. This analytical result confirms that the management paradigms do not supersede one another but, in contrast, co-exist in what has been termed archeological layers With the P-A perspective, we showed how the incentive structure built to give local healthcare authorities financial responsibility for the hospitals, presented some serious problems and challenges: Preventing hospitalization of citizens is not always possible or even desired and general practitioners as independent agents are not part of the incentive structure. And even when prevention is possible, the effort might be too big compared to the possible gain. On another level though, the main challenge of the NPM-management form turned out to be a lack of support of entirety and coherence Turning against rehabilitation as an empirical prominent NPG-management form, the analysis demonstrated how rehabilitation controls citizens and employees at the same time by demanding new mentalities and creating new relations, using among other things conversational technologies. Finally, the chapter picked up on the three management paradigms from the first analysis and pointed to the challenge of setting free citizens and employees (as part of the competition and free selection of the NPM-paradigm) and, at the same time, controlling that freedom in a specific direction of employees activating citizens and citizens undertaking an active citizenship (as part of the NPG-management form) Stepping on the challenge of the division between management and self-management and looking into leaders' strategic way of handling these specific conditions in practice, we found that efforts to couple agents, decision contexts and rationalities from different paradigms are indeed made, but in different ways in the two case-municipalities, linking one primarily with a management way of thinking and the other in the midst between a management and governance way of thinking. Either way, we still saw signs of lack of entirety and coherence Summing up, the thesis has shown how new dynamics between the different paradigms of PA, NPM and NPG should be invented in order to embrace the numerous demands on public healthcare in Denmark, thereby creating a future that meets citizen's public security, society's optimal use of its resources and a whole and coherent performance all in all. URI: http://hdl.handle.net/10417/1907
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Om meningsskabelse og ledelse i strukturreformens tegnBager, Michael Hansen; Frølich, Torben (Frederiksberg, 2009)[More information][Less information]
Abstract: This Masters thesis analyzes sensemaking within extreme circumstances in the Danish public sector, represented through a case analysis of the merger between the two municipalities Vaerloese and Farum into The municipality of Furesoe. As an introduction we motivate this field of interest by describing different views on the meaning or lack of meaning in The Structural Reform that was used as an occasion for merging the two municipalities. Thereafter we present a theoretical framework on meaning and sensemaking, where Karl E. Weick constitutes the overall frame for our theoretical approach. We follow his ideas of exploring closer, the substance of sensemaking, by linking his concept of 'minimal structures'. We do that by prolonging two of his six minimal structures Third-order control and Stories to a more operational approach, than Weicks rather abstract theories of sensemaking. Third-order control is prolonged with a radical perspective on how social technologies (e.g. Value based management) influence upon the organization and its sensemaking. Stories are (naturally) prolonged with a narrative perspective, showing plots and genres. This framework is constructed to analyze tensions between the results of the intended sensemaking and the local sensemaking in the municipality of Furesoe. The intended sensemaking is constructed through an analysis in three parts: Service strategies as a governmental or central intent to guide action in municipalities, the Service Strategy in The Municipality of Furesoe and finally the narrative from the executive manager of the merger between the two former municipalities of Farum and Vaerloese – now Furesoe. Whereas the local sensemaking is analyzed through a primarily narrative approach, asking the questions: is there one or more genre present, how is time perceived in relation to the merger, is fore-shadowing and side-shadowing present, to which extent is the sensemaking process retrospective and finally what is the local sensemaking of the Service Strategy and other organizational technologies? We sum up the differences or mismatch between the two areas of sensemaking in order to describe the tensions between the two areas of sensemaking. We describe the tensions between the two areas of sensemaking as separate parts of a puzzle which is not compatible, nor complete. These tensions constitute a field of tension in which management and sensemaking is to be performed. Thus we conclude our analysis by giving recommendations on how management can be performed under these circumstances and how to build an organization that is resistant to the collapse of meaning. These conclusions reflect the discovery that Danish municipalities are robust to changes, that the ability to make sense locally is both strong and creative and hence very productive. URI: http://hdl.handle.net/10417/558
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En komparativ analyse i et prøveår på GilbjergskolenGrønvaldt, Mette (Frederiksberg, 2013)[More information][Less information]
Abstract: This master thesis sets out to explore sensemaking on a Danish public, primary school during an important and radical transformation. The school, Gilbjergskolen, is currently reorganizing and developing new common learning practises65 in vertical66 teams with multiple professions (teachers and pedagogues). The exploration and analysis in this thesis is based on the hypotheses that on comparison sensemaking will differ from one group of employees to another. And the differences will depend on a number of variables for example: origin of the transformation, management, professional norms and culture, team structure and isomorphic influences. I use three different theoretical perspectives to describe and analyze my findings. Firstly I take a rational approach to transformations provided by H.J. Leavitt and J.P. Kotter. As my second perspective I take K.E. Weicks more systemic view on changes and sensemaking in to account. Finally I examine whether the transformations shows any signs of isomorphic pressure as suggested by Di Maggio & Powell. I expect to identify indicators from all of the three theories upon analyzing my data with regards to the different variables. From data it is evident, that differences do exist between the different professions, sections and teams as expected. A typical example is a noticeable difference in perception and interpretation of the present results and impact with regards to the children. The difference is most significant on comparing teachers and pedagogues but also on comparing two parallel and structural similar sections of the school, that have just recently merged. Findings like these suggest, that the differences primarily emerge from social constructions like norm and culture in the different groups, professions and teams rather that rational reasons such as objective, plan, structure end deployment. Thus not said that rational and cognitive factors don't contribute to sensemaking; they do partially. A good example of this is the fact, that a huge majority of all employees find it sensible and necessary to transform the school. So the objective is clear, if the objective in it self is to transform. But when asking why the transformation is necessary, the answers vary a lot. In a similar fashion both teachers and pedagogues are concerned with establishing a structure, which supports and endorses the transformation and development of a common learning practise. But they do not agree on which structure does in fact serve that purpose. This leads me to conclude, that the differences in sensemaking primarily arise from differences in norms and culture as mentioned. Currently these norms are still being confirmed and verified in the dialogues within each of the two professions in stead of being renegotiated and reinterpreted in the team dialogues between teachers and pedagogues. This finding confirms that several of Weicks seven features of sensemaking are present on Gilbjergskolen, and that these features influence the transformation process and early results. As headmaster of Gilbjergskolen I find it crucial for the progress of the transformation that we succeed in developing a true common language and practise with one common objective: to increase the children's learning and capacity. This inspires me to find further ways to establish and develop dialogues and reflections on learning and thus also sensemaking as close to the learning practise and children as possible. We need to help the professionals to identify the small steps and positive results, which will take them and their practise to the next level. To do so we might need to repeat, revitalise and highlight our mutual objective and narrative for Gilbjergskolen so that they drown some of the dominant norms and culture that currently inhibit part of our transformation. URI: http://hdl.handle.net/10417/4284
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Enevoldsen, Jette (Frederiksberg, 2016)[More information][Less information]
Abstract: The aim of this master's thesis is to analyse and elucidate how a control technology such as the purchaser/ supplier model has affected Sensemaking among employees at the Danish Communication Center in Hillerød, and how an understanding of this Sensemaking can be utilised in a managerial sense going forward. With the 2007 structural reform, the Danish Communication Center was taken over by Hillerød municipality, and the purchaser/supplier model was introduced in 2008. This control technology is market inspired and separates the purchaser and supplier function in that the referral competence is transferred to the municipalities, meaning that only the supplier function is still placed with the Danish Communication Center. Implementation of the model at the Center entailed the introduction of new terms such as service catalogue, rates and time recording. In a phenomenologically inspired approach, I apply Karl E. Weick's theory on Sensemaking (Weick, 1995), which can be used to develop an understanding of how employees attempt to make sense of changes with which they are faced. Weick presents seven characteristics that are central to Sensemaking: 1) grounded in identity construction, 2) retrospective, 3) enactive of sensible environments, 4) social, 5) ongoing, 6) focused on and by extracted cues and 7) driven by plausibility rather than accuracy. These seven characteristics are used as inspiration for the creation of a question guide and analysis of the collected data. The survey, focus group interviews and interview with the head of the Center provided a good basis for the analyses. Karl E. Weick's future of Sensemaking practice has been incorporated into the analysis, which shows which areas the management team should focus on. As a supporting theory, I have chosen Leon Lerborg's theory on control paradigms, which is used to map thought patterns that must be taken into account in the two competing control paradigms - the professional and New Public Management market. The main conclusions are as follows: - The time recording task still remains a challenge for some employees. - New identities have now been attached to the professional identity. - Employees want more professional coaching and training.Finally, I can conclude that Sensemaking theory has helped me gain a better understanding of how employees at the Danish Communication Center have experienced the implementation of the purchaser/supplier model, and what still affects them greatly. It is now up to the management team to review these findings and act on them. URI: http://hdl.handle.net/10417/6065
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Et felteksperiment om agency i primær sundhedstjenesteBovin, Jakob (Frederiksberg, 2016)[More information][Less information]
Abstract: Aim and scope: The production of welfare has transformed itself from the production of service to a production of participatory possibilities. This transformation produces new forms of organisational tension and paradox that may surface in several shapes. In the present thesis, tension and paradox are addressed as and through narratives. According to cognitive linguistics, we live largely by metaphors and the metaphor is consider-ed especially potent in the construction, preservation and reconstruction of narratives. The aim and scope of the present thesis is therefore to explore the potential of deliberate metaphoric leadership as a means for developing agency in the present day tension and paradox of public management. The thesis is further narrowed down to the empirical field of primary health care with the strategic manager as observation point. Three strategic managers of primary health care have been involved as both study objects and co-researchers in designing, conducting and documenting experiments with metaphoric intervention during a period of one month. The theoretical focal point has been Klaus Majgaard's division of management into simple, reflected and transformative management combined with a scope of theoretical frames of reference for understanding the effects, the embeddedness, the life and the narrative potential of metaphor. The main research question is: How can deliberate metaphorics catalyse a development of agency in primary health care? The main findings are: Three Danish strategic health care managers have conducted each a metapho-ric intervention. One re-frames a management dialogue on coordination, in order to achieve a higher level of functional efficiency, in a context that was otherwise bureaucratically paralysed. Another re-frames rehabilitation to enhance a sense of professional coherence over simple linear efficiency. The third re-frames welfare technology with intentions of establishing both a positive attitude and an orientation towards cross-organisational collaboration. All three metaphoric interventions entail elements of both simple-, reflected and transformative rationality. A metaphor is an instrument of representation. In the perspective of three strategic managers, metaphors can produce visibility, overcome organisational distance and establish remote control. It does so by means of simplification, displacement and fixation of complexities. The original tension or paradox is thus not dispersed but transformed into new tension or paradox. In the case of the managers involved, this has been a productive process in itself, but the process of strategic re-configuration is not brought to an end. Metaphors are easily communicated when they tap in to existing metaphorically structured schemata. In the three experiments providing the empirical foundation of the thesis this seems to have the advantage of efficiency in communicating complexity in a simple way. Thus it seems that metaphors that are highly 'metaphorically true', prior to an intervention, is a suitable means of simple management. But this kind of communication is efficient at the expense of entangling the communication in the very same foundations of the pre-established schemata that one would sometimes like to renew. A metaphor has a life circle. If a new metaphor is well chosen, the experiments suggest that it can be brought to life by a creative and/or persistent pedagogic effort. It can thereafter live out a re-organising potential in a period of vitality. There are some empirical indications that such an innova-tive metaphor will tend to progress towards becoming a truism and thus in time also progress towards its own death. A dead metaphor is a metaphor that is no longer seen as a metaphor, but instead as a more or less literal expression. The birth and the initial nurturing of a metaphor seems to be an example of reflective leadership and the vitality of a living metaphor an indicator of organisational transformativity. In the present study there are examples of both effective simple management by metaphor, reflective production of self-awareness of managers, and transformative facilitation of practical implementations – all catalysed by metaphoric framing. Metaphors can carry meaning, but to some extent the meaning must also be carried by a broader communicative context. Innovative metaphoric intervention is therefore seen as an element amongst others in a complex process of organisational re-narration. For instance a strong metaphor can help distill a desirable component in an existing narrative of the past from an undesirable component. In such a case the metaphor functions as a catalyst for the establishment of plots by intertwining future, past and present in strategic ways. A new story of the future can be told by metaphoric reframing of the past in a metaphoric effort in the present. In conclusion a metaphor can be seen as a powerful catalytic instrument of agency in primary health care. It can be so (1) in a relevant degree; (2) in ways, that produces both simple-, reflective-, transfor-mative- and integrated agency depending on context and approach; (3) the developed agency addres-ses both spatial and temporal tension and (4) metaphoric intervention can be seen as an always tem-porary and intermediary remedy, -but (therefore) also as a relevant and productive catalytic of agency. One of the outcomes is, that public managers who are aware of the life cycles of metaphors might strengthen the capacity for embracing, designing and potentialising the organisation respon-sibly in the image of futures of the future. URI: http://hdl.handle.net/10417/5881
Files in this item: 1Jakob_Bovin.pdf (3.457Mb)
Wold, Birgitte; Damsgaard, Jakob; Andersen, Søren Allan (Frederiksberg, 2009)[More information][Less information]
Abstract: In this thesis we have studied and analyzed how New Public Management and its affects influences the leaders and their leadership of eldercare in Denmark. On the background of marketization, we have chosen to monitor the eldercare, as it has been overrun by major changes from the late 1990'ies till now. This thesis is not an attempt to make a historic view, but is meant to clarify how competition and marketization impacts on the field. URI: http://hdl.handle.net/10417/545
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Langbakke, Bjørn; Lornsen, Karin (Frederiksberg, 2009)[More information][Less information]
Abstract: The choice of subject for our dissertation is based on observations of social trends with regard to the Danish health service, where an increase in the degree of privatization is apparent. The Danish public health service is under increasing pressure at present and has to meet a series of challenges in the form of increasing population age with a consequent increase in the need for treatment and a shortage of personnel resources. We experience a struggle for these resources be-tween the public and private hospitals service. In 2007 the government passed a law on patients` rights to extended free choice of hospital, which guaranteed patients free hospital treatment within four weeks in either a public or private hospital. By passing this law the government made clear its intention to increase efficiency in the public health service by encouraging private enterprise in an effort order to ensure real competition. With a clear political desire to maintain free access to health services, ensure freedom of choice and maintain a moratorium on taxes, the health sector, along with other services in the public sector, has undergone several modernization reforms with a view to increasing efficiency in the health service. This series of reforms and initiatives is referred to by the term New Public Management (NPM). With these views taken into consideration our focus of enquiry (problem description) aims at inves-tigating and understanding the consequences, which may be directly attributed to this health policy agenda: What consequences has NPM had, as a modernizing reform, on the Danish health service? The following subsidiary questions will also be addressed: • What consequences can be seen in relation to the use fixed charge financial control in the Danish health service, including the advantages and disadvantages of fixed charge financ-ing, consequences in relation to quality and increased activity and productivity in public hospitals? • Does the present DRG accounting system encourage price competition between public and private hospitals, and if this is not the case, what conditions are required to achieve price competition? • What consequences does the government's privatization policy have for the hospital service, concerning, amongst other things, objectives for high quality of treatment and allocative and technical efficiency? The chosen problem areas will be investigated and analyzed using NPM, economic theory and in-terviews with leaders of two neuro-surgical clinics from the private and public sector, respectively. The conclusion of the dissertation is that the modernization reforms have had a marked effect on both management and financial control in the health service, which now appears as a mixture of public and private sector. Experience with fixed charge financial control has led to a greater degree of transparency in areas such as production costs and activity, but does not seem to have lead to a significant increase in activity. Furthermore, we conclude that under the law on extended free hospital choice, contracts with pri-vate hospitals did not seem to have lead to increased price competition but rather to competition concerning waiting lists. It was only after the law had been suspended and tenders were invited for surgical services, that one can speak of true competition between private and public health service providers being achieved, with a subsequent real drop in prices. Regarding the question of efficiency, it would seem that both the allocative and technical efficiency were affected in a negative direction by the law. This was mainly because of a lack of transparency with regards to the costs of production and included higher salaries and the possibility of skimming patients by the private sector. Finally, it is concluded that there was no real competition regarding quality between public and pri-vate hospital services, as the contracts made with the private hospitals did not address the question of quality objectives. The question remains, whether the government's guarantees about waiting lists achieve the greatest amount of health in relation to resource expenditure, or whether it would be better to prioritize ser-vices, so that guarantees are differentiated with regard to individual treatments. URI: http://hdl.handle.net/10417/559
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Hvad motiverer personale, som er involveret i opgaveflytning - og hvilken betydning har det for ledelsen?Lohmann-Olsen, Allan; Krogager, Gitte (Frederiksberg, 2014)[More information][Less information]
Abstract: In the Mental Health Services, Capital Region of Denmark (RHP), like in the rest of the health care system, a number of initiatives that aim to move tasks from one profession to another is launched, and several initiatives indicate a continued shift in tasks location across the health care system. This projects aim is to examine: What motivates employees involved in task shifting – and what are the managerial consequences? The question will be examined through three approaches, which will form the basis for the selection of theory, empirical and analytical approach: The individual motivation, leadership and goals and the role of the professions. The project is confined to assessing motivation among nurses and physicians in the Central Visitation (CVI) in RHP and nurses training to become nursing specialists in psychiatric centers in RHP. The project takes on a semi-inductive approach to the use of theories. The theories are serving as prisms that allow different observations of the empirical material. The use of theories will force the analysis to take certain directions, but the analysis will not attempt to prove or falsify the theories. At the same time the project wished to be able to identify other motivation factors not embraced by the chosen theories. The theories used as inspiration were: • Management of Prima Donnas • Theories of Public Service Motivation • Goal Setting Theory • Theory of Professionalization The empirical data comprises eight interviews: with one doctor employed by CVI, three doctors working in CVI on an hourly basis, two nurses from CVI and two nurses training to become nursing specialists from two psychiatric centers. In analyzing the empirical data, the project used the program NVivo, which provides the opportunity to compare coding amongst authors, between the interviews or between coding categories. The data was coded with a combination of closed and open coding; the closed coding was inspired by the theories and the open coding by other motivational issues that seemed important to the participants. The project finds that the mark of the individual motivation is the dissimilarities in the group. Commonalities were also identified, but the most common feature is that participants are motivated in different ways. The ideal leader must be able to distinguish his or hers leadership in relation to each individual motivation profile. A part from this, every participant calls for a visible, clear, inclusive and open management. An inductive analysis across individual profiles furthermore showed that all had two needs in common; time enough and to do their job properly. Four respondents had a story of always having wanted to be in the profession. This may indicate, that people who report always having wanted to join a certain field, are people who experience a vocation. Such narrative may be used as an indicator of the presence of vocation of an employee. In a management context, this is interesting, since the presence of vocation according to Hein is strongest in the archetype of the prima donna. Respondents would like to have clear goals that make sense. Most participants felt that a number of the current goals of the company are meaningless. Whether goals would actually motivate the employees if they were developed with involvement, is not to be answered within this project. In between the professions there are disputes in relation to task shifting. The nurses understand if doctors feel that something is taking from them - but at the same time, they want new tasks that lead to development. Doctors generally experience that nurses are good at what they are doing, but not at diagnostics, and an assignment in this area is associated with risks for both patients and the profession. Both doctors and nurses have clear and consistent ideas about the core values of the profession. Nurses refer to "good nursing", seeing the human being, and focus on the problems/symptoms the individual. Caring and compassion are the core values . For doctors, the diagnosis and treatment are the key tasks, and both must rely on evidence based facts. The overall conclusion is that nurses and doctors are motivated by a combination of the above. What perhaps dominate the motivation about task shifting is that the nurses are motivated by opportunity of developing professional skills and experiencing new professional challenges, while the doctors are motivated by retaining the core of the professional field, to maintain the monopoly. Both the nurses and doctors motivations are characterized by their profession and the values within it. On the other hand, a profession is also characterized by the individuals constituting it. In a managerial context it is important to consider that there is a relationship between the individual and the profession's motivation, meaning doctors and nurses are motivated differently. Managers therefore have to take into account both the profession and the particular employee's motivation profile. Finally, which appears to be important for all, is getting enough time to complete tasks properly. There are managerial challenges in how "enough time" should be understood, and what will it take to do the job "properly". The manager needs to explore the company's understanding of "enough time" and "properly" and compare it with the individual's understanding of what "enough time" and "properly" means. The application of knowledge about what motivate professions may guide, but it is the individual motivation that holds the essential potential. URI: http://hdl.handle.net/10417/4415
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Varder, Søren Frejo (Frederiksberg, 2013)[More information][Less information]
Abstract: The Danish healthcare system is confronted by two challenges: There is a strong pressure for better performance on quality and efficiency, due to indications of quality problems and regional differences in results, limited future funding and a growing demand. And there is a cross-pressure in governance, where on the one hand demands for high quality across hospitals and regions would legitimize a strong central control and adherence to fixed standards, and where on the other hand current discourse on public governance speaks for increased local freedom and room for innovation as a preample for an effective public service. Both challenges lead back to the design of governance in health care – and how this design secures maximum performance from the clinical staff. This thesis seeks to address the issue of motivation in this regard. The point of departure for the thesis is the assumption that the support of motivation is an important factor in securing performance in health care. Is present governance in healthcare rightly constructed as to secure motivation and maximum performance from the clinical staff – or are there grounds for adjustment, where governance instruments with more emphasis on motivation is brought into play. The form is triangulation, where I assess what rational theory and social constructivist theory say on the effect on motivation from the different governance instruments in Danish health care. As motivation in health care is not very thoroughly handled in the literature, the approach is to a large extent hermeneutic with attempts to present different understandings from the results of the analysis. The thesis and analysis falls in two parts: Part I (chapters 3-5) consists of descriptive and characterising analysis, where the present governance paradigms are mapped, where the possible conflict of interests and values between state and local levels is assessed, where rational theory and social constructivist theory is outlined as to what supports motivation, where the perspectives of systemic evaluation governance as a possible third way is considered, and where health care is analysed as to its readiness for the use of new public management inspired instruments. Part II (chapter 6) consist of an analysis of what motivates doctors, how do they respond to the different types of current governance instruments in health care – and what does this imply in regard to motivation seen from a rational perspective and a social constructive perspective. The basis is a survey conducted in three Danish hospitals (Odense, Køge og Hvidovre), consisting of 41 questions on motivation and attitude towards the current governance instruments, testing my hypothesis derived from the theories in chapter two. Chapters 7 forms the conclusions. The descriptive analysis indicates that governance in the health sector today is characterized by instruments from the rational and pragmatic perspective, with a very clear dominance of the bureaucratic paradigm and NPM-market/contract. The analysis of motivation confirms a significant public service motivation in clinical staff. Doctors have a very high motivation from the job itself – as the motivation, however, first and foremost is about personal gratification, while the more altruistic and victim-derived public service motivation comes a little less clear through. The analysis cannot confirm though a theory that the current management instruments (accreditation, financial incentives, free choice and benchmarking), which are all to a greater or lesser extent are rounded from rational thought, are perceived as very controlling or as an expression of distrust. The analysis confirms a (negative) correlation between the extrinsic management tools and the intrinsic motivation. But the overall picture is that the instruments are not seen as controlling. It is not the same as the instruments are perceived as directly supportive of it professional. Here is the image is, that accreditation and benchmarking is experienced as supportive, while this does not apply to economic incentives and free choice. This gives rise to a conclusion that the rational management tools in the area of health care today to some extent seem accepted by doctors, regardless of their high intrinsic motivation. At the same time, the professional identity seems so strong that the instruments that are not directly experienced to support quality, do not seem to be absorbed in the daily practice. This could support a supposition that doctors, rounded from natural science, and as opposed to other major public sector staff-groups, has a certain understanding of the rationally derived paradigms. With even more caution, the image can support a more rational derived supposition that doctors are to some extent driven by self-interest, why the extrinsic instruments in principle should be justified. The results do not indicate that the instruments degrades the motivation, and therefore in isolation do not give rise to fundamental changes in the current steering. The analyses also shows that health have characteristics that support the use of rational derived instruments: generally seen good standardization options and easy to measure output – all though measuring outcome still has development potential. The political focus and the serious consequences of failure shows less basis though for NPM in its more pure form – with market solutions and encapsulation in contract- driven companies on arms length from the political level. That the professional values with doctors are strong indicates a need for a reinforced effort to ensure that the governance instruments applied to health care can be coupled with quality, and seen as such by the doctors. The analysis also points out that there seems to be an absence of clear leadership at the hospitals. Knowledge of the department's central goals is highly variable. Involvement in the setting of these goals is very limited. And new management tools and reforms are not accompanied by clear managerial framework of implementation. A partial finding is that women doctors seem to be more perceptive on management – and the absence hereof. The analysis suggests further that doctors are sensible to outside views, which indicates that doctors are in accordance with the sensemaking-thinking. The result therefore indicates, that a precondition to act rationally and in accordance with central goals in the form of clear leadership is missing. And that from a social constructivist perspective the leadership which represents translates outside expectations in a form that makes sense, and which facilitates the common narrative, is equally missing. The analysis also shows a significant potential to support a steering concept Systemic evaluation governance, which is rounded from rationalist thinking with a focus on benchmarking and continuous evaluation, but which also have roots in the professional (what works) and articulates the need for innovation for the clinical staff. The analysis shows a high degree of support for benchmarking – also when it comes to benchmarking of other than the professional results, e.g. economy. Support for benchmarking does also not disappear, if publication is wide as opposed to clinical staff only. Chapter 8 frames perspectives from the findings, part lessons for central and local management, part perspectives in regard to the present discourse on public governance. URI: http://hdl.handle.net/10417/4283
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Gosvig, Kirsten; Marquardsen, Susan (, 2008)[More information][Less information]
Abstract: Ledelsesbegrebets udvikling til en selvstændig profession har bl.a. betydet, at nye fagforeninger rettet mod ledere er opstået, og udsætter dermed eksisterende fagforeninger for konkurrence i forhold til topledernes ønsker og muligheder i forhold til fagforenings tilhørsforhold. Vi har i denne masterafhandling undersøgt, hvordan de institutionelle betingelser for Lederforeningens etablering har været drevet af konflikter i Dansk Syge plejeråd i perioden fra 1899 – 2007, og hvordan de afledte pres har påvirket Lederforeningens legitimitet hos toplederne. URI: http://hdl.handle.net/10417/172
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En analyse af de ledelsesmæssige muligheder i en beslutningsmodelJuhl, René (Frederiksberg, 2013)[More information][Less information]
URI: http://hdl.handle.net/10417/4172
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analyser af baggrund og processen med indførelse af områdeorganiseringVagner, Henrik; Korsholm, Søren (, 2007)[More information][Less information]
Abstract: In this BCS MPA Master thesis we focus on organizational change in two agencies within the Danish Ministry of Environment. We taker a closer look on why these two sister agencies chooses to implement the same organizational model. We also ask why the process in one agency, the Danish Forest and Nature Agency (DFNA takes two years longer than the case in the other agency, the Danish Environmental Protection Agency (DEPA). URI: http://hdl.handle.net/10417/166
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subset: commoncrawl


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[ Author: Danny Cooper ]
The apostle Paul was hurting, we are not told how, why, or what the problem was but in 2 Corinthians 12, verses 7-9 Paul said the following; " So to keep me from becoming conceited because of the surpassing greatness of the revelations, a thorn was given me in the flesh, a messenger of Satan to harass me, to keep me from becoming conceited. Three times I pleaded with the Lord about this, that it should leave me. But he said to me, "My grace is sufficient for you, for my power is made perfect in weakness." Therefore I will boast all the more gladly of my weaknesses, so that the power of Christ may rest upon me."
We are not told what Paul's "thorn in the flesh was." Some think that it was a physical illness or situation (bad eyesight is one common theory), some think that it may have been a person or persons who tempted or opposed Paul and his spreading the Gospel of Jesus. Still, others think that it may have been spiritual attacks against Paul by demons or fallen angels. But we are not given any details on this, all we know for sure was that Paul had some sort of issue that caused him pain and sorrow and that he prayed three times for the Lord, Jesus, to remove this issue from him. And after the third time Jesus told Paul that he was going to allow this problem to continue.
Why, we may ask, why did Jesus do this? Paul was a great proponent of the Gospel. Paul was the apostle to the Gentiles and Paul did many great things in spreading the Gospel throughout all of the known world. Just how could Jesus refuse Paul's plea for relief? That seems unfair, does it not?
To human understanding it does indeed seem unfair, but what about to Jesus, why was it fair and just for Jesus to allow Paul to continue on with this "thorn in the flesh?' Well, for one thing, Jesus said that his "grace is sufficient" for Paul. This means that by the grace of Jesus that he would give Paul to strength and resolve to continue on with his mission in spite of his problem. Jesus would strengthen Paul and in doing so, the power of Jesus would also become manifest.
The key thing here is God's grace and why it is so very important for us to rely on him and not our own power. We must realize that we have no power outside of Jesus (2 Corinthians 4:7; Ephesians 1:19). In relying on God's great and wonderful grace, we literally have God fighting for us and with us. So since this is the case, I think that it is fitting to end with this passage from Romans 8:31-3:
"What then shall we say to these things? If God is for us, who can be against us? He who did not spare his own Son but gave him up for us all, how will he not also with him graciously give us all things? Who shall bring any charge against God's elect? It is God who justifies. Who is to condemn?
Christ Jesus is the one who died—more than that, who was raised—who is at the right hand of God, who indeed is interceding for us. Who shall separate us from the love of Christ? Shall tribulation, or distress, or persecution, or famine, or nakedness, or danger, or sword?
As it is written, "For your sake we are being killed all the day long; we are regarded as sheep to be slaughtered."
No, in all these things we are more than conquerors through him who loved us. For I am sure that neither death nor life, nor angels nor rulers, nor things present nor things to come, nor powers, nor height nor depth, nor anything else in all creation, will be able to separate us from the love of God in Christ Jesus our Lord."
Note: All verses are quoted from the ESV


text: Hand-crafted in Nepal by our close friends, Abbas and Papu, these beautiful necklaces define the elegance of simplicity. Attractive on their own, great when paired with additional stones, and/or as a more interesting alternative to a silver chain, they make a welcome addition to any jewelry collection. Strung on sturdy thread, with a durable barrel-clasp, they are made for easy use, and to stand the test of time. Available in an array of different semi-precious stones, and as fair-trade as it gets, pick yours up today, and be blessed with the healing properties of the crystals, and the good karma of conscious consumerism.


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Monday, May 9, 2016
The Paper Players #294 Color Challenge by Jaydee
7 comments:
Beautifully done, Linda. Love your water colored card. Isn't this a fun set? Glad you've chosen to use it too. Thanks for playing along with Jaydee's color challenge this week at The Paper Players.ReplyDelete
Great minds think alike! Beautiful stamps set & love your coloring, Linda!ReplyDelete
Yes! I'll say beautifully done!! wow! your coloring is perfect and this stamp set is sweet!!ReplyDelete
Really pretty Linda. The loose watercolouring is fantastic. Great job! xxReplyDelete
Absolutely beautiful card Linda...really love your sweet flowers.ReplyDelete
Linda, this is gorgeous! I love the watercoloring and the pretty background you created! SO happy you joined us at The Paper Players this week! XXReplyDelete
Beautiful colors Linda and I love the way you framed the word with the flowers! Hope you enjoy your weekend!ReplyDelete


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Mavis Staples talks working with Arcade Fire
The legendary singer Mavis Staples joined forces with Arcade Fire for the stand-alone single I Give You Power that was released in connection with Donald Trumps' inauguration. In an interview with The Arizona Republic she for the first time talks about it.
Q: You've been working with youngsters and relative youngsters a lot in recent years. What's the appeal for you?
A: Well, just the fact that they have followed my family. I am so much older than them, but they all seem to know me. They've followed our work. … You know, it keeps me young to be around young people. I really love the Arcade Fire kids. They're like family. I've adopted the little girl [Note: Régine Chassagne]. I call her Tinkerbell. She's always moving. She even had me dancing on stage. She came and got me and I fell in. But I was doing dances from the '70s and she was doing the Running Man or somebody (laughs). But I kept up with her.
Q: I love that song you did with them, "I Give You Power."
A: I like that song. We did that at their home in New Orleans, and I was so amazed. We started in the living room and then we ended up in the studio they have put together in a smaller building out behind the house. They called it a coach house or something. I said, "Well, how you gonna catch it?" They said, "Don't worry, Mavis. We're getting it." And it really was an amazing session. I had a day off in New Orleans, and they have this beautiful house. Then, after the session, we had a nice lunch, and I said, "OK, you ready to get back to work?" And they said, "Oh Mavis, it's done. We don't need anymore." I love them.
Nice to hear Win and Régine have a studio out back where they can record whenever they want. Love that Régine bit too.


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247CARDACCESS Card Login Procedure and Benefits Guide
You can access your master card account online with the help of 247CARDACCESS by:
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247CARDACCESS permits the client to trace disbursement, build a payment, find out account alerts, read recent statements, and alternative account activity via e-mail or text message. To get a Card Assets MasterCard, the client should be of eighteen years or older and a legal resident of the U.S. People who misplaced their card or has had it purloined can need to report it to the number as mentioned within the previous sentence. You can find the card number on the back side of the credit card. Please permit up to 10 business or working days to reissue the MasterCard on the address on file.script async src="//pagead2.googlesyndication.com/pagead/js/adsbygoogle.js">
- The client doesn't command to blame for the costs if the card is stolen.
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- To make a payment by mail, the customer can send the mail to O. BOX 105025 Atlanta, GA 30348-5025.
- Provide your card number on the check for making payment by mail.
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- The account summaries or account statements include the transactions and activity up to last two bills.
Also, Read USPAYSERV Login Access and Benefits Guide
Any queries with regard to the 247CARDACCESS service can be directed to a client service agent at 1-800-854-7642 between the hours of 9 am to 6 pm ET. On Saturday from 8 am to 3 pm or Sunday from 10 am to 10 pm ET.


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Tour Our Facility
Midwest Recovery Center, located in Toledo, Ohio, is dedicated to serving those in the community fighting substance abuse.
Our convenient location allows us to connect each individual with a network of individuals, groups and organizations to help you establish success during early recovery and beyond. We can help you find the vocational, academic, legal or professional support you need to thrive.
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When appropriate during outpatient programming, meals and snacks will be provided, with an emphasis on providing balanced nutrition to support recovery.


text: Brad Knowles wrote: > What do you mean by "wedge"? Which process(es) is/are failing or > getting "wedged"? The processes dont seem to be failing. New list mail is delivered fine, but what's 'stuck' in the queue doesn't leave until a restart which effectively does a queue run. > For the mailing lists hosted on python.org (including the > mailman-users mailing list), we have not found it necessary to modify > the default QRUNNERS values. These were increased after some queues were getting more full than others. Changing these values did help, but I suspect it's fixed the symptoms rather than the problem. > I can't speak for any other Mailman site. > >> # Default queue stuff is shite. >> QRUNNER_LOCK_LIFETIME = hours(20) >> QRUNNER_PROCESS_LIFETIME = hours(2) >> QRUNNER_MAX_MESSAGES = 50000 >> DELIVERY_RETRY_WAIT=minutes(10) >> # Max recipients for each message >> SMTP_MAX_RCPTS = 150 >> # Max messages sent in each SMTP connection >> SMTP_MAX_SESSIONS_PER_CONNECTION = 25 >> ARCHIVE_TO_MBOX = 0 > > Again, for the mailing lists for python.org, we haven't found it > necessary to modify any of these values from their defaults set in > Defaults.py. I found this information from the faq on python.org. Our traffic pattern is very bursty. Lists are small, maybe 25 users per list, but when traffic comes in, it's alot at the same time (monitoring mails). > Most of my work in doing performance tuning for python.org has been > within the MTA, and I've tried to make as much of that information > available in the FAQ Wizard -- search for "performance". MTA has been tweaked to quite some degree. -- George Barnett Reality Engineer m: (+44) 797 457 1868 e: george at alink.co.za There's only one way to have a happy marriage and as soon as I learn what it is I'll get married again. -- Clint Eastwood


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Key Stage 1 - Curriculum Overview
To Understand what algorithms are; how they are implemented as programs on digital devices; and that programs execute by following precise and unambiguous instructions. Create and debug simple programs Use logical reasoning to predict the behaviour of simple programs. Use technology purposefully to create, organise, store, manipulate and retrieve digital content. Recognise common uses of information technology beyond school. Use technology safely and respectfully, keeping personal information private; identify where to go for help and support when they have concerns about content or contact on the internet or other online technologies.


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Featuring Adv3nture's slogan, "Travel. Explore. Live." - which also just happens to be what we hope you'll do while wearing this t-shirt. It also makes an excellent base layer for any one of our travel jackets.
Just like all our t-shirts, this custom design was created by Adv3nture founder Zane Lamprey and made with tri-blend (cotton, rayon, polyester) fabric - super soft as well as strong so it holds its shape as you wash and wear. Printed in LA.


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Woman, eight months pregnant, arrested in van burglary
A Los Angeles man and a near-term pregnant woman were arrested early Tuesday after the man allegedly broke into a work van in Glendale and stole power tools, police said.
Ismael Gallegos, 36, and 20-year-old Erica Torres — who was described by police as eight months pregnant — were taken into custody on suspicion of burglarizing the van at about 1:10 a.m. in the 1300 block of East Broadway, according to Glendale police reports.
The pair were stopped when police noticed that Gallegos and his Chevy Impala matched the description of a burglary suspect, police said.
They told police they were dropping off a friend in the area, but they didn't know the friend's last name or address, according to police reports.
Torres, also of Los Angeles, was a passenger in the Impala and acting as lookout, police said.
Dramatic shootout in downtown L.A. ends police pursuit
Complaints of foul smell in Southern California fall dramaticallyU.S. ambassador killed; California man behind anti-Islam film hides
--Veronica Rocha, Times Community News
Image: Approximate location of incident shown in black. Credit: Los Angeles Times Mapping L.A.


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Office Furniture Delivery and Installation
Systems Furniture Installations (SFI) will help you coordinate a variety of delivery and installation services. We start with a pre-installation meeting then follow through to the receiving, delivery and installation phases to completion of punchlists. Our team will provide a quote, schedule your project, organize and dispatch a crew, coordinate the associated delivery of product (whether shipped direct from the manufacturer or utilizing our warehouse), track the process, complete the installation, provide a detailed punchlist if necessary and complete the punchlist and obtain a final sign off for the project. In addition, SFI will also pick up your office furniture of cubicles/workstations from your current facility and relocate it to another location per your request. We also complete decommissions at the owner's request. With numerous years of experience, we will provide a smooth, professional installation for your project of any size. From installing a keyboard platform to leading a multiple floor workstation project, no job is too big or too small; SFI will present you with quality service in a timely manner. SFI is versed in delivering and installing the following office furniture, including but not limited to:
Desk Units
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Stephen Colbert's shred-tastic 2006 finale
Last night, EW No. 9 Entertainer of the Year Stephen Colbert aired his final Colbert Report of the year, and what a doozy it was. Seriously, where else are you going to see Morley Safer of 60 Minutes, New York governor-elect Eliot Spitzer, Rick Nielsen of Cheap Trick, and Peter Frampton on the same program? Not to mention Henry Kissinger — a guy who's won a Nobel Prize and is surely the most gravely serious man ever to serve as Secretary of State — declaring it was "time to rock." (IFilm has highlights of the show here and here.)
I'm not goint to rehash the contretemps that led to the guitar solo challenge between Colbert and the Decemberists (represented by, naturally, band guitarist Chris Funk), but I do want to declare the set-up genius. From the inanity of Spitzer serving as a contest judge (I guess his investigation of music industry payola gave him quasi-music-realted cred) to Frampton and his voicebox arriving just in time to relieve a "bloodied" Colbert, the "Countdown to Guitarmaggedon" was a excellent close to an excellent year for the fake newscaster, whose own cred is clearly beyond reproach among politicians, musicians, and college kids. Can the man do no wrong?


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Garlic Paste
Garlic paste is an essential ingredient in many Indian curries. It is very convenient to have some handy, and doesn't take long to prepare at all. It is handy to have it frozen in a bag, so that you can use it whenever you need, by simply breaking a portion of it off. Ingredients: 300 g Garlic Method: Soak the garlic cloves overnight to soften … Continue reading Garlic Paste


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My Sri Lanka travel expense for the day 4 were the biggest todate. But then again, I visited the most tourist resorts on this day and traveled quite a bit in tuk tuk all over Kandy, leading to the spike. I could have done the public bus as well, but then again I don't know much about their routes. And the time it would have taken me to get the hang of it and actually get to my destination, I would have probably wasted the entire day.
Please also note that I spent the least on food, roughly $5. I has been the entrance cost at the tourist attractions and the transportation costs that are eating into my budget big time. Even taking a leak in Sri Lanka doesn't happen for free.
Saqib Khan at Travel Hustling
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