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1
Jones, R. T. „The development of the medical laboratory scientific officer profession : Qualifying systems, professional politics and technical change“. Thesis, University of Sussex, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.373914.
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2
Mahaffey, Corinne Lydia. „The fighting profession : the professionalization of the British Line Infantry Officer Corps, 1870-1902“. Thesis, University of Glasgow, 2004. http://theses.gla.ac.uk/2558/.
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The following thesis is an examination of the professionalization of the British line infantry officer corps from 1870 to 1902. Beginning with a discussion of the extant theories of professionalization, it then looks at civil military relations and its relationship to the international situation in general. The deployment of the line infantry at home and abroad is then analysed. Finally, the organisational changes made to produce professional structures for education, remuneration and promotion are discussed.
3
Kennedy, Douglas. „The Development of Professional Military Education at the United States Air Force Academy“. Diss., Kansas State University, 2017. http://hdl.handle.net/2097/35526.
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Doctor of PhilosophyDepartment of History
Donald J. Mrozek
This dissertation examines the development of the professional military studies curriculum at the United States Air Force Academy. The study explores the rationale behind establishing an Air Force Academy, along the lines similar to the U.S. Military Academy at West Point or the U.S. Naval Academy at Annapolis. The quest for an additional academy emphasized the need for specialized training of air force cadets and creating a common bond for its future officer corps, rather than recognizing the necessity to equip them with a professional military education regarding warfare and how air power influences war, for example. This trend continued in the two main studies used to justify the Air Force Academy, as well as the development of the initial curriculum, where an integrated academic curriculum, one that emphasized both the sciences and engineering as well as the social sciences and humanities, placed any discussion of professional military studies on the back burner. The challenge of the Academy’s general academic curriculum on the cadet’s time left little room for the development of a strong, rigorous professional military studies program. However, the confluence of a cheating scandal at West Point and the resulting report, as well as a reflection during the 25th anniversary of the Academy’s founding in 1979, which developed questions on the professional military studies program within the curriculum, led to the establishment of a Permanent Professor within the Deputy Commandant for Military Instruction, and resulted in drastic changes to the curriculum for the cadets, specifically involving professional military studies. Today, the United States Air Force Academy has a Department of Military and Strategic Studies under the overall authority of the Dean of Faculty. This department has as its charter the role to provide “the study of the context, theory, and application of military power”—with special emphasis on the role of airpower to the art and science of war. The document that helps define the duty of the department also states that this necessary study for officer candidates constitutes “the essence of a military academy education” and, most certainly, the central core of a professional military studies program.
4
Björkman, Mikael. „Akademiseringen av officersutbildningen : En lång och krokig väg?“ Thesis, Swedish National Defence College, War Studies Division, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:fhs:diva-603.
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Akademiseringen av officersyrket i Sverige fick sitt genombrott när Försvarshögskolan fick examensrätt 2007. Föreliggande uppsats syftar till att undersöka akademiseringsprocessen inom Försvarsmakten och, om görligt, beskriva vilka konsekvenser och möjligheter akademiseringen gav. Ett vidare syfte är att beskriva vilka bevekelsegrunder som förelåg beslutet att akademisera officersutbildningen.
Frågeställningarna är följande: Hur kan, utifrån valda huvuddokument och handlingar, akademiseringen av officersprofessionen i Sverige beskrivas? Vilka jämförelser gjordes med andra nationer och vilka effekter, vilken påverkan, fick detta för framtagandet av strukturen för Försvarshögskolans nuvarande militära utbildningar? Om vi betraktar officersutbildningen som en akademisk yrkesexamen, hur skulle då en alternativ utbildning med en civil akademisk examen och en kortare militär yrkesutbildning kunna vara uppbyggd?
Arbetsmetoden är att kritiskt undersöka innehållet i källmaterialet och som mätinstrument används statsvetaren Nils Andréns teoretiska modell för säkerhetspolitisk analys. Arbetet utgår från hypotesen att långsiktiga politiska beslut avseende Försvarsmakten grundas på objektivitet och rationalitet.
Undersökningen visar att akademiseringsprocessen löpt i två parallella spår med sinsemellan skilda motiv och tidsrymder. Vidare visar arbetet att jämförelser med andra nationer gjordes och att intryck från dessa, främst avseende att utbildningen skall vara akademisk, togs tillvara. Resultatet från undersökningen tyder också på att en civil akademisk examen och en kortare militär utbildning sannolikt inte är en lämplig modell för officersutbildning. Hypotesen visar sig kunna falsifieras, vilket tyder på att långsiktiga politiska beslut avseende Försvarsmakten inte alltid fattas på objektiva och rationella grunder.
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Kennedy, Douglas Blake. „The development of professional military education at the United States Air Force Academy“. Diss., Kansas State University, 2017. http://hdl.handle.net/2097/35602.
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Doctor of PhilosophyDepartment of History
Donald J. Mrozek
This dissertation examines the development of the professional military studies curriculum at the United States Air Force Academy. The study explores the rationale behind establishing an Air Force Academy, along the lines similar to the U.S. Military Academy at West Point or the U.S. Naval Academy at Annapolis. The quest for an additional academy emphasized the need for specialized training of air force cadets and creating a common bond for its future officer corps, rather than recognizing the necessity to equip them with a professional military education regarding warfare and how air power influences war, for example. This trend continued in the two main studies used to justify the Air Force Academy, as well as the development of the initial curriculum, where an integrated academic curriculum, one that emphasized both the sciences and engineering as well as the social sciences and humanities, placed any discussion of professional military studies on the back burner. The challenge of the Academy’s general academic curriculum on the cadet’s time left little room for the development of a strong, rigorous professional military studies program. However, the confluence of a cheating scandal at West Point and the resulting report, as well as a reflection during the 25th anniversary of the Academy’s founding in 1979, which developed questions on the professional military studies program within the curriculum, led to the establishment of a Permanent Professor within the Deputy Commandant for Military Instruction, and resulted in drastic changes to the curriculum for the cadets, specifically involving professional military studies. Today, the United States Air Force Academy has a Department of Military and Strategic Studies under the overall authority of the Dean of Faculty. This department has as its charter the role to provide “the study of the context, theory, and application of military power”—with special emphasis on the role of airpower to the art and science of war. The document that helps define the duty of the department also states that this necessary study for officer candidates constitutes “the essence of a military academy education” and, most certainly, the central core of a professional military studies program.
6
Wästefors, Markus. „Reflekteras det nya insatsförsvaret i utbildningen till officer? : En komparativ studie av det militärhistoriska ämnets kursplaner och inriktning i krigsvetenskap på Försvarshögskolan och West Point“. Thesis, Swedish National Defence College, Swedish National Defence College, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:fhs:diva-803.
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This paper examines whether the American officer’s education at West Point and the Swedish officer’s education at the Military Academy Karlberg have adapted their history of the military art education in accordance to the new requirements of the Armed Forces and its focus on the operational defense. Sweden is evolving towards an operational defense and so is the United States. This in turn requires that training and education keep up with the changes. The National Defense College in Sweden do not focus the teaching of advanced history, which happened beforet he invention of the engine, in the officer’s training program, while the American education is rather advanced, with special focus on events taken place in the 19th century up to the Cold War. The Swedish history of the military art education is more of a philosophical and introductory character resulting in less military historical knowledge. The American education is more focused on dates, battles and events, making the West Point education both more profound and extensive in these dimensions in comparison with the Swedish education. However, it is very doubtful that 19th century military history is useful for a commanding officer during an operation, for example in Afghanistan. Having knowledge about the history of the military art’s development is important to be able to understand the evolution of the Armed Forces, but having knowledge of the number of battalions and name of the commander at the Battle of Austerlitz is of less importance. This paper compares the Swedish and the American history of the military art education in order to analyze the degree of adaption to the new operational defense.
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Cattelin, Jonas, und Mats Kinander. „Framtidens officer, härförare eller bokmal? : En studie av den svenske officeren och en analys av examensmålen för Officersprogrammet på Försvarshögskolan“. Thesis, Högskolan i Halmstad, Akademin för ekonomi, teknik och naturvetenskap, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-39725.
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Utbildningen av officerare är omdiskuterad och har kanske alltid varit det. Men de senaste årens förändringar av officersutbildningen och akademisering av yrket samt ändrade befälsstrukturer i Försvarsmakten (FM) har återigen satt fart på diskussionen. Det handlar bland annat om FM får den officer som man behöver för att kunna bygga starka krigsförband och om officeren har de kvalifikationer som detta kräver? Men vad är officersyrket för något och vad är det egentligen FM vill ha? Studien undersöker just det, vad en officer är och vilka egenskaper som en officer förväntas att ha med sig in i yrket. Utbildningen vid Försvarshögskolan (FHS) Officersprogrammet (OP) är det som skall leda till en officer med rätt kvalifikationer och egenskaper vilket leder till den andra delen av studien, där bilden av vad en officer är jämförs med de examensmål som programmet har. Dessa examensmål framgår av förordningen för FHS och med de 17 examensmålen examinerade så skall kadetten vara klar att påbörja sitt yrke som officer. Frågan är om den förutsättningen verkligen finns? För att kunna göra denna jämförelse har studien, genom intervjuer, tagit fram en modell av en officer från det unika med officersprofessionen, våldsmonopolet, via antagningskrav för utbildningen till egenskaper som officeren måste ha och roller som officeren utövar. Modellen har två portalparagrafer som är att betrakta som en sammanställning, vilka studien anser är nödvändiga för att hantera de mest allvarliga frågor som i förlängningen kan innebära beslut om liv eller död. Portalparagraferna är mångsidighet och en väl utvecklad inre kompass. I jämförelsen mellan modellen och examensmålen har studien funnit att examensmålen är avmilitariserade och har en teoretisk slagsida. Den väpnande striden har kommit i skymundan och officerares ansvar för det statliga våldsmonopolet inte finnsmed. De tydliggör inte heller en del av de egenskaper och kvalifikationer, som studien har visat, är nödvändiga för att officeren som ledare ska kunna hantera yrkesprofessionen och axla det ansvar detta kräver. Det gör att kadetten inte fullt ut får den möjlighet att bli den officer som FM behöver. Studien visar bland annat att examensmålen bör ses över och kanske även till del skrivas om.The training of military officers is well debated and has always been. But the recent years' changes in officer training and the academisation of the profession and also changed command structures in the Swedish Armed Forces (SAF) have once again set the stage for discussion. Among other things, it is about SAF getting the officer they need to build strong units and whether the officer has the qualifications that this requires? But what is the profession as an officer and what does the SAF really wants? The study examines just that, what is a military officer and what qualities an officer is expected to bring into the profession. The education at the Swedish National Defense University (SDU) and the military officers’ program (OP) is the education, which should lead to a profession as an officer with the right qualifications and characteristics. This leads to the second part of the study, where the image of an officer is compared to the exam objectives for the program. These exam objectives are stated in the ordinance for SDU, and with the 17 exam objectives examined; the cadet should be ready to begin his profession as an officer. The question is whether this condition really exists? In order to make this comparison, the study, through interviews, has developed a model of an officer from the unique with the profession, the monopoly of violence, via admission requirements for the education, to characteristics that the officer must have and roles that the officer exercises. The model has two portal paragraphs that are a compilation of the model, which the study considers necessary to deal with the most serious issues that may ultimately involve decisions on life or death. The portal paragraphs are versatility and a well-developed inner moral guidance. In the comparison between the model and the exam objectives, the study found that the objectives are demilitarized and have a theoretical approach. The armed battle is overshadowed and the officers' responsibility for the state monopoly of violence is not included. Nor do they clarify some of the characteristics and qualifications that the study has shown are necessary for the officer to be able to manage the profession as a leader and shoulder the responsibility this requires. This means that the cadet does not fully get the opportunity to become the officer that SAF needs. The study shows, among other things, that the exam objectives should be reviewed and perhaps even partly rewritten.
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Gånfält, Pär, und Robert Jarl. „Från Kunskap till Styrka : Professionsutvecklingen av yngre officerare i armén“. Thesis, Högskolan i Halmstad, Akademin för ekonomi, teknik och naturvetenskap, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-42303.
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Utbildingen av officerare är och har alltid varit ett omdiskuterat ämne. Sedan reformationen av officersutbildningen till Officersprogrammet för drygt tio år sedan – vilket för första gången även gav den nya fänriken akademisk kandidatexamen i krigsvetenskap – har den här frågan återigen aktualiserats. Akademiseringen tillförde en viktig och saknad aspekt till professionen men utlåtanden från officerskåren har varit att utbildningen är för generell och att fänriken inte kan något när denne kommer hem. Under samma tidsperiod har Försvarsmakten och armén genomgått stora förändringar. Omställningen från invasionsförsvar till insatsförvar har fullföljts, värnplikten avskaffades och anställda soldater och förband blev en ny verklighet. Som om inte detta räckte har fokus inom samma tidsperiod återigen svängt; nu med nationellt försvar i centrum och med en återinförd värnplikt och planerad tillväxt av Förvarsmakten som följd. Den här studien undersöker om den nyutexaminerade fänriken erhållit rätt förutsättningar att klara av det arbete som hen förväntas göra. Genom att utgå från att Officersprogrammet är en ny utbildning med andra för- och nackdelar än de tidigare officersutbildningarna fokuserar den här studien på mottagandet vid förbanden. Är det i själva verket utbildningen det är fel på eller är det just förväntningarna på den nye officeren? Ges fänriken möjlighet att omsätta teoretiska kunskaper till praktiska färdigheter? Studien indikerar att omhändertagandet av nyexaminerade officerare under den föregående tioårsperioden präglats av en brist på struktur och systematisering. Ett alltför stort fokus på kortsiktiga mål och en bortprioritering av professionsutvecklingen har påverkat officersprofessionen negativt. Armén och förbanden har under senare år förbättrat sin systematisering men behöver bli ännu bättre på att prioritera professionsutvecklingen. Armén bör utveckla en gemensam struktur för lärlingstiden för nya fänrikar genom att formalisera handledning och tydligare systematisera personalplaneringen. Den samlade utbildningen av officerare och professionsutvecklingen bör betraktas som en helhet, annars riskerar professionen att fortsätta påverkas negativt och tillväxt med kvalitet kommer inte vara möjlig. Studiens övergripande insikt är att det inte nödvändigtvis är utbildningen det är fel på, utan snarare hur omsättningen av utbildningen från teoretisk kunskap till praktiska färdigheter omhändertas inom stridskraften och förbandet.The education and training of military officers is and has always been a disputed subject. Since the reform of the Swedish officer’s training and conversion to Officersprogrammet1 (OP) a little over a decade ago – which for the first time granted the new junior officer with an academic degree in War Studies – this issue has been revitalized. The conversion to an academic education provided the Swedish Military Profession with an important missing aspect. But, the general opinion prevailing among the officer corps is that the training is far too generic and that junior officers thus are inept for duty at their home regiments. During the same time frame the Swedish Armed Forces and the Swedish Army has undergone massive changes. Doctrinal realignment from focusing on the threat of a potential invasion towards an agile and highly operational defense force with an international focus was completed; conscription was scrapped and made dormant. Professionalized soldiers and field units became the new reality. But, then again focus shifted. National defense has once again become the priority with a reinstated conscription as well as planned growth for the Swedish Armed Forces as a consequence. This research project examines whether the junior officer during this time frame has been given the right possibilities to carry out the work expected by him or her. By assuming that OP is a new type of education program, with different pros and cons compared to previous educations, this research focuses instead on the integration of junior officers at their home units. Is it really the education that’s failing or are expectations on the new officer in fact improper? Are the junior officers provided the right support to transform knowledge to skills? This thesis indicates that integration of junior officers has been characterized by a lack of structure and systematization during the past decade. Too much focus on short-term objectives and an unintentional suppression of the development of the Military Profession have had negative consequences. The Swedish Army has improved on systematization during recent years but still needs to improve and prioritize the development of the profession. The Swedish Army should create a structured apprenticeship of junior officers by formalizing mentorship and clearly systematize strategic personnel planning. The collective training of officers and the Evolution of the Military Profession should be considered as a whole, it will otherwise risk further negative consequences and planned growth with quality will not be feasible. The main insight of this study is that it’s not necessarily the education that is failing but rather how the Regiments within the Swedish Army manages to transform the junior officers’ knowledge to relevant skills or not.
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Davet, Klaus, und Oscar Haglind. „Pansarskott och PRIO : En studie om hur logikernas kamp påverkar pluton- och kompanichefernas situation på Skaraborgs regemente“. Thesis, Högskolan i Halmstad, Akademin för ekonomi, teknik och naturvetenskap, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-42271.
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The Swedish Army has seen many changes over the last thirty years and the role of the officer has had to adapt accordingly. Previously, officers at the Skaraborg Regiment began their careers as instructors of conscripted soldiers. As they progressed, they would typically become staff officers. In their formative years, their duties were centred on life in both the field and in the barracks with day-to-day contact with soldiers and other officers. At this level, an officer’s role would be to prepare and train conscripted soldiers for “the demands of war” based on the military logic. If this stage in the officer’s career went well, they would then progress towards administration and management. Taking the place of the barracks and the field, the workplace became headquarters and offices. There would be less contact with conscripted soldiers but instead there would be more interaction with fellow staff officers and civil servants - along with a greater emphasis on the understanding of law, regulations and rules. This part of the officer’s career was based on the civil service logic. Today, the officer is a manager and employer of both professional soldiers and other officers. It is necessary for them to assume these roles early on in their career. This means that during their formative years they must be ready for changes between training for combat and working in an office; between leading units and following regulations. The officer of today is forced to live in two institutional logics that are totally disparate. Successful platoon and company commanders of today’s army must be fluid between the military logic and the civil service logic: as seamlessly as swapping weapons for pens. In their daily lives, the military logic and the civil service logic are coupled. The platoon and company commanders of today live in the two institutional logics on a day-to-day basis. But there are conflicts of interest between the two that need to be addressed. The platoon and company commanders of today haven’t the time to work as much in the military logic as they have been able to in the past because the civil service logic takes up much of their time. It’s a little like the police often complaining that they are unable to get out on the beat as they are too busy filling out paperwork. In order to meet a changed threat to national security, the Swedish Armed Forces wishes to increase the numbers of army brigades and recreate an army division. In order to staff this larger organisation, with its larger need of officers at brigade and division level, the requirement of the Swedish Armed Forces is to accelerate officers’ careers in order to meet demand. This is all well and good, but the challenge for platoon and company commanders still remains that it is essential that they gain enough experience and knowledge in order to become good enough leaders. Their skills must be good enough to lead and train platoons and companies thoroughly, whilst at the same time prepare themselves for battalion, brigade and divisional levels. The purpose of this study is to increase the understanding of platoon and company how the clash of logics impacts the platoon and company commanders at the Skaraborg Regiment. The study is concluded by suggestions to the Swedish Armed Forces and to the Skaraborg Regiment to meet the growing challenges of the platoon and company commanders.
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Wade, Malick Assane. „La profession d’Huissiers de Justice : analyse quantitative et économique des évolutions de la profession, de la régulation des activités et du marché des services juridiques“. Thesis, Paris Sciences et Lettres (ComUE), 2018. http://www.theses.fr/2018PSLED011/document.
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Cette thèse s'inscrit dans le cadre d'une convention CIFRE entre la Chambre Nationale des huissiers de justice et l'université Paris Dauphine. Afin de doter la profession d'huissier de justice d’arguments quantitatifs et qualitatifs pour mener à bien les différentes actions et anticiper les évolutions relatives à la profession, nous proposons dans ce projet de thèse d'analyser la démographie des offices d'huissier, leur localisation, leur structures, la sensibilité de l'activité de ces professionnels à la conjoncture. Ce projet s'engage également à évaluer l'équilibre économique des offices, au regard de règles de tarification complexes et enfin d'analyser la régulation du marché des services juridiquesThis thesis joins within the framework of a CIFRE agreement between the National Chamber of the bailiffs and the Paris Dauphine university. To endow the profession of bailiff of quantitative and qualitative arguments to bring to a successful conclusion the various actions and anticipate the evolutions relative to the profession, we suggest in this project of thesis analyzing the demography of bailiff's services, their localization, structure them, the sensibility of the activity of these professionals in the situation. This project also makes a commitment to estimate the balance in the economy of services, with regard to complex rules of pricing and finally to analyze the legal regulation of the services market
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Ekelöf, Fredrik, und Kristian Sandahl. „Personalförsörjning i fritt fall? : En studie om personalförsörjningens möjligheter och utmaningar vid två arméförband i en tillväxande Försvarsmakt“. Thesis, Högskolan i Halmstad, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-44773.
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Att bygga upp en större Försvarsmakt omfattar både utveckling och återetablering av förband. Detta medför påtagliga utmaningar utifrån rådande personalläge. Tillgänglighet på yrkesofficerare, i tillräcklig numerär och med relevant kompetens, kommer vara avgörande för tillväxttakten. Därtill har återinförandet av värnplikt, implementering av ett trebefälssystem och akademisering av officersutbildningen förändrat förutsättningarna för officersprofessionen. Studiens syfte är att skapa en djupare förståelse för hur personalförsörjning i praktiken påverkar förbanden och dess chefer. Vi ville studera vilka faktorer som haft störst inverkan på officersprofessionen inom ramen för tillväxten vid våra hemförband. Semistrukturerade intervjuer genomfördes med chefer på Göta Ingenjörregemente (Ing 2) och Södra skånska regementet (P 7) för att förstå hur de hanterar tillväxten och de spänningar som den medför eller synliggör. Under intervjuerna framkom att lösningen på tillväxtens utmaningar inte enbart handlar om personell uppfyllnad. Brister i grundläggande kunskaper och färdigheter, samt en accelererande vakanssituation, gör att det gradvis sker en kompetensurholkning. Studien synliggör behovet av att systematisera kompetensförsörjningen i en långsiktig personalplanering på förbanden. Av studien framgår också att mentor- och handledarskap, för unga officerare, är central för att kunna hantera behoven som tillväxten medför och för att utveckla officersprofessionen. Det framkommer även i uppsatsen att många beslut kopplat till verksamhetsstyrningar och åtgärder inom tillväxten hanteras genom stuprörsledning. Detta leder till brister i framförhållning på förbanden och är en källa till frustration på flera ledningsnivåer. Studiens övergripande insikt är att tillväxten, i olika grad och omfattning, påverkar personalförsörjningen och officersprofessionen. Vid de undersökta förbanden visar det sig att personalförsörjning inte är dimensionerad för att hantera en ökad mängd uppgifter i en tillväxande Försvarsmakt.
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Rambow, Johan, und Anders Svensson. „Nybörjaren på den kompetentes stol : De unga officerarnas perspektiv på att vara plutonchef“. Thesis, Högskolan i Halmstad, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-44877.
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Sedan Försvarsmakten påbörjade sin akademisering av officerskåren, dels med officersprogrammet på Försvarshögskolan och med ett uppdragsutbildningsprogram i samarbete med bland annat Halmstad universitet så har det skrivits och producerats många uppsatser med fokus på plutonchefernas situation. I de studierna har huvudsakligen plutonchefernas chefer eller andra i deras omgivning intervjuats. Den här uppsatsen bidrar med perspektivet från plutoncheferna själva, de unga officerare och specialistofficerare som är mitt i lösandet av befattningen. Syftet med studien är att utreda och skapa förståelse för de unga plutonchefernas situation. Diskussionen förs ur perspektivet vad organisationen, Försvarsmakten, kan göra för att skapa så bra förutsättningar som möjligt för plutoncheferna att lösa sin arbetsuppgift. Den här uppsatsen bekräftar bilden av vad tidigare studier visar och det råder en samsyn om hur komplex situationen är för nytillträdda chefer. Studiens resultat visar att de unga har drivkraft och ambition att lösa uppgiften som plutonchef men att det saknas viss kunskap. Resultaten visar även att befattningens innebörd är otydlig i hela organisationen och Försvarsmakten skulle behöva tydliggöra produktionsorganisationen i vardagen och överväga att definiera innebörden och förväntningarna av att vara plutonchef i tre perspektiv: plutonchef i grundutbildning, plutonchef för kontinuerligt anställda soldater (GSS/K) och krigsplutonchef, det vill säga plutonchef i krigsorganisationen som är under utbildning och den som truppför enheten vid övning, kris eller krig. Studien visar även att organisationen är medveten om vilken kunskap och erfarenhet de unga har och inte har för att lösa befattningen som plutonchef när de examineras men att planen för att utveckla den kunskap som krävs behöver överses. Detta ställer krav på hur stödet utformas kring de unga cheferna i form av ett genomtänkt arbetslag samt stöd och handledning från plutonchefernas chefer, i normala fall kompanicheferna.Since the Swedish Armed Forces began to academies the officers' corps, the officer program at the Swedish Defence University and also during complementary education program in collaboration with, among others, Halmstad University, many essays have been written focusing on the situation of platoon commanders. In those studies mostly the platoon commanders’ superiors or others around them have been interviewed. This paper adds the perspective of the platoon commanders themselves, the young officers and non-commissioned officers who are in the midst of resolving the position. The purpose of the study is to investigate and create an understanding for the situation of the young platoon commanders. The discussion is based on what the organization, the Swedish Armed Forces, can do to create the best possible conditions for the platoon commanders to solve their task. This paper confirms the picture of what previous studies show and there is a consensus on how complex the situation is for newly appointed platoon commanders. The results of the study show that the young have the drive and ambition to solve the task as platoon commander but that some knowledge is lacking. The result also shows that the definition of the position is unclear throughout the organization and the Swedish Armed Forces would need to clarify the organization used to produce units in basic training and consider defining the meaning and expectations of being platoon commander in three perspectives: platoon commander in basic training, platoon commander for employed soldiers and pluton commander in the organization during war, which is the one who commands the unit in training, crisis or war. The study also shows that the organization is aware of the knowledge and experience that the young have, and not have, solving the position as platoon commander when they are examined, but that the plan to develop the necessary knowledge needs to be reviewed more carefully. This places demands on how the support is designed around the young commanders in the form of a well-thought-out team as well as support and supervision from the platoon commanders’ superiors, normally the company commanders.
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Törnblom, Gudrun. „The Integrated Negotiator : A Look into the Role of the Conservation Officer at the Planning and Building Office“. Thesis, KTH, Urbana och regionala studier, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-90308.
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This thesis looks into what it can be like to work as a conservation officer at a planning and building office in a Swedish municipality. Through five interviews with different conservation officers I have researched their perception of their role as conservation officers and their personal experiences of theirevery day professional work. The thesis topic has its starting point in my understanding that there has been a shift in the role of the conservation officer during the last couple of decades towards a more explicit partaking in urban physical planning. Much because it is seen as a more powerful tool and place to be in for more effective preservation and maintenance of built cultural heritage. In order to relate the outcomes of my interviews I have laid out a context made out of theories on rational as well as communicative planning; how the professional role is created, sustained and developed and organizational culture and value-analysis of built cultural heritage. The interviews lead up to a discussion where I reflect on the importance for such professionals to have communicative skills of listening, learning, negotiating, and be able to communicate your own interest in a pedagogical manner. The interviews also show that there can be seen to exist some differences in the roles of the more traditional free-standing conservation officer working at the museum and the more integrated conservation officer working in the planning and building office. The organizational structures at the museum and the planning and building office are different and the organizations have different goals (one stands for preservation, the other for development). This means that the conservation officer at the planning and building office need to use a different kind of strategy in order to achieve their goals. They are involved in planning projects for a longer period of time which means that they have the possibility to influence the planning processes more than once. It also means that they need to learn how to pick their fights and realize when to take step back. They also need to be prepared to negotiate and compromise with other interests in the planning processes. The organizational culture at the working place is important for how efficiently the work is carried out. As a professional it is important to feel that your task has support from your colleagues and that there are possibilities to influence the processes going on at the working place. The interviews also show that there are difficulties in making good valueassessments of cultural heritage and that such ground material is often difficult to understand for people working outside of the cultural heritage sector. One aspect is that it might be difficult to include all types of values, and that the conservation officer is the only one partaking in the process which can lead to values lost and that the process does not include a range of voices. Another aspect is that the ground material lack a sense of practicality in that there is no explaining what is actually possible to do with the cultural heritage sites. Other parties in the planning processes need suggestions on how the built cultural heritage can be developed, not only on how it should be preserved.
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Oliveira, Djenane Martins [UNIFESP]. „Da agente de desenvolvimento infantil à professora de creche: estudo sobre uma trajetória profissional a partir da categoria gênero“. Universidade Federal de São Paulo (UNIFESP), 2011. http://repositorio.unifesp.br/handle/11600/9291.
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Publico-DjenaneMartinsOliveira.pdf: 8912635 bytes, checksum: d009d95c0aa8e03c8cfbe7978dc09036 (MD5)O objeto de investigação da pesquisa é conhecer a trajetória profissional das professoras de creche da rede pública municipal de Guarulhos/SP, as Agentes de Desenvolvimento Infantil. Tal conhecimento é buscado com a adoção de gênero como categoria de analise histórica, partindo das diferentes nomenclaturas utilizadas para a função ao longo dos anos. As atividades profissionais das mulheres nas creches são tradicionalmente desvalorizadas, em grande parte por estarem ligadas às características atribuídas ao feminino. Relacionando-se a essa desvalorização, há, por um lado, a mobilização das profissionais de creche e sua busca para qualificar as práticas cotidianas no interior da instituição e, por outro lado, a continuidade da naturalização dos papéis femininos adquire estatuto docente. Tal situação oferece oportunidade para que se verifique o papel da formação em serviço, com abordagem de gênero, nas práticas educativas realizadas no interior da creche. Os procedimentos de pesquisa adotados foram a análise dos questionários respondidos pelas ADI / PEI, a observação participante e a análise dos documentos oficiais sobre a formação destas educadoras no município de Guarulhos, como apontado por Thiollent (2007). Uma vez que as práticas na creche estiveram por muito tempo dissociadas das questões pedagógicas, o atual momento parece conter uma contradição que somente o exame da questão poderá responder: é possível aliar as práticas educativas destas profissionais, construídas socialmente, com suas trajetórias profissionais individuais e de classe, proporcionando uma nova compreensão a respeito do cotidiano das creches e da ormação de suas professoras? Os resultados da pesquisa apontam para a necessidade da produção acadêmica e dos cursos de formação docente considerar, com maior ênfase do que têm ocorrido, aspectos relacionados às assimetrias apresentadas nas relações 9 escolares, sobretudo acerca dos valores hierarquizados que se atribuem ao masculino e feminino.
TEDE
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Donovan, Thomas A. „Structuring Naval Special Warfare junior officer professional military education“. Thesis, Monterey, Calif. : Naval Postgraduate School, 2007. http://bosun.nps.edu/uhtbin/hyperion-image.exe/07Dec%5FDonovan.pdf.
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Thesis (M.S. in Defense Analysis)--Naval Postgraduate School, December 2007.Thesis Advisor(s): Jansen, Erik. "December 2007." Description based on title screen as viewed on January 17, 2008. Includes bibliographical references (p. 93-95). Also available in print.
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Lindsay, Kristen Renee. „Senior Student Affairs Officers' Perceptions Of Critical Professional Competencies“. Bowling Green State University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1389196831.
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Graham, Sharon L. „An exploratory study female surface warfare officers' decisions to leave their community“. Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Mar%5FGraham.pdf.
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Buxton, Robert D., und Dennis E. Wells. „Surface Warfare Officer training: A study of undergraduate education and professional development“. Thesis, San Diego State University, 1989. http://hdl.handle.net/10945/42108.
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The purpose of this study is to provide a comparison of Senior and Junior Naval Officers views on Surface Warfare Officer training in the United States Navy and to what degree the pre-commissioning sources are preparing the newly commissioned officers for follow-on Surface Warfare Officer training. The cross section of views are those of senior officers and junior officers stationed throughout the United States Surface Forces. This study will provide insight on pre-training and post-training data which will serve as a collection of views on perceived value, satisfaction, and effectiveness of the Surface Warfare Officer Program.
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Pruitt, Mary E. „Central Office Administrators' Perceptions of the Professional Learning Community Process“. Thesis, University of North Texas, 2013. https://digital.library.unt.edu/ark:/67531/metadc283851/.
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This study provides a qualitative interpretation of the work done by central office administrators in a school district in Texas as they supported and built capacity for the professional learning community (PLC) process over a five year time period. Literature by PLC scholars, especially R. DuFour, R.B. DuFour, Eaker, Hord, Hipp, Huffman, and Olivier, informed development of the study. In a school district of 19,000 students and 2,000 staff members, ten central office administrators were interviewed to gain their perceptions of their roles in the PLC process. Interviews were analyzed through the processes of initial, focused, and theoretical coding. Documents were examined and used as supplemental sources of data to corroborate the perspectives provided. Findings revealed the story of central office administrators who worked interdependently to support and build capacity in the implementation and sustainment of the PLC process. A thick description of the work based on their perceptions offers actions and behaviors of administrators specific to their roles and practices and protocols developed to hold the work together. A grounded theory was developed with regard to central office administrators' support and capacity-building for the PLC process. From the administrators' perceptions, six theoretical categories relating to central office support and capacity building of the PLC process emerged: 1) establishment, 2) deployment, 3) accountability for implementation, 4) adult learning, 5) collaboration, and 6) leadership development. The study contributes an interpretivist description of the involvement of central office in the PLC process and confirms the importance of the change process in the implementation of the PLC framework.
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Lianez, Raul Zamarripa Luis R. „The effects of U.S. Marine Corps officer graduate education programs on officer performance : a comparative analysis of professional military education and graduate education /“. Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2003. http://library.nps.navy.mil/uhtbin/hyperion-image/03Mar%5FLianez.pdf.
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Zamarripa, Luis R., und Raul Lianez. „The effects of U.S. Marine Corps officer graduate education programs on officer performance : a comparative analysis of professional military education and graduate education“. Thesis, Monterey, California. Naval Postgraduate School, 2003. http://hdl.handle.net/10945/1092.
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Approved for public release; distribution is unlimited.This thesis compares the effects of Marine Corps graduate education programs, categorized as either Professional Military Education (PME) or Non-PME, on officer performance. The intent of the thesis is to provide empirical evidence to support or refute Marine Corps cultural perceptions that PME improves officer performance more than Non-PME graduate education. A performance index (PI) is derived from the current Marine Corps fitness report system and averaged before and after graduate education for PME and Non-PME graduates and for a group of officers without graduate education (NOS). Data from the Marine Corps Total Force Data Warehouse are used to assess the marginal effect of graduate education in models that also included demographic, affective and cognitive traits. ANOVA results for O4s show significant improvement in performance over time for all groups (PME, Non-PME and NOS), with the largest improvement for PME and the smallest for NOS, although differences between groups are not significant. Multivariate regressions indicate that, after accounting for other influences, the post-education performance of those with graduate education is not significantly different from those without (NOS). The change in performance between before and after receiving graduate education is not significantly different for PME and NOS, while it is slightly lower for Non-PME than for NOS (significant at .10 level). A limitation of the study is that the data only covered four years of fitness reports. Thus, we were not able to assess the long-run effects of graduate education on officer performance.
Major, United States Marine Corps
Captain, United States Marine Corps
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Walsh, Daniel J. „Joint Professional Military Education and its effects on the Unrestricted Line Naval officer career“. Thesis, Monterey, California. Naval Postgraduate School, 1997. http://hdl.handle.net/10945/8595.
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Approved for public release; distribution is unlimitedThe results of this thesis show Joint Professional Military Education (JPME) has four primary impacts on the Unrestricted Line (URL) Naval officer career. First, JPME is an effective retention tool. Second, almost all URL officers completing WME do so between the 10 and 22 year points in their career. Third, a URL officer completing any form of JPME prior to the 0-5 promotion board does not have a significantly better chance of promoting to 0-5; whereas, a URL officer completing resident JPME prior to the 0-6 promotion board has a significantly better chance of promoting to 0-6- except in the case of nonresident WME, intermediate level Phase 1/11, and the equivalents (Federal Executive Fellowships or Foreign Service Colleges). For these three forms of JPME, the effect on promotion is insignificant at all levels. Fourth, unlike JPME, a URL officer completing any form of graduate education prior to the 0-5 promotion board has a significantly better chance of promoting to 0-5. In contrast, a URL officer completing graduate education after the 0-5 promotion board does not have a significantly better chance of promoting to 0-6
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Vores, Charles S. „Taking the lead in professional growth the development of a NATO SOF intelligence officer“. Thesis, Monterey, California. Naval Postgraduate School, 2012. http://hdl.handle.net/10945/27917.
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This thesis analyzes intelligence support to NATO Special Operations and the training that facilitates this capability and recommends a model to increase competence in the field of intelligence. The training provided by the NSTEP has led NATO SOF intelligence personnel to fill critical positions that have afforded operational elements to execute missions. The successes of ISAF SOF have been attributed to the skilled analysts that have developed clear pictures of the enemy threat and the analysis of raw information. These skill sets are critical to ensure that the commanders guidance is met and the gaps answered for the operational elements. The steps taken by the NSHQ to meet the need for skilled intelligence professionals have been pivotal to the growth of the NSTEP schoolhouses course curriculum. Additionally, increased accesses to ISR assets and interactions with other intelligence agencies have levied added responsibilities on NATO SOF intelligence officers to become more knowledgeable about multi-disciplinary intelligence operations. This requirement forces NATO SOF intelligence officers to become experts in multiple fields. This access enables these officers to seek out additional training to meet these needs. To ensure these requirements are met, does NSHQ need to develop a curriculum that provides management training for intelligence officers to meet the need of overseeing multisource intelligence elements
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Aronow, Julie A. Paleen. „The impact of organizational politics on the work of the internal human resource professional“. Online version, 2004. http://www.uwstout.edu/lib/thesis/2004/2004aronowj.pdf.
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Goins, Jacqueline Lorraine. „Sexual boundary violations between peace officer agencies and offenders“. CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2074.
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Peace officers across this country have allowed a hostile environment to be created with offenders who are in their custody. An overview of the issues to be addressed in this study will begin with sexual boundary violations among peace officers and offenders, such as physical intimacy and emotional commitment that meets the sexual needs of the peace officer.
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Ahmad, Maslina Binti. „Auditor independence in Malaysia : the perceptions of loan officers and professional investors“. Thesis, Cardiff University, 2012. http://orca.cf.ac.uk/47567/.
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The current study examined several issues regarding auditor independence from the perspective of an emerging market such as Malaysia. A spate of ‘mini-Enrons’ in 2007 and 2008 has raised questions of investor confidence in the financial system specifically the national stock market. These scandals involving listed companies have highlighted concerns of regulators and other interested parties relating to threats to auditor independence. Factors affecting the ability of auditors to remain independent include long audit tenure, financial dependence on a single audit client, non-audit services provided to audit clients, ex-auditor employment with an audit client and the existence of audit committees. It is therefore timely to examine the importance of auditor independence in the provision of reliable and credible financial information. The current study uses a questionnaire survey to examine users’ (bank loan officers and professional investors) perceptions of the impact of the various factors on auditor independence. The results of the study revealed that Malaysian users of financial statements have serious concerns about the threats to auditor independence. The results also reveal that audit committees are perceived as the main safeguard for auditor independence. In general, both groups of respondents agreed that the current regulations for auditors, as set down by the Malaysian Institute of Accountants’ By-Laws, were sufficient to safeguard auditor independence. However, there are mechanisms that the financial statement users believed should be implemented that could provide greater protection for their investment. For example, the loan officers in this study seemed to prefer mandatory audit firm rotation to partner rotation. Further investigation indicated that differences existed in perceptions across the examined demographic and background variables. The results of the study also suggest that Malaysian loan officers and professional investors still have faith in the auditing profession and this is reflected in their belief that audited financial statements are important for them to make lending and investing decisions.
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Crause, Anna Catharina. „Die doeltreffendheid van benutting van kantooradministrateurs in ondernemings“. Thesis, Cape Technikon, 1998. http://hdl.handle.net/20.500.11838/1695.
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Masters Diploma in Technology: Office Administration at the School of Business Informatics at the Cape TechnikonDuring visits to business organisations where students undergo co-operative education, it was revealed that functional managers, irrespective the size and type of organisation, are bound by many administrative tasks that leave them very little time for strategic planning and decision making. It also places a lot of pressure on these managers to keep up with technological developments.It also seems as if administrative staff who possess the required training, skills and proficiency are not utilised fully, and consequently do not experience work satisfaction - which leads to increased staff turnover.The solution to this problem seems to be the appointment of managers in charge of the administrative activities in an organisation - on all managerial levels, but especially on middle and lower management levels. Not only does this free functional managers from the additional burden of administrative obligations, but also enables them to concentrate on their primary function. In the study, these managers of administrative activities are referred to as office administrators.In this study, the factors that contribute most to the effective utilisation of the office administrator in business organisations were investigated. During this process, a model was also developed for the effective utilisation of office administrators.
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Horn, af Rantzien Katarina. „Miljöchefer : - ledarskap och medarbetarskap inom kommunalt miljö- och hälsoskydd“. Thesis, Umeå University, Department of Ecology and Environmental Sciences, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-34995.
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Environmental management officers – leadership and employeeship in local environmental health authority
The purpose of this study was to illustrate the working situation of municipal environmental health management officers. This is a qualitative study where I have interviewed ten environmental officers in ten municipalities in Sweden. The interviews were based on a half structured interview guide with questions. I have interpreted the interviews through different leadership theories. The role of the management officers is divided into many roles. The management officers have many possibilities to get more education in leadership for example they can join a network for environmental management officers or participate in different courses that employer pay. Ten different styles of leadership were found in this study: the manager with focus on administration systems, the Jack-of-all-trades-manager, the coach, the administrative official, the parent-manager, the working too much manager, the manager that get “helicoptered” by higher management, the pragmatic manager, the find out manager and the manager as manager. The employee situation is sometimes turbulent and employee turnover is extensive. The efficiency is low when a lot of time is necessary to continually educate new staff all time. The turnover and lack of development for an environmental health officer is costly because the resulting efficiency is lower than necessary. Working as an environmental health officer is an occupation with external and internal conflicts. More research is needed to develop the area of municipal environmental health in many ways.
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Ricci, Joseph. „Le delegue a l'information medicale : une profession a la recherche d'un statut officiel“. Université Louis Pasteur (Strasbourg) (1971-2008), 1987. http://www.theses.fr/1987STR1M023.
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McCue, Cheryl A. R. „Professional Development to Enhance Instructional Leadership and Practice of Central Office Administrators“. ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2560.
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Professional Development to Enhance Instructional Leadership and Practice of
Central Office Administrators
by
Cheryl A. R. McCue
M. Ed., Lehigh University, 1990
BS, Kutztown University, 1987
Doctoral Study Submitted in Partial Fulfillment
of the Requirements for the Degree of
Doctor of Education
Walden University
June 2016
Decades of research and practice suggest that educational administrators need to experience opportunities for professional development and continuous learning. This project study addressed the problem regarding the lack of a formal or systemic plan for professional development of central office administrators in a large suburban school district in northeastern United States. Supported by Lave and Wenger's communities of practice model and the work of Bandura in social learning theory, the research question investigated the ways in which central office administrators experienced continuous learning and professional development opportunities and the perceptions regarding the effectiveness of those practices as a vehicle for enhancing their knowledge of instructional leadership and practice. A descriptive qualitative case study design using the purposeful sampling of 18 central office administrators was used to collect data via an open-ended survey, plan analysis, and document reviews that were coded and analyzed for common themes. Themes that emerged revealed participants thought that collaborative and reflective practices were important to continuous learning and professional development and necessary to enhance knowledge of instructional leadership and practice. Study findings supported the need for increased time and an identified structure for professional development opportunities as well as an improved culture of learning for the district's central office administrative team. Providing a structure for more systemic professional development for central office administrators may lead to more quality instruction and leadership practice, thus influencing student learning in this district as an aspect of positive social change.
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Tang, Wai-ming Gilbert. „A critical assessment of the impact of professional property management on office building leasing“. Click to view the E-thesis via HKUTO, 2002. http://sunzi.lib.hku.hk/hkuto/record/B42576994.
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Aragon, Marc A. „A web-enabled database for tracking the Personnel Qualifications of Information Professional Officers“. Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2005. http://library.nps.navy.mil/uhtbin/hyperion/05Dec%5FAragon.pdf.
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Roeder, Tobias Uwe. „Professional identity of army officers in Britain and the Habsburg Monarchy, 1740-1790“. Thesis, University of Cambridge, 2018. https://www.repository.cam.ac.uk/handle/1810/277825.
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This thesis explores the existence and outlook of a European officer class in the mid- to later 18th century by studying the army officers of Britain and the Habsburg Monarchy from the War of the Austrian Succession to the eve of the French Revolutionary Wars. It illuminates the character of such an officer class of ‘Military Europe’ with its own cultural customs and practices. Furthermore, it details similarities, differences and peculiarities of both officer corps. This is achieved by analysing the social and national composition of both armies, with a focus here on the Habsburg Army due to the fact that it took in great numbers of foreigners and that the muster lists give an indication of how great the proportion of nobility was. A comparison with the British case shows striking similarities but also obvious differences. In a further step the ability of individuals for social advancement and national mobility is scrutinised on both sides. In this context, the state’s care for its officers and their social security is also taken into account. One possibility to acknowledge the officers’ service was to raise their status, either by ennoblement or through increasing the prestige of the uniform in court and society, its transformation into an ‘Ehrenkleid’ (garment of honour). As officers increasingly became servants to the state, rather than noble retainers and military enterprisers, they were also subject to professionalization efforts by the sovereigns. What becomes apparent, however, is that the officers did not only react to such measures but that at least a significant part of them actively worked on improving the service, thereby exhibiting a growing professionalism. In order to explore the coherence of the officer corps in those armies, with officers all following the same codes and accepting each other as equals, the thesis looks into core values (including honour, duty, courage and loyalty) binding them together and separating them from the enlisted men. The thesis will also offer a glimpse of their engagement with civilian society and culture as well as their role as ‘foot soldiers of Enlightenment’. On a European level, interaction between these officers proves their general acceptance of and respect for each other, while at the same time acting as state representatives in wartimes. Their interaction with non-European and non-state military forces and their leadership marks out the fluid boundaries of military Europe, but also exhibits the pervasiveness of European military culture.
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Ludvig, Mats. „En spricka i den militära professionen“. Thesis, Försvarshögskolan, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:fhs:diva-1693.
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Under det senaste decenniet har den säkerhetspolitiska situationen i Europa ändrats.Försvarsmakten har därmed tvingats att anpassa sig efter situationen för att svara mot dekrav som den nya säkerhetspolitiska bilden ställer. En del av denna anpassning är en ökadfokusering på internationell verksamhet vilket innebär att den militära professionen måsteändra sig på ett antal punkter. Ett faktum är att inte alla officerare har genomfört eninternationell insats och därmed påverkats av den miljö och verksamhet som där ingår.Syftet med uppsatsen är att undersöka om officerarna med eller utan internationelltjänstgöring har olika inställning till ett antal aspekter runt försvarsmakten, dess roll ochverksamhet, som till del kan kopplas till professionsbegreppet. Uppsatsens empiri byggerpå två grupper officerare varav endast individerna i den ena har genomfört internationelltjänst. Insamlingsmetoden har varit i enkätform. Uppsatsen är skriven utifrån en hypotessom säger att det finns skillnader mellan de två grupperna och särskilt i frågan vilkenkonfliktnivå som skall utgöra grunden för grundutbildningen av soldater och förband. Somstöd för att utvärdera resultatet används forskning inom professionsteorin och i synnerhetden gren som avhandlar det militära. Resultatet visar att det finns klara skillnader mellan detvå gruppernas inställning, till vissa frågor rörande försvarsmaktens roll.During the last decade the security environment in Europe has changed. TheSwedish armed forces have had to adapt to the new situation. Due to that thearmed forces changes focus from the national to the international arena. Thatmeans that the military profession also is transforming in some aspects. Themain purpose of this essay is to examine if the officers who has internationalexperience, differs from those who hasn’t, in their attitudes to the role of thearmed forces. The essay has a hypothesis. H0 Officers with internationalexperience consider the low intensity conflict to be the basis for the training ofsoldiers and units. H1 Officers without international experience consider thehigh intensity conflict to be the basis for the training of soldier and units. Theessay tries to understand the changes in the armed forces from the angle of thetheories of profession. The method is based on a questionnaire that two similargroups had to answer. One consisted of officers with international experienceand the other one of officers that hadn’t. The results from the survey show thatthe hypothesis H0 has a relevance of 100 percent for the officers who haveparticipated in international missions from 18 months and more. The relevanceof H1 is 87 percent. The first group of officers also tends to se the role of thearmed forces as a security politics instrument. The other group sees the armedforces role as combination of an instrument of the countries defence and as asecurity politics instrument. The essay states that it’s a reasonable developmentin the view of the theories of profession. It also states de necessity that theofficial rhetoric is in line with the doctrines and the daily practice. Otherwisethere is a great risk that the so essential trust for the senior leadership and theorganisation will decrease.
Avdelning: ALB - Slutet Mag 3 C-uppsHylla: Upps. ChP 02-04
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Chung, Chan Yuk. „The attitudes of social workers and police officers to wife abuse in Hong Kong“. Thesis, University of Nottingham, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.243614.
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Carter, Marcia B. „A comparative analysis of necessary technical competencies required by New Hampshire entry-level clerical office employees as perceived by secondary business teachers and members of the New Hampshire Society of Training and Development“. Thesis, Boston University, 1988. https://hdl.handle.net/2144/38011.
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Thesis (Ed.D.)--Boston UniversityPLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you.
This research sought to determine which skills were necessary for entry-level office workers in NH as perceived by secondary business teachers and training directors. 175 questionnaires of 263 were returned by secondary business teachers and 78 of 143 questionnaires were returned by training directors. Each questionnaire contained ninety-three competencies which were classified into seven general skill areas. The Statistical Package for the Social Sciences and Lotus were used to analyze the data. Methods of analysis included frequency distributions, percentages, cumulative frequencies, means, cross tabulations, t-tests, and paired t-tests. The ten most important skills reported were: read/follow written directions, accurate typing, keep confidentiality, take accurate phone messages, follow oral instructions, type business letters, answer the telephone, demonstrate good listening skills, organize work, and proofread. The two general skill areas of the seven which need the most improvement were planning, organizing, decision-making; and written/oral communications. The nineteen individual skills of the ninty-three which need improvement in instruction were: answer the telephone, handle outgoing mail, keep confidentiality, meet and greet people, organize work, place telephone calls, read/follow written directions, set priorities, take accurate phone messages, work under pressure, work with interruptions, work without close supervision, demonstrate good listening skills, follow oral instructions, proofread, speak clearly and accurately, spell and define words, use correct grammar, and write legibly. Nineteen of the individual skills had a significant difference when analyzed by size of company with the larger companies placing a greater emphasis on importance. There was insufficient data to draw conclusions regarding necessary skills by the type of business. Size of school, school location, and number of business teachers had little effect on the necessary skills needed by entry-level clerical office workers although teachers in Northern NH placed a greater emphasis on the accounting skills than did teachers in Sourthern NH. The major implication of this study is that more emphasis needs to be placed on planning, organizing, decision-making, written and oral communication skills.
2031-01-01
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Lönnberg, Linnea. „The Military Profession in Times of Change : Understanding the Capacities for Handling Military Change among Swedish Officers“. Thesis, Försvarshögskolan, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:fhs:diva-9710.
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With the aim to situate the study of military professionalism and its relationship to change firmly in an empirical analysis, this thesis uses the method of grounded theory to study the elements of military professional mindset that impacts on the professional capacity to understand and handle military change. Theoretically the study situates itself in both the study of military professionalism and the study of military change, and challenges previous literature by stating that there are elements of the military profession that makes it adaptable to change. The results are based on data from interviews with military officers working for the Swedish Armed Forces and the analysis is developed through a multiple-step coding procedure which thoroughly grounds the study in empirics. The study finds that military professionals have a holistic mindset when understanding their own profession in relation to the military organisation and military change. Both rigid and definitive elements, such as hierarchy and loyalty, and less rigid elements, such as flexibility, adaptability and military preparedness, impacts the capacity to handle change and are seen as important elements of the professional mindset.
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Herman, Margaret Ann Brickell John L. Lynn Mary Ann. „Female central office administrators in Illinois personal, educational, professional, and perceived leadership characteristics /“. Normal, Ill. Illinois State University, 1988. http://wwwlib.umi.com/cr/ilstu/fullcit?p8818712.
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Thesis (Ph. D.)--Illinois State University, 1988.Title from title page screen, viewed September 7, 2005. Dissertation Committee: John L. Brickell, Mary Ann Lynn (co-chairs), Ronald L. Arnold, Paul J. Baker, Ronald L. Laymon. Includes bibliographical references (leaves 115-117) and abstract. Also available in print.
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Engelkes, Torbjörn. „Yrkesofficerares drivkrafter : En studie i motivationsfaktorer hos svenska yrkesofficerare“. Thesis, Försvarshögskolan, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:fhs:diva-2508.
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Denna explorativa studie genomfördes med en flerfaldig forskningsstrategi. Empirin bygger på intervjuer och enkäter med totalt 238 officerare varav 228 var yrkesverksamma vid studiens genomförande. Undersökningsfrågorna avhandlade drivkrafter som fick yrkesofficeren att vara kvar i yrket. Resultatet av undersökningen gav att de avgörande drivkrafterna för officersyrket bestod av ett flertal faktorer vilka inordnade under Maslows behovsteori visade sig fylla alla steg i behovshierarkin. Vissa av de avgörande faktorerna uppvisade dock skillnader i viktningsgrad främst beroende av variabler som ålder och vapengrenstillhörighet, men även av variabler som motivationsnivå, utlandserfarenhet samt tidigare civil erfarenhet. Försvarsmakten utgör således en arena för en stor del av officerens totala behovstillfredsställelse. Denna arena upplevs dock för närvarande uppvisa en del brister, främst strukturella, vilket leder till en tydligt minskad motivationsnivå hos en stor del av populationen.This study was conducted using a multiple research method with an exploratory approach. The empirical material was based on interviews and surveys with a total of 238 professional officers. 228 officers were employed by the Swedish Armed Forces at the time of the study. The survey questions dealt with the prime movers that motivated professional officers to remain in their profession. The result of the study showed the key prime movers for the officer profession consisted of a number of factors, which grouped in Maslow's theory of needs, turned out to complete all the steps in the needs hierarchy. Some of the major motivation factors however, showed differences in their weighting rate considering different variables such as age and weapons branch affiliation, but also variables such as motivation level, international experience and previous civilian experience. The Swedish Armed Forces constitute an arena for satisfaction for a large part of the officer's personal needs. However, this arena is currently perceived as having some deficiencies, mainly structural ones, leading to a clearly reduced level of motivation in a large part of the population.
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Guclu, Idris. „The Information-Seeking Behavior of Police Officers in Turkish National Police“. Thesis, University of North Texas, 2011. https://digital.library.unt.edu/ark:/67531/metadc84210/.
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A current trend that has emerged as a result of the information age is information-seeking behavior. From individuals to large social institutions, information-seeking behavior is utilized to attain a wide variety of goals. This body of work investigates the information-seeking behaviors of police officers who work in police stations in the Turkish National Police force. The study utilizes Leckie et al.’s (1996) model of information-seeking behavior of professionals. The findings indicated that police officers initially consulted their personal knowledge and experience. Next, officers rely upon their colleagues and then official documents. These information sources were consulted in the context of both conducting tasks and staying current. However, contrary to expectation, they rarely consulted informants. In addition police officers rarely consulted printed journals, libraries, books and attendance at conferences as information sources. The results of this study show that there were significant differences in the information sources used by police officers based on their gender in the context of staying current. On the other hand, there were no significant differences in the context of conducting police station tasks, by gender. Surprisingly, there were no significant differences in the information sources used by police officers based on their educational level. There were significant differences in the use of information sources by age, service years in police stations and service years in policing in the context of conducting police station tasks. Lastly, the results of this study indicated that service years in policing and the roles in police station were significantly correlated with the information sources used by police officers regarding staying current. This body of work offers insight into the factors that guide the information-seeking behaviors of police officers.
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Hjorth, Fredrik. „Complexity and Ambivalence in Ship Safety Inspection : The view of Swedish Port state control officers“. Doctoral thesis, Linnéuniversitetet, Sjöfartshögskolan, SJÖ, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-46963.
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Despite an extensive system of Port state controls (PSC) on ships, inspection loopholes in European control functions have been reported. Furthermore, risk factors associated with fatigue, stress and a poorly developed safety culture on board ships have been identified in earlier research. These combined risk factors may pose a serious threat to maritime safety. With this as a point of departure, this thesis aims to investigate the perceived work situation for Swedish inspectors from an inspector’s point of view concerning professional challenges, status and identity for inspectors and the perceived quality of Paris MoU inspection system and the Swedish inspection organization. In this study, the activities of Swedish PSC inspectors are viewed as a profession and the inspectors are viewed as bureaucrats. One of the principals for bureaucracy is that its servants should exercise their authority according to the common good, be autonomous, rational, reliable and responsible. The results indicate that organizational and management reforms have put the PSC bureaucrat under pressure to become more market oriented. Due to the responsibilities inherent in the profession of inspector within the complex structure of shipping, these organizational and management reforms conflict with the PSC inspector’s autonomy and professional role. Inspectors perceive that their expertise and integrity are vital for the success of their work. They also consider the high degree of control that the Swedish inspection organization exercises on the inspectors’ work as limiting to their autonomy and ability to make professional decisions. Some level of control may fulfil a need of support from the Swedish inspection organization, but too much control hampers the professional self-sufficiency and freedom of action. The inspectors in this study reveal considerable ambivalence towards the quality and complexity of ship safety inspections carried out in Sweden and within the Paris MoU system.The research has been funded by, the Swedish Mercantile Marine Foundation.
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Booher, Brandon M., und Derek S. Waisanen. „Introducing professional writing skills to future Naval Officers: an adjunct to NPS Distance Learning“. Monterey California. Naval Postgraduate School, 2008. http://hdl.handle.net/10945/10297.
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MBA Professional ReportNewly-minted naval officers will be judged by seniors on the merits of their writing skills. Required undergraduate English composition courses do not prepare officers to write clear, well-organized correspondence required during active duty service. This project answers the following question: will written communication training provided to midshipmen prior to commissioning enable them to report to their first assignments with the written communication knowledge and skills to communicate their intentions clearly at first attempt and write with impact, thus decreasing the administrative burden on senior officers. To answer this question, we provided professional writing training in the form of interactive modules to 17 NROTC midshipmen at Marquette University and then assessed their understanding and capacity to apply the concepts. Midshipmen earned scores that met or exceeded our criteria for comprehension of the guidelines for professional writing. In addition, midshipmen interview responses were overwhelmingly receptive to this training, and, as a result, 100-percent of midshipmen surveyed felt better prepared for future professional writing tasks. We recommend that the NETC mandate standardized writing training for midshipmen prior to their commissioning. Additionally, we recommend that the NPS partner with the NETC to assist in creating a distance-learning tutorial for professional writing
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Booher, Brandon M. Waisanen Derek S. „Introducing professional writing skills to future Naval Officers an adjunct to NPS Distance Learning /“. Monterey, Calif. : Naval Postgraduate School, 2008. http://edocs.nps.edu/npspubs/scholarly/MBAPR/2008/Dec/08Dec%5FBooher%5FMBA.pdf.
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"Submitted in partial fulfillment of the requirements for the degree of Master of Business Administration from the Naval Postgraduate School, December 2008."Advisor(s): Suchan, Jim ; Simon, Cary. "December 2008." "MBA professional report"--Cover. Description based on title screen as viewed on January 28, 2009. Includes bibliographical references (p. 57-59). Also available in print.
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SOUZA, GABRIEL GIRNOS ELIAS DE. „DESIGN FICTIONS: GRAPHIC DESIGN AND PROFESSIONAL DISCOURSE IN CONTEMPORARY BOOKS OF INTERNATIONAL ARCHITECTURE OFFICES“. PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2015. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=25607@1.
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PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIROCOORDENAÇÃO DE APERFEIÇOAMENTO DO PESSOAL DE ENSINO SUPERIOR
PROGRAMA DE SUPORTE À PÓS-GRADUAÇÃO DE INSTS. DE ENSINO
O trabalho investiga o papel que o design de livros impressos adquiriu na cultura disciplinar da arquitetura desde a última década do século XX, principalmente em monografias produzidas por expoentes com fama e atuação internacional. Compreendendo que o design de livros tem sido crescentemente usado como instrumento de constituição de uma identidade ou atitude pública de arquitetos., o objetivo do estudo é analisar se e como certos atributos do discurso profissional e mesmo da obra arquitetônica dos escritórios (que são tanto o autor quanto o assunto) se fazem presentes na configuração formal dada aos livros e, especialmente, na linguagem gráfica das apresentações de projeto contidas neles. Para isso, o trabalho contextualiza a inserção cultural e potencialidade expressiva do livro impresso em face à recente realidade de mídias eletrônicas e, especificamente, ao desenvolvimento histórico das relações entre a disciplina da arquitetura e suas mídias de difusão, apresentando também uma reflexão metodológica sobre os fatores, elementos e conceitos a serem considerados para uma análise do design de livros de arquitetura. A tese apresenta em seguida três estudos de caso, dos quais o principal é o influente S,M,L,XL, monografia de Rem Koolhaas e seu escritório OMA feita em parceria com o designer Bruce Mau (1995). Os outros estudos, mais sucintos, tratam de livros inspirados nesse primeiro caso: FARMAX: Excursions in Density, do escritório MVRDV (1998), e Yes is More: an archicomic on architectural evolution, de Bjarke Ingels Group (2009). A partir de paralelos e divergências entre esses três casos, a tese procura ressaltar aspectos relevantes das dinâmicas profissionais e culturais internas à disciplina da arquitetura na contemporaneidade.
The dissertation investigates the role of book design in architecture s disciplinary culture since the last decade of the twentieth century, especially in monographs produced by firms internationally famed. Considering that book design has been increasingly used by famous architects as a tool for the construction and display of public identity and attitude, the goal of this work is to analyze whether and how some attributes of professional discourse and even of designs from the architecture offices (who are both authors and the subjects), are incorporated in the formal configuration given to books and, especially, in the graphic language of project presentations in them. The dissertation examines the cultural role and expressive potential of the printed book medium in the context of recent times electronic media and, specifically, in the historical development of relations between the discipline of architecture and its media of diffusion. It presents a methodological reflection on factors, elements and concepts to consider for a design analysis of architecture books. Then, it makes three case studies, the main case being the influential S,M,L,XL (1995), monograph by architect Rem Koolhaas and his Office for Metropolitan Architecture (OMA) made in partnership with graphic designer Bruce Mau. The two other shorter analysis address books inspired by the first case: FARMAX: Excursions in Density, from MVRDV (1998), and Yes is More: an archicomic on architectural evolution (2009), from Bjarke Ingels Group (BIG). Through comparing the similarities and divergences between those three books, the dissertation seeks to highlight relevant aspects of professional and cultural dynamics internal to the architecture discipline in contemporary times.
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Perry, Tracy A. „An analysis of primary military occupational specialties on retention and promotion of mid-grade officers in the U.S. Marine Corps“. Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Mar%5FPerry.pdf.
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Thesis (M.S. in Management)--Naval Postgraduate School, March 2006.Thesis Advisor(s): Samuel E. Buttrey, Kathryn M. Kocher. "March 2006." Includes bibliographical references (p. 181-182). Also available online.
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Tang, Wai-ming Gilbert, und 鄧偉明. „A critical assessment of the impact of professional property management on office building leasing“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B42576994.
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Hjafta, Corneels, und n/a. „Implementing national competency standards in the professions in Australia : lessons for Namibia“. University of Canberra. Education, 1998. http://erl.canberra.edu.au./public/adt-AUC20060725.095855.
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This study originated from a professional interest of the researcher in
competency standards and their implementation in the professions. The
study was conducted with the aim of informing policy development and
implementation in Namibia in this area by drawing lessons from the
Australian experience. It set out to identify the factors that influenced
the implementation of this policy in Australia, the importance of these
factors and the strategies employed by implementors to enhance
successful implementation. The study is grounded in policy
implementation theory.
Twenty professions have been involved in developing and implementing
competency standards in Australia under the guidance and with the
support of a national government organisation called the National Office of Overseas Skills Recognition (NOOSR). The main objectives of the
Australian government in implementing this policy were the
improvement of migrant skills recognition and the achievement of
recognition for professional qualifications across state and territory
borders.
Time and budgetary constraints would not allow the involvement of all
the professional groups in this study, so four groups were selected based
on their size and progress made in developing and implementing the
standards. The groups ranged from a very large professional group
(more than 250 000 members) to a very small professional group
(approximately 3 500 members). Eleven respondents from NOOSR and
the professional groups participated in the study. Data was gathered by
structured interview, a rating schedule and document analysis.
The study found that there were seventeen factors that influenced this
process as perceived by the respondents. These factors were classified
into five categories: technical, political, economic, administrative and
political, and then placed on a matrix with the levels at which they
exerted their greatest pressure: external, internal to the professional
body, and on the steering group. This classification of factors gave
indications of the types of strategies and the level of intervention which
may address implementation problems best. The study compiled a list of
the factors in order of importance as rated by the respondents. This
ranking showed that leadership was the most important factor, followed
by experience and expertise of the steering group and the need for and
appropriateness of the standards for the professions. The study also
found that the Australian government employed inducement, capacity
building and facilitation strategies to enhance the successful
vii
implementation of the standards, while the professional bodies
employed mainly staff development and training as strategies.
The study concluded that Namibian policy makers and implementors
can draw the following lessons from the Australian experience:
1. there is a need for a balance between pressure and support from
government;
2. there is a role for a national implementation plan;
3. the main attraction of national competency standards is still the
many uses it can be put to and the many purposes it serves for
different organisations;
4. assessment strategies need to be considered from the beginning;
5. the methodology of using a representative steering group to lead
standards development is one of the best features of the Australian
approach;
6. Over time, the original objectives of the policy became low priority
for NOOSR and the government;
7. the classification matrix can be used as a planning tool; and
8. the ranking of the factors indicates the importance of organisational,
technical and economic factors.
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Almeida, Ana Margarida Martins de. „When do startups hire a CEO?“ Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/13235.
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Mestrado em FinançasEste estudo avalia os fatores que levam um fundador a contratar um Director Geral (Gestor Profissional) para a sua empresa. A literatura anterior tem vindo a estudar os Directores Gerais e as startups separadamente, sendo o tema de estudo ignorado. Pretendemos contribuir para a literatura ao pesquisar em que momento as startups decidem contratar um Gestor Profissional e as transformações que daí ocorrerão. A revisão da literatura refere: se as startups contratam ou não um Gestor Profissional, quais os determinantes para o contratar e, por fim, quais as características de um Gestor Profissional. Para esclarecer esta investigação, utilizamos dados recolhidos através de uma entrevista semi-estruturada e complementa-mo-la com fontes secundárias. A nossa amostra inclui startups incubadas na região de Lisboa, que contrataram um Gestor Profissional ou que permaneceram com os fundadores iniciais no papel de CEO (Gestor Fundador). A nossa principal conclusão indica que o Gestor Fundador tem habilidades de liderança incomparáveis e ao ser crucial na vida de uma startup, a longo prazo, as empresas geralmente permanecem com estes no papel de Director Geral.
This study evaluates the factors that drive a founder to hire a Chief Executive Officer (Professional CEO) for its start-up. Previous literature have studied CEOs and start-ups, separately, being the study topic itself ignored. We aim to contribute to the literature by researching in which moment the startups decide to hire a Professional CEO and the transformations that from there will occur. The literature review refers to: startups hire or not a Professional-CEO, which are the determinants to hire him/her and finally, which are the characteristics of a Professional-CEO. To enlighten this investigation, we use data collected through a semi-structured interview and complement it with secondary sources. Our sample includes startups incubated in the region of Lisbon, which hired a Professional CEO or remained with the initial founders in the role of CEO (Founder-CEO). Our major findings indicate that as Founder-CEO have unmatched leadership skills and are crucial in the life of a startup, in the long-term, the ventures usually remain with them in the role of Chief Executive Officers.
info:eu-repo/semantics/publishedVersion
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Jack, Barbara Leigh, und res cand@acu edu au. „A Study of Factors Affecting Participation and Performance of Police Officers Undertaking the Queensland Police Service’s Management Development Program by Distance Education“. Australian Catholic University. Faculty of Education, 2005. http://dlibrary.acu.edu.au/digitaltheses/public/adt-acuvp83.04092006.
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Management education for police officers has played a significant role in the desired transformation of police services around the world from vocational to professional status. This thesis reports research that employed qualitative and quantitative data collection methods to investigate the factors affecting participation and performance of Queensland Police Service officers who undertook the Management Development Program by distance education mode. Three phases of data collection were employed. The first phase involved interviews with facilitators of the program about their perceptions of factors that affected participation and performance of officers enrolled in the program. Data from this phase were used to develop a questionnaire with seven internally consistent scales. This questionnaire constituted the second phase of data collection and was completed by officers at the ranks of senior constable, sergeant and senior sergeant who had successfully completed at least one unit of the Management Development Program. Data gained from the questionnaire were used to investigate the relationship between an officer's characteristics and the factors that influenced participation and performance in the Management Development Program. An analysis of these data provided the basis for the development of a schedule for interviews that were conducted with the manager of the program and the head of the School of Management. Central to these two interviews were implications for the delivery of the Management Development Program as part of the Queensland Police Service's continuing education and professional development program. These interviews constituted the third phase of data collection for this study. This study found factors that influenced the participation and performance of officers undertaking the program were their attitude to in-service professional development, how they perceived professional development, issues about their success potential, the level of personal, professional and academic support they received, the impact of aspects related to program delivery, and discourse with facilitators of the program. A model that provides a comprehensive representation of the relationships among the variables was developed. Key recommendations derived from this study have implications for the clinical delivery of the Management Development Program. Recommendations focus on the need to market the benefits of the program to individual officers, to provide enhanced student support services, to ensure the appropriateness of the learning materials, and to establish orientation programs and assignment-writing workshops for officers. Recommendations for the Queensland Police Service include the need to market the program’s importance to continuing education and professional development for officers as well as the program’s contribution to ensuring officers possessed sound management skills. Recommendations focussing on human resources include ensuring that numbers of facilitators are adequate to meet the learning needs of officers and that all facilitators possess appropriate postgraduate qualifications. It is also recommended that the postgraduate level of the Management Development Program be reviewed to determine if it is the most appropriate for the needs of officers and the service.
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Mirchandani, Kiran. „Living in the office : professional telework and its critical reflection of the public-private dichotomy“. Thesis, McGill University, 1996. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=40199.
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The primary concern of this thesis is to understand why the "public-private dichotomy" has such resilience in contemporary Western society. Feminist reflection on the dichotomy reveals that at it serves the patriarchal purposes of misrepresenting, masking and devaluing women's lives. Teleworkers are individuals who work at home; they often opt for this work arrangement because they want to better integrate their public (or work) and private (or nonwork) spheres. Ironically, however, teleworkers reify the dichotomy between public and private in their daily lives. Through in-depth qualitative interviews with female and male teleworkers, I explore the mechanisms which reinforce this. These mechanisms include first, the sexual division of labour in the home and second, the gendered notion of "professionalism." Comparing female and male teleworkers I show how workers at home are physically removed from the office environment but work in a way that largely reproduces the "gendered professionalism" inherent in the organizational culture of this environment. Perceiving the opportunity to telework as a privilege, they have to legitimate this work arrangement by continuing to make sharp distinctions between public "work" and private "nonwork" which in turn reinforces the sexual division of labour in the home. These mechanisms keep the public-private dichotomy in place. I argue, however, that teleworkers interpret the dichotomy in a critical manner; through a "critique from within" they challenge the dichotomy. This challenge originates in their experiences that the best work (which they often call "real work") is carried out in the private sphere of the home. In fact, the office is identified as inappropriate for "real work" precisely because it is public. The dichotomy between public/work and private/nonwork begins to be prized open. I argue that the long term consequences of this critique will depend upon the guided entrenchment of telework within organizations.