Browsing Master-uddannelser / Executive Master´s programmes by Title

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En politisk analyse

Bittmann, Bo; Schaar, Bjarke (Frederiksberg, 2012)

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The concept of comprehensive approach originates from decades of incapacity for creating the necessary sustainable peace through various forms of military intervention. Comprehensive approach specifically makes demands on the superior planning of an armed intervention and makes demands on an extensive coordination in the operating units in the field (military as well as civilian). Comprehensive approach is primarily about a more rational use of resources in areas of conflict with the aim of achieving quick results and much effect. With this initiative it is the intention of the government to ensure that the use of Danish national resources in international operations of crisis management takes place in a focused, effective and coordinated way. For that reason the Ministry of Foreign Affairs of Denmark and the Danish Ministry of Defence initiated a proposal in 2004 for using Danish national resources in international operations of crisis management in a focused, effective and coordinated way with the involvement of relevant and competent operators in the form of contributions from governmental institutions, the military, humanitarian organizations and to a certain extent also civilian enterprises. It is the object of this paper to study how the operators of the area individually speak of comprehensive approach and why no action is taken taking into account an ostensible concurrent agreement that comprehensive approach is a good idea. Our research of the problem is based on a social-constructive perspective using as the underlying basis ‘the empty signifier’, theories of hypocrisy and legitimacy, their predication being relevant to the research question. Among other things our analysis has shown us that an alternative research question that could have resulted in the same analysis and conclusion could have been “Who is the comprehensive approach intended for?” On one side the concept comprehensive approach is closed for commenting as regards it being a good idea but at the same time open for commenting as regards content. To maintain the empty signifier for comprehensive approach, the operators of the area play the hypocrite to adhere to their legitimacy, and the final analyses uncover how the operators of the area individually identify themselves in relation to the comprehensive approach. In that way the operators become hybrids – they appear as fragile when they benefit the most in the role of the victim – and at the same time they appear as strong because neither operator knows what it is about. The operators thereby take the role from which they benefit the most in the situation. With this it can be said that where the operators were to be the means in relation to the aim, paradoxically the operators themselves become the aim in relation to the means.

URI:

http://hdl.handle.net/10417/2988

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Co-creation og co-production som en del af Radikal Velfærdsinnovation

Kan inddragelse af borgernes viden, kreativitet og ressourcer bidrage til at skabe bedre velfærd i en krisetid?

Juhl, Henrik Hauschildt (Frederiksberg, 2012)

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Introduction: The radical efficiency model has been proposed as a way of obtaining different, better and lower cost public services. Engaging citizens in design and production of services and utilizing their knowledge, creativity and resources is a core part of the model. "Daily living rehabilitation" has been introduced in Danish municipalities as an innovative way of improving elderly citizen's abilities to independently perform activities of daily living. The objectives of the daily living rehabilitation programmes are increased self-reliance, improved quality-of-life and lower costs. Research Question: As an example of radical efficiency the daily living rehabilitation programmes are the study objects. Three research questions guide the analysis:  How can co-creation and co-production within the daily living rehabilitation programmes create self-reliance and consequently reduce the need for compensating care.  Which organizational barriers exists for the use of co-creation / co-production as a part of the implementation of daily living rehabilitation, and what is their impact on opportunities to improve cost-effectiveness.  How can increased use of co-creation or co-production contribute to further development of daily living rehabilitation programmes with a view to achieving greater self-reliance and less need for compensating care? Theory: Within a social constructivist view the governance/network perspective guides the analysis. Neo-institutional theory understands organizations within institutional fields as guided by institutionalized, organizational myths and developing isomorphic characteristics in order to be seen as legitimate. Organizations may apply decoupling/loose coupling/organizational hypocrisy in order to accommodate inconsistent expectations. Different strands of co-creation and co-production theory developed within marketing, strategic management and public service analysis are reviewed. No single, clear and consistent understanding of and definition of co-creation and co-production emanates from the review. In broad adherence to an emerging convergence of theoretic understandings, co-creation and co-production are defined as two separate concepts. Methods and data: two municipalities with active daily living rehabilitation programmes situated in Region Zealand are selected as cases. The selection of respondents was stratified, selecting in each case the responsible director and a programme manager/project manager for semistructured, qualitative interviews aiming to understand the socially constructed knowledge of respondents. Data were extracted and condensed from interview minutes using sound recordings for clarifications, and then categorized guided by theoretical characteristics and constructs. Analysis first clarified the respondents own understandings and interpretations, and then applied a teory-based interpretation. Results: Co-creation, in the form of dialogue between citizen and front-line staff on what is important for the citizen, is a crucial precondition for the citizen's motivation for active participation (co-production), and achieving co-created value creation. Value creation for the citizen is mainly focused on dignity and freedom, and for the municipality on cost reduction. The potentials of involving relatives and networks are largely untapped. Daily living rehabilitation in the Danish organizational elderly care field is now a relatively well-established rational myth and an institutio-nalized practice characterized by mimetic and normative isomorphism. The institutionalization of the daily living rehabilitation concept is at the same time an opening for the dissemination of the limited form of co-production and co-creation, built into the Fredericia model of daily living rehabilitation, and at the same time a possible organizational barrier to the dissemination of the broader understanding of co-creation and co-production that underlie broader civil society strategies such as radical efficiency. Coping strategies of front-line staff in the form of rejection of citizens based on expected rehabilitation potential and delaying rehabilitation can both act as organizational barriers to co-creation and co-production being initiated. Case-studies from abroad indicate that more radical co-creation/co-production models, facilitated by the government, but run by citizens, has the potential for more cost-effective solutions to welfare challenges. If this is true, also for daily living rehabilitation with more co-creation/co-production than in current models, then we have an untapped potential to create more cost-effective solutions by promoting more extensive co-creation and co-production. Radical efficiency can be seen as an idea that is traveling and undergoing translation, thus providing the foundation for yet another rational myth. Only testing and evaluation will reveal whether "Daily living rehabilitation 2.0" with increased focus on co-creation and co-production can improve results. Municipalities that engage in more co-creation must be aware that the benefits in the form of broader value creation can be followed by less controllability from the point-of-view of the municipality. Better municipal facilitation of co-creation and co-production may be linked in part to the recognition that some useful and relevant tasks should not be carried out by professional staff, and partly to strategic thinking regarding what motivates the citizen to co-creation and co-production, and how the municipality can increase citizen motivation, e.g. by active use of nudging.

URI:

http://hdl.handle.net/10417/3550

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De danske sambeskatningsreglers forenelighed med EU-retten

Med fokus på koncerners fradragsret til endelige underskud

Jørgensen, Morten Isak (Frederiksberg, 2019)

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The overall purpose of this thesis is to do an analysis of the compatibility of the Danish joint taxation rules with EU law with focus on group companies rights to deduct deficits that have been finally lost in other EU member states. The interest for this subject relates to a recent judgement issued by European Court of Justice (ECJ) on case C-650/16 (Bevola case) in which a Danish company was precluded from claiming a tax deduction in Denmark for a loss suffered by its permanent establishment (PE) in another EU country following cessation of its activities. The case is still pending at the Danish national court. The Danish Corporate Tax Act (CTA) introduced in 2005 applies a territoriality principle under reference to section 8 (2), whereby Danish companies cannot claim tax relief for losses suffered from foreign permanent establishments or subsidiary companies. Danish permanent establishments and Danish subsidiary companies, which are part of a Group, are subject to mandatory joint taxation consolidation treatment under section 31. However, the Danish CTA allows Group companies to elect international joint taxation under section 31 A, which means that all foreign entities must be included in Danish tax return and has a binding period of 10 years. In the Bevola case, the ECJ found that the Danish CTA was incompatible with the freedom of establishment as set forth in the Article 49 of the Treaty of the Functioning of the EU, when it does not allow tax relief for a final loss suffered by a PE registered in another EU member country. This approach is not considered proportionally with the EU freedom rights. This judgement falls in line with previous ECJ case law practice for final losses and is seen as continuation of the “Marks & Spencer” doctrine following case C-446/03. An amendment of section 8 (2) must be expected. The ECJ also found that even though the mandatory national Danish joint taxation regime does represent a restriction against the EU freedom rights, this restriction can be justified under reference to a number of overriding reasons justified for the law provision. The most interesting take away from the Bevola case is that the ECJ did not consider the Danish CTA option to elect an international joint taxation regime relevant for the overall assessment of compatibility of the Danish joint taxation rules with EU freedom rights. This judgement contradicts with the legal basis, which the Danish CTA for joint taxation rules was based on. This judgement by the ECJ is seen as an opportunity to ask if the current Danish CTA is due for reconsideration and replacement. The concepts of a group relief model for final losses and national group contribution schemes are highlighted as interesting schemes to modernize the Danish CTA system and to increase the EU compatibility. This approach is also considered to have interesting perspectives for introduction at a broader EU-level, which maybe could be a solution for harmonising a joint perception of the concept of final losses. Meanwhile, the ECJ role for judgements in new final loss cases is expected to continue given the uncertainty on how to clarify definitively the conditions for final losses.

URI:

http://hdl.handle.net/10417/6321

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Den agile udfordring

Offentlig ledelse i en omskiftelig verden

Lux, Jesper Hammerich (Frederiksberg, 2015)

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Society is increasingly characterized by rapid changes, short planning horizon, complexity, paradoxes and interdependence. The accelerating pace of technological development and the global network society contributes to this development. How do the public managers understand this leadership challenge, and how do they react? Do the challenges call for specific leadership traits and skills? What recommendations can be given? This master thesis explores how digitization challenges the leadership traits and skills in the public sector, with special regards to the Ministry of Employment. Which recommendations can be given to leadership development and evaluation in regards to the findings? Using qualitative research methodology from a philosophical hermeneutical standpoint, this thesis is designed to further our understanding of what is here called “the agile challenge” for public managers. Data for the thesis were collected through interviews, documents, own experiences and observations, conducted on top and middle management levels. Theories were selected in order to analyse the data and further the understanding of the subject in various perspectives: Vertical agility, horisontal agility, mental agility, strategic agility and network management. Theories used for this purpose included Public Sector Leadership Pipeline by Dahl & Molly-Søholm, Competing Values Leadership by Cameron et al., Leadership Agility by Joiner & Josephs, Fast Strategy by Doz & Kosonen and Managing Uncertainties in Networks by Koppenjan & Klijn. The thesis concludes that the agile challenge is percieved differently at different management levels, corresponding to the different roles and obligations at the specific management levels. For top managers the challenge is to be always on, and always in tune with the external environment, and to understand the digital changes in core business, and launch empowerment strategies. The middle managers are challenged by a pressure on their mental ability to manage diverse and complex problems, and to be able to think from an outside-in perspective on their services. On both management levels the sector-specific, implementation-focused, high-speed bureaucracies lean towards more specific collaboration- and empowerment strategies. The thesis concludes, that the Ministry of Employment today only partially has set up strategies that deal with developing agile leadership competencies and strategic agility, and that this work should be furthered in a systematic and conscious way, in order to deal properly with the agile challenge to public management.

URI:

http://hdl.handle.net/10417/5381

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Den gode medarbejder

En analyse af hvordan den gode medarbejder træder frem, når tillid er styringsteknologien

Søgaard, Morten Bruun; Lambrecht, Brian; Froberg, Klaus Herholdt; Riishede, Luise (Frederiksberg, 2015)

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Purpose The overall motivation of this thesis is driven by a common interest in our master-group; namely how actors can be seen as subjects, depending on the type of leadership and especially steering-technologies the actors operates in. The point is that steering-technologies always constructs certain meaningfulness, create contingency. That everything could be different, yet not at all. Steering-technologies make the construction of certain roles possible, and create certain conditions for steering. Our main question throughout the thesis is how the steering-technology “Management by trust” can be the source of creation for expectations of “the good employee” as a subject. We see that steering-technologies are not innocent. Throughout the thesis we ask of the concepts and communication that relates to “the good employee”. The idea of “the good employee" we consider to be a semantic construction that changes over time. Certain meaningfulness in the idea of “the good employee”, is not static and changes depending on which steering-technology that are applied in the public sector. Data, method and theory Our empirical data is based on analyzes of text, being a policy document, job advertisements, as well as four qualitative interviews, conducted in a semi-structured interview form. First we analyze a policy document in the form of “Moderniseringsredegørelsen af 1983” (Ministry of Finance, 1983). Secondly we look at Job postings from 1984, 1994 and 2014. All gathered from newspapers, magazines and on the Internet. The selected ads are limited to clerical and social-educator positions. Thirdly we analyze semi-structured qualitative solo interviews of 4 anonymous public managers at a strategic level. The theoretical basis of the master thesis primarily offsets in a Niels Åkerstrøm Andersen understanding and use of the German sociologist Niklas Luhmann's system theory, with a Foucauldian understanding of power. We choose in our analysis, to sit up by Niels Åkerstrøm Andersen's understanding and application of the semantic analysis strategy. With a semantic analysis, we can see how the formation of meaningfulness is generalized and takes the form of concepts that are available for communication of “the good employee” when “managing by trust”. Conclusions In our master thesis we can, on an overall perspective, conclude that in our selected time period of 30 years, steering is not seen as direct coercion, but rather as steering, which requires freedom. It is also a steering that arranges how freedom becomes possible, in a certain way. In 1983, the idea of “the good employee” are employees who allow themselves to impose individual responsibility and are motivated by individual compensation, in order to become better qualified and more productive than other public employees. In our 30 year historical perspective through job advertisements, we find that in 1984 there is an expectation that “the good employee”, possesses formal qualifications and thus is qualified for the position. In 1994 we see expectations of personal skills explicitly are being defined. We find, for example, that “the good employee” must be able to enter into relation with other people. “The good employee” must in 2014 possess multiple personal skills, be able to create dialogue and cooperation with others, and constantly show commitment and good humor. It is in 2014 no longer sufficient for “the good employee” to attend work only to perform a predefined task. When the strategic management level talks about “the good employee”, paradoxes can be observed in that the “good employee” must deliver higher quality for less money, within an indefinable frame of expectations. “The good employee” is expected to both keep within the frame, and take on the freedom to challenge the frame. “The good employee” is expected to be able to work in a constant and never-ending process of change. It is expected that the good employee never will be satisfied with him or herself, the level of knowledge or working practices, never to find peace, and always will be heading towards something new. The employee must burn for learning, and the flame must never burn out. We see in our analysis, that there are multiple expectations for the good employee, when 7 an organization is “managed by trust”. “The good employee” must be able to observe himself, in his own work, and here to see how anything can be done smarter, for the benefit of all. The employee is expected to take responsibility for being the bearer of its own infinite potential. We have shown that the good employee is expected to step into many different and complex roles, in which the employee is expected to be able to cope in multiple relationships and diverging dialogues. An employee must therefore be both one and many. The outlook for “the good employees” becomes such that they are responsibility-taking, self-managing and self-responsible for ensuring that tasks are performed correctly and that the organization will have met its needs. “The good employee” must therefore even figure out what specifically is expected in the situation, and so it must be done with personal enthusiasm. “The good employee” must show enthusiasm and commitment, while the organization is always in motion and in a state of chaos. “The good employee's” personality is made subject to steering.

URI:

http://hdl.handle.net/10417/6122

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Den godkendte revisors ansvarspådragelse med fokus på generationsskifte

Birk, Kjeld (Frederiksberg, 2019)

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URI: http://hdl.handle.net/10417/6327

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Det organisatoriske udviklingsprojekt “Elevplanen”

Pilgård, Finn (Frederiksberg, 2013)

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The Danish welfare model is under pressure. Some people would even say in crisis. This is due to many factors. One, is the demographic changes in the coming generations, and the foundations of the welfare state, which is public willingness to having to contribute through taxes, are pushed through a heavy tax burden. We need to find other ways of organizing the production of welfare facilities, which may mean showdown with decades of leadership and governance, but also with the trade professionals traditional roles and tasks. The structural and financial reforms in 2007 wore 2 of the most radical reforms of the public sector in Denmark ever. The reforms have resulted in significant changes for the institutional governance, and indirectly to the employees for the performance of tasks. Virtually all public welfareservices are provided by people for people. It is therefore essential for the quality of the public service that it`s delivered by motivated and qualified employees. Reforms affecting governance, but does it also affect the employees motivation and assignment? This task focuses on a welfareservice in one specific institution; UUC Maglemosen, but similar development can probably be found in many other specialized institutions across the country. Conditions for the management of UUC Maglemosen since 2007 as amended by the foundation of the institution's operations now only on fare revenue and due to establishment of new public institutions and private promoters there is now 40 competitors in a geographical area in which UUC Maglemosen previously had a monopoly. New external stakeholders in the running of the institution requires solid documentation of performance. The Management at UUC Maglemosen has implemented significant changes for the employees in the work of documentation the performance through a studentplan, and has provided new and more stringent academic requirements for employee assignments of the student plans. The described management conditions differ from the intentions of the reforms in several areas; A desired unitary authority and finance responsibility which in fact on the has been multipronged due external stakeholders and supervisors' power to determine whether the student belonging to the target group, and thus has the right to education and a marketbased framework to ensure a costeffective operation, which in a market requires transparency and comparability. For the institution, the more complex operating conditions resulted in a need for a strong documentation tool that is based on the wishes of the external stakeholders, and not in the didactic and pedagogical considerations, which hitherto has been the basis for the work. Management at UUC Maglemosen has introduced a new concept of the studentplan requiring standardization which is a change of the traditional academic traditions. A change in management of the institution can have affected employee motivation and thereby the production of welfareserivce. Based on this study, I hope to be able to organize further organizational development in change of the student plan from being an internal tool to a tool for documentation of performance to external stakeholders in a way that preserve the employees motivation The task I want to explore is: "The thesis seeks answers on how changes in managementconditions for UUC Maglemosen has changed the employees motivation and practice, as illustrated by the changes in the work of the studentplan, and how the organizational development going forward should be organized” About governance it can be concluded that the shift in conditions has influenced UUC Maglemosen so that the basis for the operation now is in the form of competitive tendering. The payment controls the price, and the studentplan controls performance. It can be concluded that employees have understood and accepted the reasons for the changes. Employees understand and agree in the external stakeholders' demands on documentation. It can be concluded that the reforms has resulted in changing the requirements and that the changes has affected the employees` work and motivation, which has resulted in developing of new forms of cooperation.

URI:

http://hdl.handle.net/10417/3872

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Det Skabende Krydsfelt

Om Salamanca erklæringens manglende implementering og samskabende inklusion

Munk Jakobsen, Klaus (Frederiksberg, 2013)

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This master thesis takes its point of departure in the Salamanca Declaration content, about Inclusion, and how we practice the marketability, and how we in Denmark, have tried to solve this problem. The thesis is an attempt to identify why this legislative should take almost 20 years before the implementation of Inclusion is processed in the country's municipalities. In order to understand this, I will try to identify the underlying management chains, discourses and paradigm-thinking that together and separately, have importance for the rationale, but also is the story of how we have endeavored to solve the task. The thesis is not an attempt to uncover the truth about the lack of willingness to include, but rather a Studio picture of what has been going on and maybe to some extent still is. Since I'm aware that there probably is no clear answer, but perhaps rather many legend models, it is also an attempt to contribute a cover of these assumptions, in order to bring the story forward in a whole. The thesis is at the same time a desire to describe what I define as the intersection, which is a metaphorical description of the public governance link between policy, management and service profession. My errand to describe the cross-field is a study of the necessary amount receivable, as implementation of inclusion calls for, namely a creative cross-field. Inclusion is not a method which, in isolation, may be decided in a typical management context. Inclusion is much more than that. Inclusion is a social task, which goes deep into many public structures. My position is therefore that it is not alone is enough to demonstrate this challenge, at the same time, it is imperative to take proactive ownership of the task, as part of the public administration. My basic assumption is that this problem must be solved in a creative cross-field collaborative community or what I call creative intersection. In the thesis I expand the intersection construction, to include parents and research. This is because the two groupings are crucial for the creative cross-field initiatives to take place. The thesis thus identifies three cardinal areas of analysis, namely: 1. the Salamanca Statement of non-implementation through 20 years. 2. Identification of cross-field's position in the management chain. 3. Sam's practice-building initiatives. I have chosen to make 5 qualitative interviews with respondents who are representative in relation to the intersection, as in the treatise partly to reflect a comparative study of cross-field interaction with inclusion rationale, but at the same time, a study of cross-field position and their own fundamental assumptions and encodings of each other. Finally, the study also brings a clarification for the reader, on a comparative look at the differences between cross-field participants. Thus, there is both a 1st-order and 2nd-order perspectives inlaid in the analysis. Task flows into one and the conclusion, where I will point to a broader perspective in relation the creative cross-field's development direction. Interview with various respondents is attached as audio file under annex, on cd. It is the dissertation's aim is to try to answer on why it is necessary to look at the creative cross-field as the organizational field, when there should be cooperation to give inclusion implementation force.

URI:

http://hdl.handle.net/10417/3969

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Det SKAL give mening

Brugercentreret og medarbejderdreven innovation som ledelsesfilosofi

Darmer, Mette Rosendal; Kynemund, Mette (Frederiksberg, 2012)

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Abstract:

This master of Public Governance is describing an experiment at Copenhagen University Hospital Rigshospitalet and Stenhus Gymnasium and HF, based on data from an innovative co-creation pro-cess. The purpose of this master was to test a Usercentret Innovation process as a philosophy for leadership in a professional culture. We examine whether a co-creation process create a new sense and whether that will be a catalyst for new working solutions with better results for our users. A small group of employees and leaders have been participating in this experiment. The process was facilitated by MindLab – a development unit across three ministries. MindLab collected and analyzed the qualitative data (photos, interviews, cultural probes) from our users: patients and students. These data was presented to us as patterns, which were typical experiences from the users. For the participants it was quite an eye-opener. In both organizations we thought we knew the effect, and therefore we were all disrupted in our core service. It generated many ideas in the inno-vative process and thereby new knowledge for a change in our patterns of action. The methods were based on Christian Bason “Leading public sector innovation: Co-creating for a better society” (2010). We used Carl Weicks theory of sensemaking as a primary analytical perspective: ”Sense-making in Organizations” (1995). Sensemaking is understood as a process that is grounded in iden-tity, retrospective, enactive, social, ongoing, focused on cues and driven by plausibility. These seven elements in the sensemaking process were our analytic lens to understand the co-creation pro-cess and the possibilities the process created for us and our employees. We may conclude that the process has given us a deeper understanding of our users, our working process, our organizations and a broader perspective of the society we serve. We created together a language of innovation in our organizations and created powerful innovations questions for the fu-ture. The innovation process includes a great respect for the professionals knowledge and experien-ce. This meant that our participants experienced motivation and willingness to change there wor-king processes. We conclude that we obtained new knowledge about leading our professional employees by facilitating and framing an innovative co-creation process. This process has shown to be a powerful element in our leadership. We have just started the journey, and will continue to make sure, that our organizations create a real difference for our users. We really want to make a difference for our users as well as our employees.

URI:

http://hdl.handle.net/10417/3122

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Differentieret (reduceret) fødevaremoms og effekt på folkesundhed

Med særligt fokus på frugt, grønt og basisfødevarer

Andersen, Jens Rikardt (Frederiksberg, 2010)

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Value added tax (VAT) is effectively a retail sales tax. Whereas a sales tax is collected only at the point of sale to the consumer, VAT is collected at different stages of the production process as value is added to the product. VAT paid to the tax authorities is calculated from the difference between prices on buy and sell, i.e. added value. The consumer will pay in the end, as VAT is added to consumer prices. In 2005 VAT was about 20% of the total Danish tax-revenue. In Denmark we have a uniform VAT of 25%, but it is frequently suggested from politicians, that a differentiation of VAT could be a tool as stimulus for making healthy choices. The interest for a reduction of VAT on fresh fruits and vegetables have been the prime focus based on the assumptions, that this could lead to a reduction in cardiovascular morbidity and mortality, decrease the incidence-rate of bowel cancer, and to a minor degree to reduce the burdens of obesity. Many other countries have reduced VAT on foodstuffs, but not with the intentions directed against public health. The aim has mainly been social, to provide sufficient calories to all the population or directed against trade-problems like preventing import or border trade. Accordingly, comparative studies would not provide any answers to questions about the expected benefits of VAT-reductions of this type. This paper looks into the primary, economical analyses to evaluate, if the conclusions in these contributions are valid. Economical model studies suggest that there are possibilities for substantial effects on consumers habits and choices through VAT-reductions on for instance fresh fruits and vegetables, but there are a lot of assumptions and conditions put into the mathematical models, and a large part of those are not reasonable from a reality perspective, but was necessary for mathematical reasons. The estimated changes in consumer behaviour were much more complex than expected, but they were modest concerning fruits and vegetables, and they did not affect people in the high-risk-groups. At the same time they carried large transactional costs, and lead to a major loss of revenue for the state. Accordingly, measurable public health benefits can not be expected by lowering VAT on fresh fruits and vegetables, as the social impact on health is very large. In conclusion, beneficial health effects of a reduction in VAT on fresh fruits and vegetables can not be expected, and as such be a “good bargain” for the state. On the other hand the estimated effects do not exclude that it might be a good idea to look into reductions in VAT in other groups of food-stuff, especially in combination with a duty on other selected products, but this remains to be analyzed. There is a very bad correlation between the documented facts and the way these issues are handled in political speeches and the public debate.

URI:

http://hdl.handle.net/10417/924

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Disciplin og selvstændighed i gymnasiet

Innovation som symbolsk betegner for et skifte i disciplindispositivet

Hovedskov Rasmussen, Anne-Birgitte (Frederiksberg, 2012)

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This thesis investigates how innovation as a new pedagogical tool has led to changes in the modes of learning and in different mechanisms within and around the lessons at a Danish high school. The innovative pedagogy mindset and tools is analyzed in order to find changes in motivation, action and attitude toward education among teachers and students at Københavns åbne Gymnasium. The thesis analyzes connections and divergence between innovation and a discipline dispositive, and is based on Københavns åbne Gymnasium’s three-year innovation project (2009-2012). It is investigated whether the students and teachers are educated and motivated differently when influenced by the mindset and tool of innovative pedagogy compared to traditionally teacher centered classroom teaching. Both teachers and students are treated as subjects in the sense of Michel Foucault, where human beings are made subjects through the power relations they engage with. A dispositive analytical approach is used in this thesis with reference to Foucault’s power analysis, discipline dispositive and governmentality, combined with Nicolas Rose’s analysis of freedom as norm for the subjects. The analysis is approached under the three different themes; transparency, normativity and subjugation, inspired by the keywords of Michel Foucault’s and Nicolas Rose’s theory and analysis. The empirics are based on seven semi-structured interviews with three teachers, two students, a government official, and an architect, as well as a student journal/diary from 1964, photographs, architectural drawings and educational regulations. An analysis of the shifting educational regulations through time shows a new articulation and awareness of the subject. Before 2003, the students are invisible in the paragraphs describing the aim of the education. With the reform in 2005 of the educational regulations, the students and the development of student skills and attitude get a key position in the aim of the education. In the reform from 2005, it is written, that the students should develop skills for innovation and creativity. The analysis shows that the innovative mindset produces new ways of learning and new ways of teaching. The subjects are working more creatively and independently, involving their own background and individuality in the work process. In traditional lessons the teacher evaluates the process and the product. In these innovative projects, all the students evaluate each other, and the teacher coaches the students in their progress. And it is demonstrated that, as a part of the innovative pedagogy, the process involve the students and teachers in a more visible way. It seems that this is motivating both students and teachers in their work. It is also shown, that there has been a change in the normative approach. In a discipline dispositive, a good student has certain qualifications, e.g. nice and proper. With a new innovation dispositive under construction a good student is expected to be creative and inventive. As a part of the Innovation project Københavns åbne Gymnasium has build new rooms for learning, called Innovation Rooms. It is demonstrated, that the traditional rooms places the subject in a predetermined position, with the teacher in front of the students, and with the teacher in a watching position as a supervisor. In the Innovation Rooms, there is no predetermined position for the furniture or for the subjects. They have to cooperate in making structures and rules for the ongoing project, and therefore they have to reflect on their roles and their relations. It is concluded, that a displacement of the discipline dispositive has taken place, influenced by the innovative practice at KG, and that what I would call an innovation dispositive is under construction. The innovation dispositive may be perceived as an answer to the problems with students drop out from the school system and with the absenteeism from classes on a daily basis. Or it may be perceived as a solution to the challenge of making the independent and selfmanaging youth function in the discipline dispositive. To put the thesis into perspective, it is postulated, that the innovation dispositive is a wider trend. As an important part of the innovative dispositive, there is a positive focus on diversity as a resource. You may recognize the innovative dispositive in primary and secondary schools in western societies, and in companies. It is postulated, that people with new skills and new attitudes and the diversity approach are demanded by a new order in the global market economy. On the other hand, people demand to be governed in order to succeed in a world of change an uncertainty. Finally, it is problematized that an innovation dispositive will cause other subjects to be overridden. Subjects that are well functioning in the discipline dispositive, may have problems with the ideas of freedom and with the demand for creativity and self-regulation. At the end of this thesis, I reflect on what I have learned during my process writing this thesis. I am the headmaster at Københavns åbne Gymnasium, and it is important for me to think about how I can govern independent subjects in such a way, that they can develop their creativity and innovation skills without overriding other subjects. And it is questioned in which way, the ongoing change caused by the Innovation Project at Københavns åbne Gymnasium can be governed in an explorative way.

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http://hdl.handle.net/10417/3118

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DTU Fødevareinstituttets myndighedsbetjening

Fortid eller fremtid?

Baggesen, Dorte Lau (Frederiksberg, 2012)

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Abstract:

This study describes three future scenarios for the National Food Institute in relation to its role as a supplier of independent and credible science-based consultancy to national and international authorities. The scenarios are based on two analyses. The general political and public management context is analyzed using the Agency theory based on New Public Management and the related economic and organizational frames. The future options for the Institute in relation to the tasks and development of governmental consultancy were analyzed through SWOT analyses. Both analyses where carried out from a realistic perspective with a deductive approach and based on empirical knowledge in the form of primarily organizational documents and secondarily personal, subjective observations and judgment of the organizational context. The first analyses based on the Agency Theory showed that this model with modification was applicable to describe the managerial reality for the National Food Institute. The modifications include an enlargement of the model by inclusion of dual roles and of multi-institutional context. In addition, as an academia the National Food Institute has independent autonomy and authority that enable the Institute to give feedback to its principals – The Ministry of Food, Agriculture and Fisheries and the Danish Veterinary and Food Administration, and thereby influence the identification of tasks and delegation of responsibility. This means that the division of power between the involved organizations is changed. The SWOT analyses build on a rational/functional approach and identify the internal strength and weaknesses of the Institute, as well as identify the opportunities and threats in relation to the external environment. The Institute and its staffs have a strong position in the Danish 'food landscape', including high credibility, authority and legitimacy in relation to science-based governmental consultancy. Internationally, and especially within the EU, the Institute has a strong position as guarantor for the scientific foundation for the high level of Danish food safety. The Institute is however challenged by declining public resources as well as increased competition and low success rates when applying for external financed research projects. The future is described in a status quo-, a finishing, and a development scenario, and it is concluded that the National Food Institute must work to strengthen the importance of science-based governmental consultancy and therefore maintain the area as a significant part of the mission. The alternative scenarios (status quo and finishing) will have such a large negative effect on the activity level and will also be further from the known identity of the Institute, that they cannot be considered as a realistic ending based on the needs of the food industry or regulatory service. A premise for the development scenario is the ongoing financial crisis and the following political agenda for reducing the public sector and thus the improvement of growth and development in the private sector. This means that both governmental consultancy and food research in general should be looked into from an economic growth perspective and thereby focused towards areas that can support the growth of food and related sectors but without compromising food safety, animal welfare and human health. Growth in the food industry, sustainability of food production, green technology and improving human health should be points of orientation for the Institute in the years to come. An industry-related growth perspective will challenge the independency of the Institute, but based on the Danish experience and the Danish model, it is concluded in contrast to the conclusion from the European Food Safety Authority (EFSA) that it is possible to maintain the credibility and integrity of the researchers also when they work in cooperation with industry. The development scenario should be based on continued internationalization within the EU but also beyond its boundaries. In this way the food safety level and the standard of living in general can be improved. In addition, the spread of Danish experience and views globally will increase the possibility of Danish influence when future international standards and regulations are formulated. The Institute should in the future contribute with the science-based knowledge for the necessary prioritization that has to be made in order to ensure that the limited resources are used in the most effective way, thus the society in general obtain the best results.

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http://hdl.handle.net/10417/3559

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Abstract:	Denne afhandling starter med en tese om, at der findes forskellige forståelser af medarbejderen i UCC, og at de forskellige opfattelser af medarbejderen er sameksisterende i organisationen og dukker op som uenighed og kampe i organisationen. Analysestrategien skal hjælpe os til at kunne iagttage forskellige forståelser af medarbejderen.
URI:	http://hdl.handle.net/10417/547