Service Infusion in Manufacturing: Exploring Risks and Service Strategies

MSc in International Business and TradeServices assume an increasingly influential role in the modern economy, giving rise to what is known as the service economy. Manufacturing firms are therefore pursuing service strategies with an enhanced interest to expand their value propositions. Whilst the ambition is to create customer value, increase competitive advantage and deepen customer relationships, studies have found that expected benefits are rarely materialized. While it is necessary to accept some level of risk to capture emerging opportunities, it is critical to identify and mitigate risk exposure. For that reason, this thesis strives to fill a gap in the literature by identifying the risks associated with various service strategies. A qualitative multiple case study is conducted to explore this complex phenomenon where eleven interviews are performed with experienced managers at eight manufacturing multinational corporations (MNCs) to generate empirical data. An abductive approach makes it possible to move flexibly between existing theories and literature without being bound by them. According to the findings in this thesis, the service strategies are clearly connected to varying levels of risks. A pervading theme is that the level of risk is associated with uncertainty, customer co-creation and capital requirements needed to perform the service activity successfully. Based on the findings, three theoretical propositions are suggested; Co-creation decreases strategic risk; High volume decreases strategic and financial risk, and lastly; Capital intensive services increase financial risk whilst making some strategies less suitable. By identifying and analyzing the risks encountered by MNCs when pursuing new service strategies, the findings in this thesis can help firms and managers make more informed decision

"Hur attraherar vi rätt?" -En kvalitativ undersökning av hur sex svenska IT-konsultföretag använder sig av employer branding i rekryteringen av nya medarbetare.

Undersökningen tog ansats i den bristkompetens som finns på dagens arbetsmarknad inom IT. Syftet med studien var därför att studera hur olika IT-konsultföretag använder sig av employer branding i rekryteringen av nya medarbetare. Ur detta kunde även diverse likheter och skillnader mellan företagen urskiljas. Då undersökningen grundades i en kvalitativ metod samlades data in ur nio semistrukturerade intervjuer på sex olika företag. Analysen av materialet gjordes genom att koda diverse teman och kategorier. Den generella slutsatsen som drogs var att företag ofta väljer att attrahera arbetssökande med mjuka värden. Mjuka värden sammanfattades med diverse teman som syftar till att fokusera på människor. De flesta företagen uttryckte även att fokus på deras employer brand infaller i det första personliga mötet med kandidaterna. Eftersom studien avgränsades till att endast undersöka företags externa employer branding är förslag på vidare forskning att även studera den interna aspekten av fenomenet. Genom detta kan viss kritik riktas mot undersökningen

Är den svenska försvarsmaktens sikte inställt på inkluderande ledarskap?

Few organizations today are as relevant as the Swedish Armed Forces. The prevalent world situation and the debate concerning NATO has made the Swedish Armed Forces subject to discussion around the globe. To broaden the general knowledge regarding the Armed Forces organization and its leadership practices we have contacted leaders within all three branches of the Armed Forces, the marine, the airforce and the army. This was done to deepen the knowledge regarding how leadership is exerted, not only in one or a select few regiments, but in the Swedish Armed Forces in its entirety. More specifically, the interviews and the thesis have been focused on how, and if, they are practicing an inclusive leadership style and in what way they consider their employees well-being and needs. The purpose of the essay has been to illustrate and clarify the current military leadership within the Swedish Armed Forces. More specifically it was the inclusive aspect of their leadership that we wanted to examine further. Does this leadership-model have its place in a traditionally hierarchical branch, and if so, how it is implemented in reality. The thesis is an incidence study, and has been based on a qualitative method where a deductive research approach was chosen. Within the boundaries of the essay interviews have been made with people who have, or previously had, a leading role within the Armed Forces. These were the basis of our primary data. The collected data has been processed using a thematic analysis-process. As a step on the deductive research approach a theoretical framework was made, which includes two primary areas; Hierarchical and inclusive leadership. The theory behind the two leadership models explains their origins, pros-and cons, and what characterizes them. On both of these we apply Maslow's hierarchy of needs theory, in order to map out how the different needs can be satisfied by the two different leadership styles. To give additional foundation for the analysis Grint's leadership theory in combination with his historical overview over leadership evolvement was used. We also utilized Michel Foucault's book about disciplinary power. The interviews gave rise to different statements of the leadership within the Armed Forces. Different patterns were identified, but the common ground was that hierarchical leadership is a must have in the Armed Forces, considerings its unique business. In large it can be stated that the decision making is limited to the leaders when there are exercises and active situations.However there is a possibility for discussion and deliberation between these instances, to ensure quality and continuous improvement. As it turned out the inclusive leadership model was a large part of the Armed Forces daily routine, and that their focus on their employees well-being and needs in line with Maslow's hierarchy of needs theory was essential to make recruits stay after they finished their military service and take employment

Neutron-induced astrophysical reaction rates for translead nuclei

Neutron-induced reaction rates, including fission, are calculated in the temperature range 1.d8 <T (K) < 1.d10 within the framework of the statistical model for targets with atomic number 83 < Z < 119 (from Po to Uuo) from the neutron to the proton drip-line. Four sets of rates have been calculated, utilizing - where possible - consistent nuclear data for neutron separation energies and fission barriers from Thomas-Fermi (TF), Extended Thomas-Fermi plus Strutinsky Integral (ETFSI), Finite-Range Droplet Model (FRDM) and Hartree-Fock-Bogolyubov (HFB) predictions. Tables of calculated values as well as analytic seven parameter fits in the standard REACLIB format are supplied. We also discuss the sensitivity of the rates to the input, aiming at a better understanding of the uncertainties introduced by the nuclear input.Comment: 14 pages, 10 figures, 2 tables in paper, 2 in Annex and online tables example