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- Wiktorsson, Magnus, 1971-, et al.
(författare)
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Exploring Site roles in Global Corporations : Balancing Local identity to Global responsibility
- 2016
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Ingår i: 23rd EurOMA conference EUROMA 2016.
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Konferensbidrag (refereegranskat)abstract
- This paper presents how the lead plant role within an international manufacturing network (IMN) is expressed from a site perspective, in relation to key competitive factors. A participative observational study of a workshop series with five Swedish manufacturing sites, all working within international companies, showed how the sites’ interests challenges and supports the interests of the IMNs. The lead plants are to lead the development and dissemination of new knowledge, but still being competitive in efficiency and delivery. Strong positions within the six analysed competitive factors were generally expressed as positive abilities for being a lead plant within an IMN.
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- Molin, Fredrik, 1977-
(författare)
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The Art of Communication : Investigating the Dynamics of Work Group Meetings in a Natural Environment
- 2012
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- Meetings in work groups are important organisational arenas to form ideas, share knowledge, and co-ordinate and develop work. Therefore, meetings are a potential source to innovation and efficiency in organisations, as well as to a means to improve interpersonal relationships in the workplace. One approach in previous research on group interaction has been to codify verbal utterances and link various communication patterns to group performance. However, missing in previous research is how the interaction pattern in a group emerges and how behaviour of the group affects the interaction pattern. This thesis focuses on behavioural and contextual factors and their impact on the interaction pattern of work groups. The aim of the thesis is to investigate how the interactional pattern of meetings is influenced by the behaviour of the leader, the behaviour of the group members, and the structure of the meeting.To investigate the link between contextual factors and the interaction patterns, group observations were conducted in management teams and work groups, during their ordinary meetings. As a basis for observation, Losada & Heaphy’s (2004) communication model was applied, which showed a link between a specific communication pattern and high performance. The findings of the present thesis suggest that the leader plays a significant role for the outcome of the interactional pattern of a meeting and that he or she can contribute in several ways. Equally important to the interactional pattern of management teams and work groups is the effort and commitment expended by the other participants. The findings further show that the structure of the meeting is relevant: For example, structuring the meeting as a case discussion rather than a traditional meeting agenda results in a more dynamic interaction. By examining how the interaction is affected by leader behaviour, employee participation and meeting structure, the thesis contributes to the existing literature in the field of interaction analysis.
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| 6. |
- Ericsson, Ulf, 1978-
(författare)
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Om organisering av det regenerativa arbetet : samtal om roll, process och interaktivt meningsskapande
- 2010
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- The focal point of this thesis is an interest in the phenomena of regenerative work, which is a work that has the potential of recreating and developing human resources and energy. The aim is to make a contribution, by presenting a supplementary perspective, to this area of research by considering regenerative work through a process perspective where the centre of interest is transferred from being a question of what to a question of how? The guiding research question is as follows: How could the organizing processes of regenerative work be understood? - more specifically - through an interactive approach the purpose is to describe, analyze and understand those everyday processes that have implications for regenerative work. This general inquiry took place at a number of wards/departments at a hospital in southern Sweden. Above all, the empirical focus concentrated on two specific occurrences: (1) an implementation of a new work model at the various wards/departments and (2) the function of the ward managers and their work situation. Empirical material was collected in collaboration with assistant nurses, registered nurses and ward managers through forum dialogues, interviews and observations. Narratives as formation of knowledge are a significant tool that constitutes an important foundation of this thesis. The chain of events and actions of complex processes are thus interpreted and understood by means of using narratives as a research device. The narrative form was also a source of inspiration for a large portion of the results presentation. The comprehension of the construction of experiences that may be related to regenerative work must be interpreted and understood beyond an individualistic perspective. Overconfidence in rules and routines, and a predetermined execution of the work proved also to be problematic in a complex and symbolically charged reality. Consequently, regenerative work must be understood in the light of a reality/world that consists of regularities and irregularities as well as predictability and unpredictability. It is in the complexity of such worlds, actors are required to interpret what their work/assignment is about and to carry it out satisfactory and to the best of their ability. Hence, two crucial questions are derived: How is the work/assignment interpreted? Are their prerequisites in the organization enabling and supporting good performances? In conclusion, these two questions are interconnected and discussed further in view of local basic conditions for conversation and action as well as leadership in terms of organizing for sensemaking.
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| 8. |
- Mathiassen, Svend Erik, et al.
(författare)
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Organisatorisk mångfald – inspirerande innovation eller Babels torn?
- 2009
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Ingår i: Inkluderande arbetsliv. - Stockholm : Fritze. - 9789138233184 ; , s. 89-109
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- Den aktuella svenska politiken strävar efter att alla som vill och kan ta en plats i arbetslivet ska kunna få göra det. Det utanförskap som idag drabbar vitt skilda grupper ska åtgärdas, och arbetsmiljön ses som ett vitalt verktyg för att förverkliga ett inkluderande arbetsliv. På en organisationsnivå motsvarar idén om ett inkluderande arbetsliv begreppet organisatorisk mångfald, dvs. att organisationen rymmer personer med olika bakgrund, erfarenheter och kompetens. För att förstå villkoren för organisatorisk mångfald och bestämma rätt väg att nå dit, är det helt nödvändigt att skilja på anledningen till att en person inte släpps in i organisationen. Är orsaken negativa attityder men inga egentliga brister i arbetsförmåga, dvs. individens kapacitet att utföra sina arbetsuppgifter? Eller finns det faktiska brister i arbetsförmåga hos personen som kan åtgärdas antingen genom att hon ökar sin kapacitet eller genom att anpassa arbetet? Eller är personens arbetsförmåga permanent nedsatt? Dessa grader av utanförskap ställer organisationen inför olika utmaningar, och särskilt för gruppen med svårlösta brister i arbetsförmåga kommer många arbetsgivare att vara skeptiska till att investera i en anställning. Samtidigt finns det en växande acceptans för att socialt ansvarstagande ingår i företagens etiska skyldighet, och därmed finns det en drivkraft för att även se en anställning av exempelvis personer med psykisk funktionsnedsättning som en del i en etisk profilering. Ett stärkt varumärke genom ansvarstagande rekrytering är en potentiell framgångsfaktor vid organisatorisk mångfald. En annan framgångspotential, som är mera direkt knuten till produktivitet och lönsamhet, är att mångfald kan öka tillgången på erfarenheter och idéer i organisationen, och därmed dess kreativitet och motståndskraft. Mångfald kan även ge en bättre avspegling av olika kunders värderingar och förväntningar, dvs. att kunden känner igen sig bättre och organisationen förstår kundens behov bättre. Att förverkliga potentialen kräver medvetna insatser av organisationen som måste grundas på dess kultur. Slår insatsen fel kan strävan efter mångfald få motsatt effekt: sämre arbetsmiljö och förstärkt utanförskap för personer som inte anses passa i verksamheten.
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| 9. |
- Södergren, Birgitta, et al.
(författare)
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Ledning av innovationsprojekt
- 2009
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Ingår i: Management of Innovation and Technology. - : Institute for Management of Innovation and Technology. - 1102-5581. ; , s. 5-6
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Tidskriftsartikel (övrigt vetenskapligt/konstnärligt)
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| 10. |
- Larsson, Pär, 1957-, et al.
(författare)
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Att förändra förändringen : en studie av förändringsarbete inom SVT
- 2008
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- To manage change in an organization is difficult, but it is even more difficult to change the methods of change. In this report (written in Swedish) we present a study of change in a public service media organization - the Swedish Television (SVT). SVT finds itself, since several years, in a situation of radical change. Changes concern the market situation, with new media entering the television industry and increased competition. Cost cutting, outsourcing, and reorganizations are recurrent, and work roles and competence profiles change for professionals in the company. The use of digitalized and IT-based technology creates a new technological context. Archives and copyrights are more important than ever. The role of public service is also subject to political discussion. To meet this rapidly changing environment, actors within the company wanted to develop the way of leading and managing change in the organization. In this research project we followed a part of the company during 2004 - 2007. Leaders wanted to support broader participation in the change process, and further develop as a learning organization, with strengthened abilities of knowledge sharing and knowledge creation. The tradition had been to use more expert driven forms of change and top down implementation. Top management, many (but not all) middle managers, technicians, and employees shared the view that the company’s way of working with change ought to be changed. However, in spite of good aspirations, it showed to be difficult to change the methods of change in practise, and in this study we try to explain why. The analysis shows some deeply rooted characteristics in the organization. These characteristics are common in many other large organizations, so we have no reason to believe that SVT is unique or less developed when it comes to leadership, organizing or change methods. Instead, we would like to contribute with some in-dept knowledge that can be put in use when organizations strive to generate constructive change processes. In the report we describe how the internal dialogue about the change methods was given low priority, and how established communication patterns favoured expert- and technology driven change, rather than broad participation and collective learning. The study also illustrates how a knowledge based (or learning oriented) perspective on change tends to collide with technology oriented and expert driven change logic. It was hard to combine these parallel, but not explicitly outspoken, attitudes and beliefs, concerning for instance, competence, employee’s participations, cost calculating, buyer – deliver relations, and roles in the change process. It is argued in the report that the colliding logics in these areas cause a creative tension that could be constructively taken care of in change processes. It is also argued that both a technological/ expert driven rationality and a knowledge-based (or learning oriented) perspective, should be taken actively into consideration in times of radical organizational change.
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