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Sökning: LAR1:du > (1990-1999)

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  • Abrahamsson, Bengt (författare)
  • Det gick som det gick. Om inre logik, särskilt i organisationer
  • 1994
  • Ingår i: Sociologisk forskning. - : Sveriges Sociologförbund. - 0038-0342 .- 2002-066X. ; 31:3, s. 3-22
  • Tidskriftsartikel (refereegranskat)abstract
    • Whatever happened, happened. Some notes on inner logic, especially in organizationsThe notion that social events partly arise as a consequence of inner logic, i.e. that patterns and structures emerge outside of, or even in opposition against, plans and goals is a common element in social science. Inner logic is a summary term for social processes developing autonomously, i.e. without any individual or group intending them. Organizations quite often contain inner-logic processes. If, as this author maintains, fruitful organization theory has to build on rationalistic assumptions, how then do we handle instances of inner logic? A first step may be to break up the traditional link between structuralism and functionalism, maintaining the former and rejecting the latter. Organizations are intentionally dynamic, i.e. depend on order and predictability. To the extent that inner-logic processes appear in organizations, they should be analysed as confrontations between opposing rationalities rather than as spontaneous reactions of a ”system” . Also, frequently recurring organizational forms such as hierarchy are more fruitfully regarded as e.g. transaction-cost outcomes rather than as functional responses to system needs. Rationalism and structuralism are compatible, rationalism and functionalism are not.
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  • Ager, Bengt (författare)
  • Arbetsorganisation i träbränsleeldande fjärrvärmeverk
  • 1998
  • Rapport (övrigt vetenskapligt/konstnärligt)abstract
    • The objective of this study has been to describe and analyse existing forms of organisation in heating plants using wood fuels, regarding work tasks, organisational structure, skill demands, crew recruitment, working hours and wage conditions. Sixteen plants ranging from 10 to 120 MW have been studied by means of interviews, work place observations and written material. The job of the operator of heating plants is fairly qualified, independent and varied. The most negative factor is shift work. Some of the bigger plants (enterprises) have a relatively hierarchic, segmented and perhaps also an oversized organisation. However, modern concepts of organisation, such as customer orientation, ”flat organisation”, integration of production and maintenance etc, are gaining ground. Blue collar and white collar tasks are increasingly being integrated. Some of the medium sized enterprises have reached very far and may serve as models for bigger enterprises.
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  • Ager, Bengt (författare)
  • Arbetsorganisation i träbränslefabriker
  • 1998
  • Rapport (övrigt vetenskapligt/konstnärligt)abstract
    • The objective of this study has been to describe and analyse existing forms of organisation in wood fuel plants regarding work tasks, organisational structure, work content, skill demands, crew recruitment, working hours and wage conditions. The study has been introductory, con¬sisting of 2-3 hour visits to 12 plants. The production of refined wood fuels is carried out in rather small plants. The number of employees ranges from 6 to 15 persons in the factories producing between 20 and 100 thousand tons per year. Generally one shift crew consists of only two persons. The operator job requires multiskill capacity, dexterity and autonomous problem-solving. The job can be considered as qualified, responsible, autonomous, meaningful and variable. It was generally considered that it takes about a year to become a good operator. And even after that, one is still learning. Negative factors are shift work, partly poor physical working environment (dust and noise) and, occasionally, mental pressure and overtime. Modern organisation concepts are, to a large extent, applied in the wood fuel plants. The organisation is flat, lean and customer-oriented.
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