| 1. |
- Olofsdotter, Gunilla, 1957-, et al.
(författare)
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Study protocol: Local labour market programs–institutional structures, organizational forms and lived experiences
- 2024
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Ingår i: PLOS ONE. - : Public Library of Science (PLoS). - 1932-6203. ; 19:1
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Tidskriftsartikel (refereegranskat)abstract
- In this programme, we map and examine local labour market programmes (LLMPs) at the municipal level in Sweden. This includes their institutional structure and organisation, as well as the experiences of participants in the programmes, using a longitudinal approach with the aim to improve LLMPs. The long-term goal is to increasing the inclusion of LLMP participants in working life. To answer the programme’s questions, data will be collected and analysed within the four work packages. In each work package, a mixed-method approach is applied with a combination of quantitative and qualitative methods. The programme is informed by three overarching general theoretical approached, tying together institutional ethnography, intersectional studies of structural inequalities on different levels, and the role of emotions in everyday work. At the organisational level (WP 1), we will investigate the circumstances under which LLMPs are performed and negotiated by those involved. Here, the internal organisation, activities and methods are the focus. This approach will result in knowledge about the characteristics of these organisations and the factors promoting the inclusion of underrepresented groups in working life. By examining the activities in LLMPs (WP 2), we will be able to determine how their institutional structure differs between regions in Sweden, how the different municipalities work with labour market policy, how they translate national policy into the local context, how they organise their work and which initiatives they choose to adopt. By examining the individual experiences of those who are directly affected by such incentives (WP 3), knowledge and understanding will be obtained of the connections between experiences and labour market policies. This will give important insights into the functioning of local programmes and of the opportunities to create entry into the labour market. Furthermore, in WP4 we will develop and test an effect evaluation of work methods used in LLMPs and their effect on clients’ progress over time.
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| 2. |
- Augustsson, Gunnar, et al.
(författare)
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Swedish Managers in TWA Act as Boundary Spanners
- 2010
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Ingår i: Leadership & Organization Development Journal. - : Emerald. - 0143-7739 .- 1472-5347. ; 31:1, s. 4-17
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Tidskriftsartikel (refereegranskat)abstract
- Abstract: Purpose – The purpose of this paper is to highlight the complexity of manpower management in temporary work agencies (TWA). The aim is to investigate to which extent the managers reflects the features of boundary spanners. Design/methodology/approach – The results come from a case study where manpower managers at one of the biggest TWAs in Sweden are interviewed. Findings – TWAs' boundary-spanning managers mediate between the opinions of the clients, the TWAs, and the individual temps as well as balancing between trust and risk. The findings reveal the relevance of the managers' application of a flexible and a dialectical approach when delivering service to clients, the TWA and the temps. This flexible approach means being able to simultaneously embrace these three perspectives of interests. A dialectical approach involves being able to: systematically balance between the opposing pair of trust and risk and search for the most functional option and not relate others' opinions to one's own personal values. Research limitations/implications – The interview data come from a case study at only one TWA and it is collected in a limited number of interview subjects. Practical implications – The results can provide useful information for recruiters of manpower managers in a TWA when choosing staff members that can enhance strategic management of temps. The results can also be of assistance for managers when interacting with both customers and temps. Originality/value – The paper contributes to the literature by an analysis of the complex working conditions under which manpower managers in TWAs work.
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| 3. |
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| 4. |
- Bolin, Malin, 1974-, et al.
(författare)
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Bringing Organizations Back in : Going from Healthy Work to Healthy Workplaces
- 2019
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Ingår i: Nordic Journal of Working Life Studies. - : Det Kgl. Bibliotek/Royal Danish Library. - 2245-0157. ; 9:4, s. 3-17
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Tidskriftsartikel (refereegranskat)abstract
- The aim of this article is to discuss how the concept of inequality regimes can contribute to theoretical and methodological advances in occupational health research. We posit the mutual advantages of bringing together feminist intersectional analysis of inequality in working life with studies of working conditions and health. The job demands and control model (JDC) is used as a starting point for the discussion. Reintegration of organizational analysis into studies of working conditions and health is warranted, as organizations influence how working conditions are distributed and individuals are stratified in the labor market. We refer to that development as going from healthy work to healthy workplaces. We discuss how the concept of inequality regimes is open for mixed method analysis and how it can be used as a theoretical framework for unraveling the ways in which inequalities in working conditions and health are (re)created in different types of organizations.
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| 5. |
- Bolin, Malin, 1974-, et al.
(författare)
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Heltid som norm - en arbetstidsmodell för hållbara arbetsvillkor inom välfärdssektorn?
- 2019
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Möjlighet till heltidsarbete för alla anställda är ett uttalat mål i det avtal som slutits mellan Kommunal och Sveriges Kommuner och Landsting. Den stora andelen deltidsarbete inom välfärdssektorn beskrivs som problematiskt ur ett jämställdhetsperspektiv och en försvårande omständighet vid rekrytering och för kontinuitet i bemanning. Inom Sundsvalls Kommun inleddes 2018 ett projekt för att införa ”Heltid som norm” för både befintliga tjänster och nyanställningar. Den lösning som har valts är en arbetstidsmodell som gå under beteckningen ”85/10/5”, där siffrorna representerar arbetstid i procent. Åttiofem procent av arbetstiden är förlagd till den anställdes ordinarie arbetsplats. Tio procent utgör vikarietid inom den egna, eller en annan verksamhet. De resterande fem procenten avsätts för APT och kompetensutveckling. Totalt omfattades sju av kommunens verksamheter inom Socialtjänsten, tre äldreboenden och fyra gruppboenden.
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| 6. |
- Bolin, Malin, 1974-, et al.
(författare)
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”Our culture can be described as ‘Management by excel’” : Challenging inequality in the forestry industry
- 2018
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Despite the increasing proportion of women in traditionally male-dominated occupations, the Swedish labor market is still highly gender- segregated. An example is the Swedish forest industry in which about 90 percent of the labor force are men. The male dominance is identified as a barrier for development and has resulted in aspiration for gender equality. Social justice, increased competitiveness, and improved legitimacy as a modern and contemporary industry are examples of arguments used (Johansson). Earlier studies have found that the masculine coded culture within forestry might obstruct development as well as recruitment of employees. The industry is described as unmodern and old-fogeyish which may result in loss of competence if qualified staff decides to leave the forest industry. Difficulties to recruit and keep staff are put forward as contributing causes to the later years increased endeavor for gender equality. It was based on such a problem description one of the major forest companies initiated their work with the goal of creating a gender equal organization. A first step was to carry out a quantitative and qualitative status report of attitudes and experiences of employee’ working conditions and work environment from a gender perspective. Our aim is to problematize the gendered implications of employees and managers working conditions and work environment. The theoretical framework of ´inequality regimes´, as presented by Acker (2006) inspires the analysis. The concept was developed as a means of examining the production and reproduction of complex inequalities based on class, gender and race in organizations. The empirical material that is presented in this article is based on focus group interviews and a questionnaire that was completed by personnel and managers employed in a company in the forest industry. The paper contributes with new insights on women’s labor market (dis)advantage in Nordic welfare states by discussing how particular patterns of inequality are (re)produced by emphasizing a description of inequalities, based on a quantitative analysis, and the experiences of inequalities based on a qualitative analysis.The results unfolds a gendered logic of the company that includes certain norms that are built on the image of the ideal, abstract worker, in this case a white male working full time, who enjoys hunting, has a hunting dog, feels at home in the woods and has an educational background in forestry. The organizational culture is characterized by a hegemonic masculinity based on rationality and competitiveness, a “management by excel”. This also highlight a culture where quantitative measurements has the upper hand and obstruct the possibilities to challenge inequalities. Such normalization of the hegemonic masculinity places women as something deviant, an exception from the normal. These masculine norms and culture highlights how gendered inequalities are reproduced in everyday activities, practices and processes in this company.
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| 7. |
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| 8. |
- Giritli Nygren, Katarina, et al.
(författare)
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Gamla mönster och nya utmaningar : Kartläggning av kvinnors och mäns livs- och arbetsvillkor i Jämtlands och Västernorrlands Län
- 2011
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Denna rapport visar att såväl Jämtland som Västernorrland har en könssegregeradarbetsmarknad. Detta gäller både den vertikala könssegregeringen, d.v.s. att män istörre utsträckning innehar chefsposter, och den horisontella könssegregeringen, d.v.s.att större delen av arbetsmarknaderna i Västernorrland och Jämtland utgörs av yrkensom i huvudsak innehas av antingen män eller kvinnor. Även i sociala sfären återfinns ettojämlikt förhållande mellan män och kvinnor. Kvinnor tar ut en mycket större del avföräldraförsäkringen och är sjukskrivna i en större utsträckning än män. Kvinnor är ocksåi regel mer utbildade än män men har trots detta genomgående en lägre lön.Rapporten visar också att det finns tydliga regionala skillnader. Dels så skiljer sig de bådalänen åt i flertalet hänseenden, dels så skiljer de sig från genomsnittet i Sverige. Ettexempel på detta är att Jämtland har en större andel kvinnliga chefer än såväl rikssnittetsom Västernorrland. Ett annat exempel är att skillnaden mellan löneinkomster mellankönen är lägre i Jämtland än i Västernorrland och Sverige som helhet. En generell trendkan skönjas där Jämtland visar upp en något högre jämställdhet än rikssnittet samtidigtsom Västernorrland visar upp en lägre grad av jämställdhet som i de flesta fall ligger iparitet med eller något under rikssnittet. Följaktligen kan två slutsatser dras. (1)Jämställdarbetet måste fortsatt vara en prioritet för att vidare stärka de bägge länensattraktionskraft och utvecklingspotential. (2) De insatser som görs måste vara regionaltkänsliga, d.v.s. beakta länets specifika karaktär och historia, för att få en stark ochlångvarig effekt på jämställdheten.
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| 9. |
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| 10. |
- Larsson Hult, Karin, 1985-
(författare)
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En skola för alla, eller? : Om diskursiva dilemman i ett (o)möjligt värdegrundsprojekt
- 2023
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- The aim of this thesis is to discuss the possibility for schools in Sweden to be “a school for all”. More specifically, the study follows a four-year long project at a secondary school, aiming at implementing the idea of being “a school for all.” The Swedish education system has long engaged with the idea that education systems should be for all pupils and that teaching should be adapted according to pupils’ differentials needs. There is wide recognition for such adaptive and inclusive education within Sweden and internationally. However, there is little conceptual consensus, among scholars and educators, on the practical educational and administrative characteristics of “a school for all”. This openness means that the efforts to be ”for all” can be interpreted in different ways and be translated differently by actors within schools. This dissertation is based primarily on document analysis, observations, and interviews with actors related to the project. The study shows that “a school for all” is variously understood by school staff through discourses of rationality, giving rise to discursive dilemmas related to justice and inclusion. As the Swedish education system is founded on the notion of an “ideal” pupil, these dilemmas make “a school for all” a practical impossibility. This study contributes the conceptual framing of “a school for everyone’s learning”. This is supported by a model depicting the dimensions forming schools’ possibilities of being “for everyone’s learning”. Also, the discourses underlying the understanding of “a school for all” need to be discussed. The combination of these measures is suggested as a means to increase the possibilities of reaching an education system fit for all pupils. That is where the discussion needs to start. If it does not, it will be difficult to reach consensus regarding how the Swedish school will be “a school for all”.
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