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- Arman, Rebecka, 1976, et al.
(författare)
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Omställningskompetens i detaljhandeln - Företagens erfarenheter av uppsägningar
- 2014
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Denna studies övergripande syfte är att bidra med ökad kunskap om konsekvenserna av strukturomvandling inom detaljhandeln, när det gäller uppsägningar och omställningsar-bete. Rapporten återger resultaten av en första delstudie som beskriver och analyserar varför och hur företag i detaljhandeln genomför uppsägningar. För att undersöka omställningsarbetet har vi genomfört intervjuer i ett urval av 15 företag inom detaljhandeln som genomgått förändringar och sagt upp personal. Resultaten av analysen beskrivs i tre olika grupper beroende på företagens storlek. Studien visar att ju större företag och ju mer komplex organisation, desto mer utförlig och komplicerad motivering gavs till upp-sägningarna. Med ökad storlek kom ökad specialisering av omställningsarbetet inom företagen och även ökad distans till konsekvenserna för de enskilda anställda.
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| 3. |
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| 4. |
- Arman, Rebecka, 1976, et al.
(författare)
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Time to close: unintended consequences of early announcement of factory closure.
- 2014
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Ingår i: 7th Nordic Working Life Conference, Gothenburg Sweden, June 11-13. Track 7: “Corporate restructuring, downsizing and plant closures: A Nordic perspective”.
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- This paper explores the unintended consequences of early announce- ment of factory closure, something that is often considered positive because it provides time for employees to anticipate a forced job - transition and bec ause it allows social dialogue. The paper reports on a case study of the closure of a Swedish packaging plant of Global pharmaceutical company and an analysis of the consequences of the enactment of different organizational time approaches. The closure pro cess was characterized by a relatively long transition period from the time the decision on the closure of the plant was taken and an- nounced during 2008 to the main part of the facility was shut down in 2011. The results indicate that the long transition a nd differences in approaches to time (and timing) in relation to the closure of opera- tions were important for the conflicts and agreements between the employer and employees. Long transition periods and anticipation means that activities are exposed to spe cific dynamics that can be difficult to influence and prepare. It is not only that the external con- ditions may change. But also, internal dynamics of the employee and management's relationship to each other change over time in ways that are difficult to pr edict and manage for both parties.
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| 7. |
- Bergström, Ola, 1968, et al.
(författare)
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Exercising social responsibility in downsizing: enrolling and mobilizing actors at a Swedish high-tech company
- 2011
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Ingår i: Organization Studies. - 0170-8406. ; 32:7, s. 897-919
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Tidskriftsartikel (refereegranskat)abstract
- This paper critically examines the claim made by previous research that companies exercise corporate social responsibility (CSR) by responding to stakeholder interests. It is based on a field study of the events following the announcement of collective redundancies at a Swedish high-tech company. Although more than 10,000 workers were dismissed, the company was accepted as being socially responsible. The study reveals that this outcome was the result of a process whereby corporate representatives managed to enrol and mobilize a network of actors into being faithful to, and defending, their definition of social responsibility. This indicates that a company can assume an active role in the construction of the same network of actors that it is asked to respond to and impose upon other actors its own definition of what it means to be socially responsible. As a result, the translation of CSR within the network of actors may reinforce the powerful position of the company, rather than curb it.
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| 10. |
- Bergström, Ola, 1968, et al.
(författare)
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Irish Butchers Rather than Irish Meat: Trade Union Responses to Agency Work in Sweden
- 2010
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Ingår i: Journal of Industrial Relations. - 0022-1856 .- 1472-9296. ; 52:4, s. 477-490
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Tidskriftsartikel (refereegranskat)abstract
- Trade unions are often considered as being against the use of agency workers in the workplaces that they represent. As opposed to standard permanent employment, temporary agency work is often regarded as a more precarious form of work that serves the purposes of employers seeking to reduce labour costs, enhance flexibility and avoid employment regulation. However, trade unions may also see benefits of using agency workers as experience of them increases. When examining how agency workers are established in an organization, the mechanisms available to resolve inconsistencies between the perceived benefits and disadvantages needs to be recognized. Rather than conceiving of trade unions as being opposed or in favour of the use of agency workers, the analysis of trade union responses needs to be grounded in a different perspective. This article is an attempt to formulate such a perspective on trade union responses to agency work as being based on understanding the process of establishment rather than polarized responses. The argument is supported by an empirical study of a food manufacturing company in Sweden that increasingly turned to agency workers as a source of labour.
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