| 1. |
- Bolander, Pernilla, et al.
(författare)
-
A remote possibility: Will remote work be the new normal after the COVID-19 crisis?
- 2020
-
Ingår i: Sweden through the crisis. - Stockholm : Stockholm School of Economics Institute for Research. - 9789186797386 ; , s. 447-452
-
Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- In this article, Pernilla Bolander, Jennie Sumelius and Andreas Werr argue that remote work can be both a blessing and a curse for the individual employee. Even though efficiency can be maintained in the short run, the long-term challenges might be difficult to handle. The authors offer recommendations for how both the HR function and line managers need to adapt to the new normal.
|
|
| 2. |
- Bolander, Pernilla, et al.
(författare)
-
Talent Status, Ambiguity, and Early Career Programs
- 2020
-
Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Adopting an identity work perspective, we focus on the employee experience of talent management. More specifically, we explore the ambiguities that talents in an early-career program encountered in connection to their talent status, and the identity work tactics they used to make sense of their talent status and construct coherent, stable and valued identities amidst ambiguity. Drawing on qualitative interview data from a large Swedish MNC, this study contributes by identifying three aspects of talent status in relation to which talents encounter ambiguity (role, responsibility and status). Furthermore, our findings suggest that ambiguity about the implications of talent status leads talents to engage in identity work that results in positive outcomes for both the organization and the individual in terms of desirable behaviours such as hard work and focusing on learning and development.
|
|
| 3. |
- Börjeson, Love, et al.
(författare)
-
The role of chief executive tenure for public organizations' hiring of management consultants
- 2020
-
Ingår i: Governance. - : Wiley: 24 months. - 1468-0491 .- 0952-1895. ; 33:2, s. 269-285
-
Tidskriftsartikel (refereegranskat)abstract
- Public organizations increasingly rely on management consultants to access expertise, impose reforms, and drive organizational change, and spend large sums each year on their services. Despite this, we know little about the antecedents of public organizations' use of management consulting services. Drawing on upper echelon theory, a longitudinal hypothesis-testing study of the hiring of management consultants in 72 Swedish public organizations, and interviews with Swedish chief executives (CEs), we find an inverted U-shaped relationship between CE tenure and public organizations' use of management consulting services. We also find that this relationship is moderated by CEs' previous experience and managerial discretion. These findings contribute to theorizing on the use of management consulting services and the influence of CEs in public organizations.
|
|
| 4. |
|
|
| 5. |
- Dahl, Jonas, et al.
(författare)
-
Sharing Errors Where Everyone is Perfect: Culture, Emotional Dynamics, and Error Sharing in Two Consulting Firms
- 2021
-
Ingår i: Academy of Management Discoveries. - : Academy of Management. - 2168-1007. ; 7:4, s. 509-529
-
Tidskriftsartikel (refereegranskat)abstract
- Providers of complex business services often focus on creating positive experiences to manage their clients' impressions and their consultants' self-esteem. This, however, creates challenges to sharing errors. Based on case studies of two consulting organizations, both explicitly committed to positivity, we explore how consultants make decisions about error sharing. We discover two versions of positivity (trait based and experience based), which are coupled with two different organizational mindsets (fixed vs. growth). These pairs shape an organization's view of errors, and they create different cultural contexts for error sharing. With trait-based positivity and a fixed organizational mindset, the predominant emotion when committing errors was shame; only costs of error sharing were seen, and errors were shared only with a small group of trusted peers. With experience-based positivity and a growth organizational mindset, the predominant emotion instead was guilt; both costs and benefits of error sharing were considered, and errors were shared more widely. These findings contribute to research on error management by laying the ground for further theorizing about the relationship between organizational norms and values, emotions, cost-benefit considerations, and decisions about error sharing. They also hold implications for managers regarding how to emphasize the positive without muting error sharing.
|
|
| 6. |
- Einola, Katja, et al.
(författare)
-
HRM i Akademin - byråkratiskt nonsens eller vägen till en bättre arbetsplats?
- 2020. - 1
-
Ingår i: Ledning och (sned-)styrning i högskolan. - Lund : Studentlitteratur. - 9789144127064 ; , s. 157-186
-
Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- Universitet har under en tid varit utsatta för ett tryck att öka kvaliteten (på forskning, undervisning och organisatoriska processer) och produktionen (antalet examina och publikatio- ner). Human resource management (HRM) har framställts som ett medel för att uppnå dessa mål. Diskussionen om dess roll och potential inom akademin har dock varit polariserad. Å ena sidan har HRM och dess specifika praktiker diskuterats som ett verktyg för att få mer motiverade anställda och därmed mer högpresterande universitet. Å andra sidan har HRM studerats som en nyliberal, ideologiskt driven ledningsteknik. HRM framställs i den senare traditionen som en samling idéer och praktiker som i grunden står i strid med traditionella akademiska värden som demokrati, kollegialitet och akademisk frihet.Även om vi sympatiserar med dessa värden och ser akademins okritiska anammande av HR-praktiker från affärsvärlden som ett potentiellt hot, tror vi att det är problematiskt att helt förkasta HRM och dess praktiker. Många problem erkänner man aldrig formellt och tar man ännu mindre itu med. I det här kapitlet tar vi upp några av de utmaningar som human resource management utgör för universitet.
|
|
| 7. |
- Pemer, Frida, et al.
(författare)
-
Defusing Digital Disruption Through Creative Accumulation : Technology-Induced Innovation in Professional Service Firms
- 2024
-
Ingår i: Journal of Management Studies. - : Wiley. - 1467-6486 .- 0022-2380.
-
Tidskriftsartikel (refereegranskat)abstract
- How will digitalization change the future of work in professional service firms (PSFs)? And how can they adapt to new technology and avoid potential disruption? Building on an interview study in the Big Four auditing firms in Sweden, we contribute to research on the future of work in PSFs by unpacking the process through which PSFs expand their domain of expertise towards technology and complement competence-destroying innovations with competence-enhancing innovations. They do so by engaging in a process of 'creative accumulation' through 'competence expansion', consisting of three overlapping sub-processes - skill acquisition, skill dissemination, and skill integration - and intertwined cycles of service, process, and organizational innovation. We also contribute to the literature on innovation in PSFs by contradicting the view of PSFs as inert and technology-avert. Instead, we show how they proactively engage in both top-down and bottom-up technology-induced innovation to reshape their work and defuse the threat of digital disruption.
|
|
| 8. |
- Runsten, Philip, et al.
(författare)
-
Kunskapsintegration : om kollektiv intelligens i organisationer
- 2023. - 2
-
Bok (övrigt vetenskapligt/konstnärligt)abstract
- Den moderna organisationens framgång beror i stor utsträckning på medarbetares samarbetsskicklighet - deras förmåga att integrera olika kunskaper. Den här boken argumenterar för begreppet kollektiv intelligens som ett sätt att förstå skillnaden mellan olika gruppers dynamik och framgång - en skillnad som påverkar kunskapsintegrationen i hela företaget. Märkligt nog har få organisationer strategier för att utveckla denna kritiska förmåga. Här finns en stor outnyttjad källa till kreativitet, effektivitet och välmående. Kollektivt intelligenta organisationer använder medarbetarnas hela kunskapspotential i alla de otal möten som utgör en arbetsdag.
|
|
| 9. |
- Runsten, Philip, et al.
(författare)
-
Team Collective Intelligence: Developing and testing a digital team intervention for knowledge integration
- 2020
-
Annan publikation (övrigt vetenskapligt/konstnärligt)abstract
- Contemporary organizations rarely systematically address team effectiveness. The main managerial focus is still on designing organizations through their structures and to “fill” roles with individuals having “matching” skills. Yet, almost all outputs of organizations are the results of collaborative activities between individuals. Organizational performance is to a large extent the result of the average collaborative quality at the team level, and there is a large variation in how well people collaborate. At the same time, research has consistently confirmed that teams can be worked with, and reach improvements, through different kinds of interventions, one of the most promising being team debriefs. Against this background this study develops and tests a team intervention that is generally applicable, team-led and self-guiding. The intervention is based on an application containing a training module and a self-guiding team-led debrief process. The intervention is tested in a longitudinal study of 50 experiment and 20 control teams from 22 international and Swedish private and public organizations. Results indicate a 15 to 22% increase in team performance. Seven experiment teams (“the second best”), clustered mainly in the high performing third of the sample developed negatively, while the top performing teams developed at sample average. Possible causes and how to identify these “second best” teams are discussed.
|
|
| 10. |
-
Sweden through the crisis
- 2020. - First edition
-
Samlingsverk (redaktörskap) (övrigt vetenskapligt/konstnärligt)abstract
- 2020 was the year when the COVID-19 outbreak became a global pandemic. In this book, researchers from the Stockholm School of Economics share their conclusions about how individuals, organizations and societies can meet the challenges of the pandemic and not only recover from its impact but also improve on where we were before — in short, to bounce back better.
|
|
| 11. |
- Werr, Andreas, et al.
(författare)
-
Dealing with "survivor syndrome": After a downsizing, those who got to keep their jobs are often far less happy than you might guess.
- 2020
-
Ingår i: Sweden through the crisis. - Stockholm : Stockholm School of Economics Institute for Research. - 9789186797386 ; , s. 481-488
-
Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- In this article, Andreas Werr and Wiley Wakeman discuss how organizations should deal with “survivor syndrome” after a stage of downsizing. Despite what one might think, “survivor syndrome” can result in negative emotions in the form of stress, frustration and increased motivation to leave. To manage this process, the authors highlight four factors where the establishment of a fair and respectful process of downsizing is a key element. If employees see that both them and their colleagues are treated fairly, uncertainty about future downsizing is reduced and guilt about “survivor syndrome” can be easier to cope with.
|
|
| 12. |
- Werr, Andreas, et al.
(författare)
-
Individual performance management: enabler or threat to academic performance?
- 2021
-
Ingår i: How to Lead Academic Departments Successfully. - Northampton : Edward Elgar Publishing. - 9781789907155 - 9781789907148 ; , s. 79-97
-
Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- The quality and quantity of academic work is increasingly becoming a managerial concern in universities. As a consequence, department heads are expected to engage in intensified individual performance management and conduct systematic performance appraisals. In this chapter we review research on individual performance management and its effects. We posit that traditional performance management systems make an uneasy fit with the academic context in which middle managers possess limited power and academics have multiple loyalties and high expectations of freedom and autonomy. After reviewing some current trends in performance management in academia and research evidence of intended and unintended consequences of common practices, we end the chapter with suggestions for how individual performance management could be carried out more effectively in universities.
|
|
| 13. |
- Werr, Andreas, et al.
(författare)
-
The relation between knowledge integration processes, team member sense of coherence and stress
- 2023
-
Annan publikation (övrigt vetenskapligt/konstnärligt)abstract
- With teamwork proliferating in modern organizations, it is surprising that research on work-related stress has to a large extent neglected how team processes affect individual perceived stress. The current study addresses this void by investigating the relationship between two team knowledge processes, bringing expertise to bear and learning behaviour, the salutogenic variable sense of coherence (SoC), and perceived stress. Based on a multi-level study of 344 individuals in 54 knowledge intensive work teams, we find that team knowledge processes are positively related to work SoC and that work SoC fully mediates the relationship between team knowledge processes and individual perceived stress. The study further investigates whether a team intervention (self-facilitated team debrief) can positively affect knowledge processes and thereby work SoC. Comparing before and after measures in 30 treatment teams with those in 24 control teams we find that the intervention improved the team knowledge process bringing expertise to bear and individual work SoC.
|
|
| 14. |
- Westling, Gunnar, et al.
(författare)
-
Acting collectively intelligent under pressure: Four key capablities that teams need to truly collaborate during a crisis
- 2020
-
Ingår i: Sweden through the crisis. - Stockholm : Stockholm School of Economics Institute for Research. - 9789186797386 ; , s. 425-434
-
Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- In this article, Philip Runsten, Andreas Werr and Gunnar Westling focus on leadership under pressure. To act intelligently, the authors present four key capabilities for teams to perform; representation, relational, integration and reflection capabilities. Surveying managers during COVID-19, the authors describe how most managers describe positive experiences of crisis management.
|
|
