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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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| 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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| 11. |
- Bergström, Ola, 1968, et al.
(författare)
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Paradoxifying Organizational Change: Cynicism and Resistance in the Swedish Armed Forces
- 2014
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Ingår i: Journal of Change Management. - : Informa UK Limited. - 1469-7017 .- 1479-1811. ; 14:3, s. 384-404
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Tidskriftsartikel (refereegranskat)abstract
- This article explores organizational cynicism in the context of a major organizational change process. Cynicism has been viewed as a form of resistance driven by unsuccessful implementation of organizational change or, in contrast, as a direct negative attitude towards management. Drawing upon the interview data with regiment managers, this article analyses how unit managers describe organizational changes that their units have endured during a longer period of time. The empirical data suggest that rather than an expression of failed organizational change, managerial incompetence, or a general mistrust in management, organizational cynicism can be seen as organizational members' response to perceived changes and an effort to create a consistent image of everyday activities and formal organizational structures. In this non-instrumental view of organizational cynicism, any attempt to analyse the impact of organizational change on organizational cynicism must therefore take into account the possibility that organizational members actively take part in translating organizational change through what we call paradoxification, that is, by identifying contradictions and inconsistencies between the formal decisions made and their effects in the local setting, rather than other forms of resistance.
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| 15. |
- Lavén, Fredrik, 1978, et al.
(författare)
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Dismantling SAAB: The role of transition agencies in deinstitutionalization
- 2014
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Ingår i: Proceedings of the 30th EGOS Colloquium, July 3-5 2014, Amsterdam..
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Konferensbidrag (refereegranskat)abstract
- This paper examines the role of transition agencies in the downsizing and closure of an organization with highly institutionalized patterns of activities at the face of the financial crisis, suggesting that transition agencies play a significant role in processes of deinstitutionalization, defined as the erosion and disruption of institutionalized practices. Transition agencies, such as outplacement agencies, play a role in deinstitutionalization, by dismantling organisational members’ attachment to the organization and dispersing them to new locations, preventing them from reproducing institutionalized practices in the specific organizational setting. The contribution of the paper is twofold. First, in relation to studies of downsizing and organizational closure, the paper contributes by identifying the mechanisms through which restructuring activities, also referred to as “transition work”, may lead to the disruption and erosion of institutionalized activities and practices. Second, while studies of institutional change have acknowledged the importance of processes of deinstitutionalization and the role of external actors in such processes, there are few studies of how deinstitutionalization takes place in the context of downsizing and organizational closure.
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| 16. |
- Lavén, Fredrik, 1978, et al.
(författare)
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Effects of restructuring at regional level and approaches to dealing with the consequences: Saab Automobile, Sweden
- 2014
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- The purpose of this case study is to describe and analyse the process and regional impact of the closure of Saab Automobile AB in Trollhättan. In December 2011, the car manufacturer Saab Automobile AB filed for bankruptcy and 3,064 employees were made redundant. Saab was the single largest private employer in the municipality of Trollhättan, and its successive restructuring and closure had significant effects on employment in the local labour market. The loss of Saab as a major employer not only raised questions over the identity of Trollhättan as a hub of advanced automotive technology and design; it also had an important effect on the growth potential of the city. However, the impact of the restructuring was limited to the municipality of Trollhättan and the immediate surrounding municipalities. This report describes the restructuring process before and after the bankruptcy in 2011 and how different stakeholders were involved in mitigating the effects of restructuring. The results show that despite Trollhättan’s continued problems with unemployment, the vast majority of former Saab employees have found new employment and the Västra Götaland region has experienced a general growth in employment and economic activity.
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