| 1. |
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| 2. |
- Bott, Lukas Thomas, et al.
(author)
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Coulomb dissociation of O-16 into He-4 and C-12
- 2023
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In: NUCLEAR PHYSICS IN ASTROPHYSICS - X, NPA-X 2022. - : EDP Sciences. - 2100-014X. ; 279
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Conference paper (peer-reviewed)abstract
- We measured the Coulomb dissociation of O-16 into He-4 and C-12 within the FAIR Phase-0 program at GSI Helmholtzzentrum fur Schwerionenforschung Darmstadt, Germany. From this we will extract the photon dissociation cross section O-16(alpha,gamma)C-12, which is the time reversed reaction to C-12(alpha,gamma)O-16. With this indirect method, we aim to improve on the accuracy of the experimental data at lower energies than measured so far. The expected low cross section for the Coulomb dissociation reaction and close magnetic rigidity of beam and fragments demand a high precision measurement. Hence, new detector systems were built and radical changes to the (RB)-B-3 setup were necessary to cope with the high-intensity O-16 beam. All tracking detectors were designed to let the unreacted O-16 ions pass, while detecting the C-12 and He-4.
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| 3. |
- Lundell, Björn, et al.
(author)
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Addressing Lock-in, Interoperability, and Long-Term Maintenance Challenges Through Open Source : How Can Companies Strategically Use Open Source?
- 2017
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In: Open Source Systems. - Cham : Springer. - 9783319577340 - 9783319577357 ; , s. 80-88
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Conference paper (peer-reviewed)abstract
- This industry paper reports on how strategic use of open source in company contexts can provide effective support for addressing the fundamental challenges of lock-in, interoperability, and longevity of software and associated digital assets. The fundamental challenges and an overview of an ongoing collaborative research project are presented. Through a conceptual model for open source usage in company contexts we characterise how companies engage with open source and elaborate on how the fundamental challenges can be effectively addressed through open source usage in company contexts.
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| 4. |
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| 5. |
- Sveningsson, Stefan, et al.
(author)
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Managerial leadership: Identities, processes, and interactions
- 2012
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In: The work of managers. Towards a practice theory of management. - 9780199639724
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Book chapter (peer-reviewed)abstract
- Three perspectives of leadership are discussed in this chapter: the transformative (i.e., the heroic), the post-heroic and the mundane. The theme of the chapter is that if we want to understand managerial leadership as an empirical phenomenon and as a work practice, we need to base our understanding of leadership on ordinary managers’ work (i.e., the work of people who are assigned with leadership responsibilities). In order to understand leadership as a work practice, we need more theories that are grounded in managers’ behaviours rather than in the theoretical and ideological underpinnings researchers and other societal actors assign them. According to this perspective, a muddling-through manager occupied with various administrative, relational and ill-specified work tasks can do an excellent work, while it is plausible that a manager trying to act as heroic leader may cause serious problems. Management research should avoid contributing to the heroic and post-heroic misconceptions about what managers do or should be doing.
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| 6. |
- Abrahamsson, Lena, et al.
(author)
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Tankar om arbetslivet
- 2015
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Reports (pop. science, debate, etc.)abstract
- Tre framstående arbetslivsforskare kastar av sig de akademiska reglerna och skriver fritt om arbete och livet i övrigt. Det blir underfundiga, utrerade, upplysande, uddiga, underbara, upprörande, underhållande, upphetsande och uppfriskande funderingar över arbetsliv och annat liv. Texterna var från början bloggar på Forum för arbetslivsforsknings hemsida, falf.se.
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| 7. |
- Alvehus, Johan, et al.
(author)
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Fel tänkt om rektorsrollen
- 2015
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In: Dagens nyheter (DN debatt). - 1101-2447.
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Journal article (pop. science, debate, etc.)
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| 8. |
- Andersson, Thomas, 1970-, et al.
(author)
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An experience based view on leader development : leadership as an emergent and complex accomplishment
- 2016
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In: Development and Learning in Organizations. - : Emerald Group Publishing Limited. - 1477-7282 .- 1758-6097. ; 30:6, s. 30-32
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Journal article (peer-reviewed)abstract
- PurposeThe paper aims to identify and address matching problems in leader development and to propose how these problems can be dealt with.Design/methodology/approachBased on previous research, traditional leadership development (LD) is criticized and alternative approaches are suggested.FindingsThis research identifies two major matching problems in traditional LD – between participant and development effort and between development effort and realities of managerial work. A context-sensitive and emergent view of LD is suggested to address these matching problems.Practical implicationsThe paper illustrates the need of leader development that is addressing the complex nature of managerial work in a more holistic way and to help participants to understand how such complexities can be dealt with.Originality/valueAn alternative view of leader development is identified. It matches managers’ diversities and the realities of managerial work better than traditional leader development does.
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| 9. |
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| 10. |
- Andersson, Thomas, 1970-, et al.
(author)
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Building traits for organizational resilience through balancing organizational structures
- 2019
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In: Scandinavian Journal of Management. - : Elsevier. - 0956-5221 .- 1873-3387. ; 35:1, s. 36-45
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Journal article (peer-reviewed)abstract
- This paper describes and explains how balancing organizational structures can build traits for organizational resilience. Organizational resilience is a holistic and complex concept. In this paper, we move beyond focusing on sudden and disruptive events in favour of anticipating the unexpected in daily organizing. Organizational resilience is understood here as building traits of risk awareness, preference for cooperation, agility and improvisation and is analysed by means of a longitudinal qualitative case study. The paper contributes to the field by showing how balancing organizational structures can foster organizational resilience traits. We show that power distribution and normative control can create preparedness for unexpected events and foster action orientation at the same time as supporting organizational alignment.
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| 11. |
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| 12. |
- Andersson, Thomas, et al.
(author)
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HRM practices in Swedish retailing
- 2011
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Conference paper (peer-reviewed)abstract
- The retail sector in Sweden has an outstanding productivity ratio in comparison to retailsectors in other countries. In this paper we claim that the main reason to this is the HRMpractice on store level in Sweden. International research presents a grim picture of the retailworkplace. Because of fierce price competition personnel are subjected to high demands forflexibility in working hours and suffer from low salaries, poor working conditions and little orno employer provided education and training resulting in a low level of employee workmotivation, responsibility and productivity. Our research constrasts this picture and showsthat the workplace in Swedish retailing is characterized by mutually trusting and cooperativerelationships between managers and co-workers, leading to employee commitment andacceptance of responsibility. We mainly explain our conclusions that differ from those ofinternational retailing research by the principal fact that standards and values from otherSwedish work sectors are also found in the Swedish retail sector.
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| 13. |
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| 14. |
- Andersson, Thomas, et al.
(author)
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Medarbetarskap, professioner och samarbeten
- 2012
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In: I Dellve, L. (red) Studiematerial: Hållbart chefskap i hälso- och sjukvården med vinjetter om engagemang, stress, tidsanvändning, medarbetarskap och vårdpraktik, Göteborg: Västra Götalandsregionen och Göteborgs universitet..
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Book chapter (other academic/artistic)
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| 15. |
- Andersson, Thomas, et al.
(author)
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Medarbetarskap, professioner och samarbeten internt och externt
- 2012
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In: Studiematerial: Hållbart chefskap i hälso- och sjukvården med vinjetter om engagemang, stress, tidsanvändning, medarbetarskap och vårdpraktik. - : Västra Götalandsregionen. - 9789163704864 ; , s. 30-43
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Book chapter (peer-reviewed)
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| 16. |
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| 21. |
- Andersson, Thomas, 1970-, et al.
(author)
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Strategies for co-workership retention
- 2021
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In: Human Resource Development International. - : Informa UK Limited. - 1367-8868 .- 1469-8374. ; 24:4, s. 425-445
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Journal article (peer-reviewed)abstract
- Co-workership is a Scandinavian working life concept that is based on post-bureaucratic organizing, the cornerstones of which are decentralization and a vision of responsible individual autonomy and participation. Research has shown positive results from implementing/developing co-workership in organizations; however, in terms of the post-bureaucratic character of the concept, it might be more challenging to retain positive results than to succeed with short-term development and implementation. This study aimed to describe and analyse the retention of co-workership. A qualitative case study based on interviews and observations was conducted at an elderly care unit that had attracted a lot of attention for its organizational development, largely due to co-workership. The present study focused on retention of the active co-workership that the former development had resulted in. Four main challenges were identified as central to co-workership retention. The paper contributes to the scientific community concerning retention of organizational development efforts, particularly by emphasizing the concept of co-workership retention, which is crucial for producing excellent operational performance over extended periods of time.
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| 22. |
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| 24. |
- Andersson, Thomas, et al.
(author)
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Uppdrag butikschef : Att leda i butik
- 2013. - 1
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Book (peer-reviewed)abstract
- Vad innebär det att arbeta med ledaruppdrag inom handeln och hur kan man nå framgång som butikschef? Detta är två centrala frågor i boken Uppdrag butikschef – att leda i butik som tar ett helhetsgrepp om följande centrala aspekter på butikschefsarbete: ledarskap och medarbetarskap motivation och kommunikation personalarbete och arbetsrätt kompetensutveckling och etikBoken är skriven av forskare inom företagsekonomi och socialpsykologi, verksamma vid Högskolan i Skövde, och den bygger delvis på ett aktuellt forskningsprojekt om ledarskap och medarbetarskap inom svensk handel.
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| 25. |
- Andersson, Thomas, et al.
(author)
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When complexity meets culture : new public management and the Swedish police
- 2009
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In: Qualitative Research in Accounting & Management/Emerald. - : Emerald Group Publishing Limited. - 1176-6093 .- 1758-7654. ; 6:1/2, s. 41-56
-
Journal article (peer-reviewed)abstract
- Purpose: The purpose of this paper is to demonstrate how new public management (NPM) reform from the national level is implemented as practice in a local unit within the police sector in Sweden.Design/methodology/approach: A qualitative case-study approach is applied using semi-structured interviews, participant observations and analysis of documents.Findings: The paper illustrates different kinds of resistance at the organizational level. The dominant form of resistance was found to be cultural distancing. The paper demonstrates a tendency among police officers to deal with a changing and more complex work context by embracing a traditional work role.Research limitations/implications: The paper shows that reforms that add complexity may fail because of potential contradictions and the limited capacity and motivation of employees to deal with the complexity in the manner prescribed by NPM. Practical implications: The paper shows that the popular trend to adopt multi-dimensional forms of control (for instance the balanced-scorecard approach) may fail if there is a lack of consensus about what goals and measurement are important and/or there is a lack of dialogue about how the new goals should be implemented in practice.Originality/value: Research about NPM-reforms in the police sector is rare. The original contribution of this paper is to study NPM-reforms with a focus on the role of complexity in relation to resistance.
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| 26. |
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| 27. |
- Antonsson, Hanna, 1979-
(author)
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Chefers arbete i äldreomsorgen – att hantera den svårhanterliga omvärlden : Relationen mellan arbete och organisering
- 2013
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Doctoral thesis (other academic/artistic)abstract
- I avhandlingen beskrivs och analyseras chefers arbete genom att kombinera individuella perspektiv med organisatoriska och samhälleliga perspektiv vilket ger både teoretiska och praktiska implikationerReferensramen är uppbyggd av teorier kring chefers arbete och nyinstitutionell teori av Skandinaviskt slag.Flera metoder kombineras för att fånga komplexiteten i chefers arbete; skuggningar, intervjuer, observationer och dokumentstudier.Forskningsfrågorna besvaras genom att använda en kombination av teorier utvecklade för olika analysnivåer; individ, organisation och samhälle. De empiriska materialen används för att ge ett bidrag till vidare forskning om chefers arbete med en empirisk bas.Vikten av att relatera chefers arbete till den kontext som omger dem betonas. Chefers arbete i äldreomsorgen har specifika karaktäristika men också gemensamma drag med chefers arbete i andra sektorer och på andra organisatoriska nivåer. I det empiriska materialet har flera organisatoriska karaktäristika som påverkar chefers arbete identifierats. Beskrivningarna av chefers arbete bidrar också till en utveckling av en empirinära praxisteori för chefers arbete. Med hjälp av nyinstitutionell teori beskrivs hur chefer möter skilda förväntningar och krav och i organisationer, där dessa inte överensstämmer måste chefer hantera ett organisatoriskt hyckleri.
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| 28. |
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Att leda i en komplex organisation : Utmaningar och nya perspektiv för chefer i offentlig verksamhet
- 2018
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Editorial collection (other academic/artistic)abstract
- Några av Sveriges främsta ledarskapsforskare ger i denna bok ökad kunskap för att förstå, styra och hantera organisatorisk komplexitet. Chefer i komplexa organisationer behöver hantera osäkerhet och överraskande händelseförlopp för att organisationen ska fungera väl. Det kräver att cheferna har förståelse för de förutsättningar som gäller i sådana organisationer, till exempel att beslut samproduceras i och utanför ledningsgrupper, att professionsföreträdare har ett betydande inflytande och att konkurrerande normsystem är vanliga. Ett annat särdrag är hur emotionellt krävande chefsarbetet är, med tryck inte bara från medarbetare utan även från anhöriga, brukare, den breda allmänheten, granskningsaktörer och media. Samtidigt kännetecknas komplexa organisationer av flertalet system som syftar till att reducera osäkerhet och styrproblematik, men som också i sig ställer särskilda krav på chefsarbetet.Kapitlen i denna antologi är fristående och ger ett antal kompletterande bilder av komplexitet – dess problematiker och ibland förslag på lösningar. De många exemplen kommer nästan uteslutande från offentlig sektor, eftersom den vanligen kännetecknas av omfattande komplexitet, men innehållet är relevant för alla komplexa organisationer.Boken är skriven för utbildningar i ledarskap på högskolenivå, för organisationsledningar, verksamhetsnära chefer och specialister i chefsfunktioner.
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| 29. |
- Backlund Björke, Andreas, 1978-
(author)
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Waves of fashion : The consuming production of management control
- 2011
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Doctoral thesis (other academic/artistic)abstract
- The responsiveness of organizational leaders regarding suggestions related to various managerial techniques has led to the coinage of the ‘management fashion’ idiom. It has been convincingly argued that phenomena like management control systems are prone to trends, and that such trends permeate into the daily life of managers through the use of persuasive rhetoric. This thesis is a theory-generating study of change in management control systems. More precisely, its purpose is to seek an understanding of how fashions within the field of management control emerge through processes of interaction and co-production. By asking the question “how do the forces involved in the shaping of a market for management control systems interact and combine in order to create management fashions?” the thesis seeks to generate a comprehensive conjecture on the management fashion setting process. The thesis is based on an empirical case study completed with extensive literature readings. In order to generate theory, a methodology based on abductive reasoning has been produced. Theoretically, the thesis borrows from micro sociological theory on imitation and co-production but extends also into such fields as psychology, aesthetics, rhetoric and economics; aside from the obvious management control and management accounting themes. The thesis concludes by producing a comprehensive model of the management fashion setting process. The contribution of the thesis can be understood as either providing an alternative to or completing the dominant interpretation of the phenomena. The main difference between the arrived at suggestion and the prevailing interpretation is the role of the actors which is changed from norm following consumers of fashion to creative producers of fashion. This change represents a change in scientific traditions and necessitates the adoption of additional frames of reference when studying management fashion phenomena.
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| 30. |
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| 31. |
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| 32. |
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| 33. |
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| 34. |
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| 35. |
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| 36. |
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| 37. |
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| 38. |
- Denti, Leif, 1983, et al.
(author)
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Rätt ledarskap gynnar innovativt arbete
- 2013
-
In: I M. Kreuger, L. Crevani, L., & K. Larsen (Red:er), Leda mot det nya. En forskningsantologi om chefskap och innovation. - Stockholm : Vinnova. - 9789187537059 ; , s. 13-27
-
Book chapter (other academic/artistic)abstract
- Chefers agerande kan både underlätta och förhindra innovation! Chefer på alla nivåer är avgörande för nytänkande inom organisationer. Samtidigt är det medarbetarnas kompetens som skapar mervärde inom organisationer och som kan hitta lösningar på problem och tillvarata möjligheter. I dag är nya produkter ofta ett resultat av långvarigt samspel mellan människor både inom och mellan organisationer. Därför menar vi att det behövs en annan typ av ledarskap och kanske också medarbetarskap. Boken är skriven för dig som är chef, konsult eller har en HR-funktion.
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| 39. |
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| 40. |
- Dobers, Peter, et al.
(author)
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Metaforer som verktyg för ideologisk styrning. Fågel, fisk eller mittemellan?
- 2002
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In: Nordiske Organisasjonsstudier. ; 4:1, s. 60-83
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Journal article (peer-reviewed)abstract
- Metaforer som verktyg för ideologisk styrning. Fågel, fisk eller mittemellan? Forskare och praktiker har sedan slutet av 1980-talet med växande intresse studerat och använt metaforer som ett redskap för att förstå eller kontrollera organisationer. I den teoretiska diskussionen återfinns argument allt från en optimistisk till en pessimistisk inställning till metaforanvändning. Den förstnämnda inställningen utgår från en humanistisk ansats medan den andra ofta intar en mera kritisk och emancipatorisk hållning. Föreliggande uppsats vill bidra till diskussionen genom att presentera och analysera två fall där metaforer har använts för att påverka uppfattningar och föreställningar hos anställda. I synnerhet är artikeln en analys av hur metaforiska budskap har använts i broschyrer inom två olika personalutbildningar i svensk detaljhandelsverksamhet. Vår huvudsakliga slutsats pekar mot att metaforisk kontroll inte gör ledningen av organisationer mer mänsklig utan bidrar till att bekräfta och befästa befintliga strukturer och att objektifiera personalen. Men samtidigt förefaller den ideologiska styrningen knappast vara speciellt slagkraftig.
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| 41. |
- Dobers, Peter, 1966, et al.
(author)
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Standardisering av värderingar. Personalutbildning inom den svenska konsumentkooperationen
- 2001
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Reports (other academic/artistic)abstract
- Under 90-talet genomfördes flera reformer för att förändra Kooperativa Förbundet, KF:s detaljhandelsverksamhet. Dessa förändringar ifrågasatte den etablerade inriktningen på medlemskap och framförde istället idéer kring kund- och lönsamhetsorientering. I samband med denna ideologiförändring undersöker vi hur utbildningsmaterial till de anställda har använts för att påverka normer och värderingar hos dessa. Vi analyserar användning av metaforer och hur man genom 'normativ styrning' har försökt att förändra KF:s detaljhandelsverksamhet.
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| 42. |
- Eriksson, Nomie, et al.
(author)
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Involvement Drivers : A Study of Nurses and Physicians in Improvement Work
- 2016
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In: Quality Management in Health Care. - : Lippincott Williams & Wilkins. - 1063-8628 .- 1550-5154. ; 25:2, s. 85-91
-
Journal article (peer-reviewed)abstract
- This article reports on the involvement of nurses and physicians in improvement work, with a special focus on the drivers. The purpose was to describe how the nurse and physician groups understand involvement drivers for improvement work and to explain the differences in how they understand involvement. The study was conducted at 2 Swedish hospitals, and a total of 20 nurses and 10 physicians were interviewed. The theoretical framework, developed by an interpretative approach, identifies and describes a number of involvement drivers. On clustering the drivers into larger involvement factors, the study shows clear differences and profiles in terms of the 2 groups' perception and understanding of the involvement—drivers. Each group's profile was then analyzed on the basis of concept of professional culture.
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| 43. |
- Eriksson, Nomie, 1955-, et al.
(author)
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Låt professionerna leda vårdens utveckling!
- 2014
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In: Jordemodern. - Stockholm : Svenska barnmorskeförbundet. - 0021-7468. ; 127:1-2, s. 4-9
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Journal article (pop. science, debate, etc.)
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| 44. |
- Fasth, Jonas, et al.
(author)
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Internal openness? How and why managing directors in SMEs involve employees in strategic conversations
- 2023
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In: International Journal of Entrepreneurial Behaviour & Research. - 1355-2554. ; 29:11, s. 268-291
-
Journal article (peer-reviewed)abstract
- PurposeThis paper investigates the ways managing directors (MDs) in small and medium-sized enterprises (SMEs) involve employees in strategic conversations. The paper examines how managers interact with employees in strategic conversations, and why the managers do so (or do not), to generate empirically grounded knowledge about the nature of internal openness in SMEs.Design/methodology/approachThis study employs a general inductive approach and is based on in-depth interviews with 60 Swedish MDs with development and growth ambitions.FindingsThe paper develops a model of employee involvement in strategic conversations based on the nature and intensity of the MD-employee interaction. A key finding is that SMEs exhibit wide variation in terms of employee involvement, from virtually no employee involvement to, in some cases, far-reaching company democracy. The reasons for this variation are complex, but personal preferences and company size are shown to have an impact, as does, to some degree, ownership structure. In contrast to existing research, the limitations and drawbacks of involving employees in strategic conversations are outlined.Originality/valueThe study provides important insight into MDs' views and practices of internal openness in strategic conversations in SMEs. A model of employee involvement in strategic processes is outlined, and potential limitations of internal openness are highlighted.
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| 45. |
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| 46. |
- Gobel, K., et al.
(author)
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Coulomb dissociation of 16O into 4He and 12C
- 2020
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In: Journal of Physics: Conference Series. - : IOP Publishing. - 1742-6588 .- 1742-6596. ; 1668:1
-
Conference paper (peer-reviewed)abstract
- We measured the Coulomb dissociation of 16O into 4He and 12C at the R3B setup in a first campaign within FAIR Phase 0 at GSI Helmholtzzentrum für Schwerionenforschung, Darmstadt. The goal was to improve the accuracy of the experimental data for the 12C(a,?)16O fusion reaction and to reach lower center-ofmass energies than measured so far. The experiment required beam intensities of 109 16O ions per second at an energy of 500 MeV/nucleon. The rare case of Coulomb breakup into 12C and 4He posed another challenge: The magnetic rigidities of the particles are so close because of the same mass-To-charge-number ratio A/Z = 2 for 16O, 12C and 4He. Hence, radical changes of the R3B setup were necessary. All detectors had slits to allow the passage of the unreacted 16O ions, while 4He and 12C would hit the detectors' active areas depending on the scattering angle and their relative energies. We developed and built detectors based on organic scintillators to track and identify the reaction products with sufficient precision.
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| 47. |
- Hemlin, Sven, 1948, et al.
(author)
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Relationsinriktat Ledarskap för Innovationsutveckling Mätinstrumentet Leader-Member Exchange (LMX)
- 2014
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Reports (other academic/artistic)abstract
- Den här rapporten redovisar huvudresultaten av forskningsprojektet ”Chefskap för Sverige: En fråga om relationer och ansvarstagande” och utprövningen av ett ledarskapsinstrument, för mätning av det innovationsfrämjande ledarskapet. Instrumentet är ett validerat frågeformulär med skattningsskalor baserat på ledar-medarbetar utbytesteori (Leader-Member Exchange, LMX). Forskningsprojektet genomfördes med stöd av Vinnova under åren 2008- 2013 av Stefan Tengblad, professor i företagekonomi) och projektledare, Sven Hemlin, professor i psykologi, biträdande projektledare och Leif Denti, fil.lic. i psykologi, doktorand i projektet. Rapporten innehåller följande avsnitt: I del ett presenteras projektets bakgrund och syfte, två skilda synsätt på ledarskap i forskningen, projektets delstudier och huvudresultat, slutsatser av projektet samt Instrument, skalor för ledarskap med relationsperspektiv (LMX och transformativt ledarskap). Därefter, i del 2, redovisar vi LMX-instrumentet som det använts i våra empiriska studier och skilda utfallsmått som det relaterats till (t ex innovation), de mätproblem vi påträffat, projektets resultat och slutsatser av ledarskapsmätningar med LMX-instrumentet.
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| 48. |
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| 49. |
- Häll, Agneta, et al.
(author)
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How hard can it be? A qualitative study following an HRT implementation in a global industrial corporate group
- 2023
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In: Personnel Review. - : Emerald. - 0048-3486 .- 1758-6933. ; 52:5, s. 1632-1646
-
Journal article (peer-reviewed)abstract
- PurposeThe purpose of this paper is to critically study the implementation and contextualization of the human resource transformation (HRT) management model within the human resources (HR) function of a global industrial company group.Design/methodology/approachA qualitative case study that includes two data collections.FindingsImplementation of the HRT model led to tensions and conflicting interpretations of the mission of the HR function, and a "tug of war" about the distribution of work both within HR and between HR and line management. Splitting the HR function into three legs made the HR function's learning cycles more difficult. The corporate group had a decentralized and diverse business culture, and contextualization of the HRT model to this setting highlighted the model's embeddedness in the American business culture of centralization and standardization. Implementation of the model also entailed a transition from an employee to an employer perspective within HR.Research limitations/implicationsFor an assessment of HR's total work other parts of the HRT model (Ulrich and Brockbank, 2005) need to be involved since HR professionals in the insourced or outsourced shared service center (SSC) and Center of Expertise (CoE) and the e-HR tools are equally important for executing the total HR's mission. Further studies of the problematic human resource business partner (HRBP) role are needed and also what the development of e-HR solutions means for the HR profession.Practical implicationsThe authors argue for a continuous development of HR work, along with closer professional contact both with line managers (LMs) and within the HR function, for improved learning cycles and a need for contextualization when implementing management models.Social implicationsThe paper discusses the HRT model's impact on HR practitioners' and LMs' work practice.Originality/valueThis article shows the need for contextualization when implementing management models. The lack of such contextualization led to severe tensions, and the intentions of an efficient and respected HR function were not achieved. The study contributes an evaluation of the tensions between HRT as a normative and standardized model in business settings accustomed to variety and decentralized decision-making.
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