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| 2. |
- Rosén, Gunnar, et al.
(author)
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Samverkan : förutsättningar och möjligheter till stärkt arbetsmiljöarbete genom regional samverkan.
- 2007
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Reports (other academic/artistic)abstract
- Rosén G, Hedlund A, Andersson I, Antonsson A, Bornberger-Dankvardt S, Klusell L, Pontén P. Samverkan. Förutsättningar och möjligheter till stärkt arbetsmiljöarbete genom regional eller lokal samverkan. Inom ramen för Tema SMARTA vid Arbetslivsinstitutet har ett delprojekt utgående från forskningsfrågan ”Hur bör en regional samverkan utformas för att stödja arbetsmiljöarbete i en region?” genomförts. Projektet har varit uppdelat i två etapper där den första delen givit förslag till en modell som beskriver hur en regional samverkan kring arbetsmiljöfrågor kan utvecklas från det att ett initiativ tas till avslut. Syftet med den andra etappen i projektet som redovisas i denna rapport har varit att ge stöd till aktörer, såväl drivande som medverkande, som avser att genom regional samverkan i projekt förbättra arbetsmiljö och arbetsmiljöarbete. Detta syfte nås genom att skapa underlag för utformning av stödmaterial. Den under första etappen beskrivna modellen för samverkan har använts som utgångspunkt för ett antal intervjuer av möjliga aktörer i en samverkan på en lokal nivå inom kommunen Borlänge och regionalt inom träbranschen i Bergslagen. Intervjuer har också gjorts på motsvarande sätt med centrala aktörer inom träbranschen och med personer som ingått i en referensgrupp. Förutom detta har också arbetsmöten genomförts tillsammans med centrala och regionala aktörer. Analysen av de samlade resultaten har genomförts i form av tre koncensusmöten där författarna deltagit. Den framtagna processmodellen ansågs av de intervjuade aktörerna ge en bra beskrivning av olika stadier i en samverkan. Intervjuerna av potentiella regionala och lokala aktörer visar på ett tydligt behov av och intresse för samverkan inom det aktuella området. Resultaten av dessa intervjuer tillsammans med övriga intervjuer och arbetsmöten visar vidare på vikten av att någon extern resurs kopplas in som drivande genom hela samverkan. De viktigaste förutsättningarna för en framgångsrik samverkan kan sammanfattas i åtta punkter: Förtroende och tillit; Gemensam värdegrund och tydliga mål; Egen nytta; Tydlighet; Interaktivitet; Tid; Resurser; Eldsjäl. Med utgångspunkt i resultaten bör ett fortsatt arbete inriktas mot att utveckla stödmaterial för intresserade aktörer samt att sprida kunskap genom kurser, seminarier etc.
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| 3. |
- Andersson, Ing-Marie, et al.
(author)
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PIMEX 2008 for the aluminium industry. Visualised training material and manual.
- 2008
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Reports (other academic/artistic)abstract
- PIMEX in the aluminiumindustry. It is not always self-evident what should be done to minimize the elements that create problems in the work environment. Which initiatives are most effective in improving the air quality? How can we decrease noise and vibration? How should we work in order to decrease the risk of strain injuries? Often is it possible to significantly reduce these risks without bigger investments, simply by making these hazards visible. The PIMEX-method does this clearly by simultaneously filming and monitoring the workplace so that such hazards – air pollutants, for example – can be traced. PIMEX has shown itself to be an effective tool for implementing work environment improvements.
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| 4. |
- Hedlund, Ann, et al.
(author)
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A (partly) new PIMEX strategy : To use the method for characterisation of exposure as a part of an epidemiological study
- 2009
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In: 7:th Seminar on Worklife Development. - Lappeenranta and Ruokolahti, Finland.
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Conference paper (other academic/artistic)abstract
- The background to this study is the overall aim to learn more about health effects of exposure. At the fertilizer production factory in Herøya Industripark, Porsgrunn, Norway is the occurrence of chronic occupational pulmonary disease (COPD) 9%. Questions have been raised if there is a correlation between decline in lung function and working conditions in fertilizer production. Occupational aerosols are known risk factors for COPD and gas exposure and dust affects the lung function. The study has been performed at seven different work places at Herøya Industripark. Average measurements for a sample of workers show low exposure. Those low exposures are not seen as an explanation to the occurrence of COPD. Instead questions were raised about health effects of exposure peaks. The aim is to develop a method using PIMEX in epidemiological studies. More precisely is the aim to identify peaks of work place exposure and use the data to refine questionnaires in follow up studies on lung function. In focus are work tasks when workers accomplish rounds during 30-90 minutes in the plant to control and maintain the production. Measurements were conducted at 20 rounds during a week in May 2009. Two PIMEX equipments with telemetry equipment for wireless transmission of the monitoring signal were used. One person was recording working operations while another was carrying the laptop and handling the PIMEX program during the monitoring. In this study was for example peak exposure of ammonia identified in connection with filter cleaning. That information can be used as basis to better understand the correlation between exposure and health effects. One way is to combine the information about peak exposure with information about how often the worker perform work tasks causing the peak. That information can then be related to the occurrence of COPD and decline in lung function. The identification of peaks also gives the possibility to identify when health measurements shall be done. For example, doing spirometry measurements directly before and after the peak exposure. Another experience from this study was to walk around during the measurements. The camera person and the laptop person had to walk close together because of short cables between the camera and the laptop. The plant had several floors and the pair went up and down many stairs during the rounds. Some experiences are: - The pair, recording person and laptop person, must synchronies their movements. - The telemetry for the monitoring signal went well. - High battery capacity is needed. - It is difficult to record the worker all the time if he/she walks fast and the work place has many stairs and small passages. - It is good to have some kind of equipment to carry the laptop with when using it walking around.
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| 6. |
- Hedlund, Ann, et al.
(author)
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Attractive work
- 2009
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In: 7:th Seminar on Worklife Development. - Lappeenranta and Ruokolahti, Finland.
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Conference paper (other academic/artistic)abstract
- The model of Attractive Work was published 2004 (Åteg, Hedlund m fl. 2004). A questionnaire Questionnaire concerning Attractive Work was developed from the model (Högskolan Dalarna 2008). The questionnaire has been used during some years and at most occasions as a part in the Attractive Work Process. It is mostly researchers at Theme Working Life that have been using it, but also some supporting service companies. Data has been collected by the questionnaire during development work at companies or organizations. The results that will be presented are gathered from 16 different studies. Totally 1440 persons have filled in the questionnaire. They were employed at workplaces in different branches, for example estate management, parish work, museum, and elderly care. The results represent only these groups and are not representative for Swedish work force. The results shows that work is a relatively important aspect in the respondents life (3,8 on a scale 1-5). The main reason for working is to more than half of them “Earning a living and survival” (55,1%), two fifth says “Self-realization and good quality of life” (39,9%), and only a minor part says “material gain and a high standard of living” ( 5,0%). Most of them consider their current job as attractive to a big extent. The most important qualities to make a job attractive concern working conditions related to relations and leadership, as well as work satisfaction related to be sought after, stimulated and have inner acknowledgement. The two most important qualities are “I consider what I do to be important” and “I feel that I do a good job”. These important qualities correspond to a relatively high degree in the respondents’ current job, but there are still opportunities for development. The Attractive Work Process has been developed within interactive research and development projects. The process contains six steps – 1) Inform, plan and motivate, 2) Complete the questionnaire, 3) Analyze results, 4) Report results and prioritize, 5) Action plan, 6) Measure/evaluate. Central and important aspects of the process have been identified based on the experiences of participating researchers and companies. General important aspects are that the process is built on a promoting approach and engagement from all the employees. It is thereby important that the behavior of the process leader supports that approach. To make changes takes time and taking small steps in the right direction keeps the process moving forward. The process must be “living” all the time in order to be continuous. Högskolan Dalarna (2008). Questionnaire concerning Attractive Work. Borlänge: 5. Åteg, M., A. Hedlund, m fl. (2004). Attraktivt arbete. Från anställdas uttalanden till skapandet av en modell. Stockholm, Arbetslivsinstitutet.
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| 7. |
- Hedlund, Ann
(author)
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Attractive work in progress
- 2008
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In: 6:th Seminar on Worklife Development. - Garpenberg, Sweden.
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Conference paper (other academic/artistic)
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| 8. |
- Hedlund, Ann, et al.
(author)
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Attractive Work Process
- 2009
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In: USE2009: Understanding Small Enterprises – a healthy working life in a healthy business. - Elsinor, Danmark.
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Conference paper (other academic/artistic)abstract
- Many companies both in Sweden and other parts of the world are since the beginning of the 21st century faceing a lack of work force (1,2,3). The ability to recruit and retain skilled employees is seen as one of the most important questions for the survival and development of the companies (4,5). Labour shortage is seen as the biggest obstacle for expansion for small enterprises in Sweden (5). There is a need for workplaces to be attractive, but how can the attractiveness be increased? Researchers at Högskolan Dalarna have during almost a decennium conducted research concerning attractive work. Based on a modell of qualities that contributes to make a work attractive (6) has a method aiming for raised attractiveness been developed for SME:s. All employees participate by answering a questionnaire about the importance of different qualities and to what degree they are fulfilled. Further discussions at the workplace on what to preserve and what to develop make the base for an action plan. Important experiences: • Discuss and establish the aim of the method with management and employees. • The company must be prepared to follow up and realize the action plan. • Agree about expectations – they must be realistic and practicable. • Reserve time to start the process and to end up in an action plan. • Avoid negative thinking and put problems away. • Take all the time small steps in the right direction. • Keep employees engaged and avoid the manager or process leader to take the command. • Use the strategy with small work groups; it gives better possibilities for participation and outspokenness. • Follow up studies are necessary to keep up the motivation. The most positive aspects of the method is its promoting perspective and that it engages all the employees. 1.Rauhut, D. (2002). Arbetskraftsbrist och arbetskraftsinvandring: hot eller möjlighet för ekonomisk tillväxt? Östersund, ITPS, Institutet för tillväxtpolitiska studier. 2.Funch, M. and C. Ehrnooth. (2008, 08-10-2008). Labour shortage despite financial crisis? Retrieved 2008-12-16, 2008, from www.norden.org/webb/news/news.asp?id=8113&lang=6. 3.Manpower (2008). Talent Shortage Survey 2008 Global Results: 10. 4.Bakker, A. B. and W. B. Schaufeli (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior 29: 147-154. 5.Kennemar, J. and L. Jagrén (2008). Småföretagsbarometern. Stockholm, Swedbank Företagarna: 23. 6.Åteg, M., A. Hedlund, et al. (2004). Attraktivt arbete. Från anställdas uttalanden till skapandet av en modell. Stockholm, Arbetslivsinstitutet.
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| 9. |
- Hedlund, Ann
(author)
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Attraktivitetens dynamik : studier av förändringar i arbetets attraktivitet
- 2007
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Doctoral thesis (other academic/artistic)abstract
- This thesis takes a point of departure in the problems to recruit and retain personnel in woodworking companies. Companies, actors of society and researchers started with the ambition to create work which people, especially young ones, would like to have and where employees want to stay. The research has been carried out within the att…-project in collaboration between Dalarna University and National Institute for Working Life. The primary purpose was to create deeper understanding of characteristics of attractive work. A distinction has been made between on the one hand what makes work attractive, and on the other hand changes of the attractiveness. The empirical problem with recruitment was a starting point, followed by an interaction between theory and empiricism. The relation to practioners can be described as interactive with usefulness in focus. Questionnaires, group discussions and interviews, as well as informal conversations, have been used in five separate studies. The attractiveness of work depends on the individual’s estimation of the totality of work based upon her/his life situation. Characteristic for attractive work is that it is dynamic and comparative. Positive factors of work are related to other employments or to the idea of attractive work. A model of attractive work which represents an overall picture regarding what makes work attractive contains about 80 qualities in 22 dimensions. One finding is that changes in one dimension influences other dimensions. Another finding is that changed estimations of work depends both on changed valuation of the importance of different aspects of work, and on changed conception of the aspects. It is not enough to do a single effort aimed at retaining and recruiting personnel since the attractiveness of work is dynamic and comparisons are made with other employments. Companies must continuously do efforts for more attractive work. Existing attractive qualities that are hidden from applicants can be displayed. Other qualities can be realized and added to. Knowledge about what makes work attractive and about the dynamic of the attractiveness is valuable to create more attractive work.
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| 10. |
- Hedlund, Ann
(author)
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Från elev till verksam timmerman : en utvecklingsprocess
- 2006
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In: Arbetsliv i omvandling. - 1404-8426. ; :13
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Journal article (peer-reviewed)abstract
- Denna studie har sin grund i timmerhusbranschens behov av ny arbetskraft. Enförutsättning för hantverksyrkets överlevnad var personer som ville utbilda sigtill timmermän, för att sedan arbeta i och utveckla branschen.Syftet är att undersöka om, och i så fall hur, attraktiviteten i hantverksyrkettimmerhustillverkning förändras under och efter utbildning. Därtill förs resonemangom vad som påverkat individens bedömning av attraktiviteten.Den longitudinella studien har pågått från 2001 till 2005. Undersökningsgrupphar varit de två första årgångarna elever (skola-arbetslivsgrupp) på den nystartadeettåriga gymnasiala påbyggnadskursen Tillverkning av timmerhus. Somkomplement har elever i de två därpå följande årgångarna (skolgrupp) studeratsunder sin utbildningstid. De metoder som använts är enkäter, semistruktureradeintervjuer, fokusgrupper, informella samtal, samt studier av egna och andrasmötes- och observationsanteckningar.Den övergripande slutsatsen från studien är att attraktiviteten i hantverksyrketförändrades under och efter utbildningen. Förväntningarna på kommande arbetesolika aspekter var högre än realiteten vid yrkesverksamhet. Dock var arbetetsattraktivitet, totalt sett, högre vid yrkesverksamhet än samma arbetes attraktiviteti slutet av utbildningen.Det är många och varierande aspekter som bidrar till att göra ett arbeteattraktivt. En förändrad värdering av ett aktuellt arbete beror både på förändradvärdering av olika aspekters betydelse och på förändrad upplevelse av det aktuellaarbetet. Arbete med tillverkning av timmerhus anses attraktivt av dem somutbildat sig till yrket och därmed uppfyller det traditionella hantverksyrket i höggrad deras postmaterialistiska värderingar. Positiva samband finns mellan utbildningsyrketsoch utbildningens attraktivitet. Nyutbildade upplever, jämfört mederfarna yrkesmän, att hantverksarbetet i högre grad uppfyllde deras önskemål avarbete.Även om arbete med tillverkning av timmerhus anses attraktivt finns områdensom behöver utvecklas för att öka attraktiviteten, till exempel att erbjuda hälsosammarefysisk belastning och att underlätta inträde i yrket efter utbildning.Timmerhusbranschen behöver också arbeta för att skapa och visa upp timmermansyrketsom ett attraktivt arbete och lämpligt alternativ. De områden someleverna såg som attraktiva – till exempel att arbetet är skapande, bra miljö,uppskattning och eget arbetstempo – behöver förvaltas, utvecklas och marknadsförasför att locka och behålla nya timmermän i branschen.
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