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Dissertations / Theses on the topic 'Organisationsförändring'

Author: Grafiati

Published: 4 June 2021

Last updated: 8 February 2022

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1

Fjellström, Sandberg Maria, and Annelie Mellström. "PÅVERKAN AV ORGANISATIONSFÖRÄNDRING, ROLLTYDLIGHET OCH LEDARSTÖD PÅ ÖVERENGAGEMANG." Thesis, Umeå universitet, Institutionen för psykologi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-149350.

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Forskning visar att den arbetsrelaterade ohälsan ökar i Sverige. För sysselsatta inom äldreomsorgen finns studier som visar att sjukfrånvaro främst är kopplad till sociala och organisatoriska faktorer på arbetsplatsen. Teorin om Effort-Reward-Imbalance beskriver överengagemang (over-commitment) som ett personbundet beteende med överdrivet engagemang som kan utgöra en riskfaktor för arbetsrelaterad ohälsa. Syftet med studien är att undersöka i vilken utsträckning organisationsförändring, rolltydlighet och ledarstöd predicerar överengagemang. Vår studie bygger på ett longitudinellt projekt, där 185 anställda inom äldreomsorgen från norra Sverige ingår. Deltagarna representeras övervägande av kvinnliga undersköterskor och vårdbiträden med i huvudsak tillsvidareanställning eller långtidsvikariat. Materialet analyserades i det statistiska programmet IBM SPSS Statistics Version 25, genom korrelationer och hierarkisk regression. Resultatet visar att upplevelse av organisationsförändringar och brister i rolltydlighet är relaterat till överengagemang. Ledarstöd har ett signifikant samband med överengagemang tillsammans med organisationsförändring. Däremot visar ledarstöd tillsammans med organisationsförändring och rolltydlighet ingen ytterligare förklaring till variansen för graden av överengagemang.

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2

Petersson, Emelie, and Linnéa Johansson. "Kommunicera mera! : Den interna kommunikationens roll vid en organisationsförändring." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-342034.

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En lyckad organisationsförändring beror i allt större utsträckning på hur väl organisationen lyckas med att generera support och entusiasm från dem anställda. Den interna kommunikationen är ett viktigt verktyg vid en organisationsförändring och kan påverka hur de anställda känner inför en förändring. Genom att intervjua anställda vid Vetlanda pastorat inom Svenska kyrkan som genomgår en organisationsförändring har studien undersökt hur den interna kommunikationen påverkar de anställdas inställning till en förändring. Av resultatet framgick att de fyra faktorer som studiens analysmodell grundat sig i; tidpunkt, avsändare, meddelande och kanal har en påverkan på dem anställdas inställning. Andra faktorer som också visat sig ändra inställningen är känslan av delaktighet och möjligheten till att kunna påverka förändringsprocessen, samt att de anställda har en tydlig bild kring hur deras roll i organisationen kommer se ut. Det har även framgått i studien att det är av vikt att kommunikationen inte reduceras till att enbart handla om spridning av information. Det måste även erbjudas möjlighet till den återkoppling som är grundläggande inom kommunikationsprocessen.

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3

Platen, Sara von. "Intern kommunikation och meningsskapande vid strategisk organisationsförändring : en studie av Sveriges televison /." Örebro : Örebro universitet : Universitetsbiblioteket, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-827.

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4

Hörvallius, Julia, and Mathilda Nedelius. "Upplevelser av organisatorisk osäkerhet, procedural rättvisa och organisationsidentitet vid en potentiell organisationsförändring." Thesis, Högskolan i Gävle, Psykologi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-32852.

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Syftet med föreliggande studie var att undersöka arbetstagares upplevelser av organisatorisk osäkerhet, procedural rättvisa och organisationsidentitet vid en potentiell organisationsförändring. Den potentiella organisationsförändringen skulle innebära en separering av ett affärsområde från resterande koncernen. Studien baserades på en kvalitativ metod med deduktiv ansats. Datainsamling bestod av semistrukturerade intervjuer med sju anställda från det affärsområde som eventuellt skulle beröras av organisationsförändringen. Det insamlade materialet analyserades genom en deduktiv tematisk analys med utgångspunkt i fyra förutbestämda teman; organisatorisk osäkerhet, procedural rättvisa, emotionell organisationsidentitet och kognitiv organisationsidentitet. Respondenterna uppvisade olika uppfattningar av organisatorisk osäkerhet utifrån olika upplevelser av aspekter relaterade till procedural rättvisa som informationstillgång, inflytande i beslutsprocessen samt möjligheter att uttrycka tankar och känslor avseende förändringsprocessen. Respondenterna gav vidare ambivalenta uttryck för organisatorisk stolthet, anseende samt engagemang gällande deras emotionella organisationsidentitet. De gav uttryck för en tydlig identifikation med organisationen men däremot en mer ambivalent assimilering och inkorporering med/av organisationen gällande deras kognitiva organisationsidentitet.
The aim of the present study was to examine employees’ perceptions of organizational uncertainty, procedural justice and organizational identity in the event of a potential organizational change. The potential organizational change would result in a separation of a business area from the remaining company. The study was based on a qualitative method with a deductive approach. The data collection consisted of semi-structured interviews with seven employees from the business area who might be affected by the organizational change. The collected material was analyzed through a deductive thematic analysis based on four predetermined themes; organizational uncertainty, procedural justice, emotional organizational identity and cognitive organizational identity. The respondents expressed different perceptions of organizational uncertainty based on different experiences of aspects related to procedural justice such as information access, influence in the decision-making process and opportunities to express thoughts and feelings about the change process. The respondents also expressed ambivalent expressions of organizational pride, esteem and affective commitment regarded their emotional organizational identity. They expressed a distinct identification with the organization but a more ambivalent assimilation and incorporation with the organization regarding their cognitive organizational identity.

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5

Stenberg, Anna. "Kommunicera mera! : Upplevelser av organisationsförändring ur ett medarbetarperspektiv." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-75850.

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När en verksamhet befinner sig i en förändringsprocess finns det en rad olika faktorer som påverkar hur verksamhetens medarbetare reagerar. Denna studie är utförd på en myndighet som tidigare haft kundcenter som tagit emot inkommande samtal från kunder men nu fördelat ut arbetsuppgiften på myndighetens handläggare. Således har handläggarnas arbetsuppgifter förändrats och denna studie syftar därför till att undersöka medarbetarnas upplevelser av organisationsförändringen. För att besvara syftet har tre frågeställningar formulerats, ”hur har organisationsförändringen kommunicerats från ledning till medarbetare?”, ”hur har medarbetarna involverats i förändringsarbetet?” samt ”vad finns det för positiva respektive negativa upplevelser av organisationsförändringen?”. En kvalitativ metod har använts och det empiriska materialet har samlats in genom åtta semistrukturerade intervjuer med medarbetare vid en av myndighetens enheter. Det teoretiska ramverket har delats in i underkategorierna kommunikation, medarbetarnas delaktighet samt medarbetarnas inställning och har utgjorts av Johansson & Heides (2008) samt Angelöws (2010) teorier om kommunikation, Angelöws (2010) teori om delaktighet, Angelöws (2010) teori om inställning samt Heide, Johansson och Simonssons (2012) tolkning av Bupps (1996) reaktionskurva gällande sorg. Slutligen har Kotters (1996) 8-stegsmodell för förändring tillämpats. Det teoretiska ramverket har även kompletterats med vetenskapliga artiklar inom kategorierna kommunikation, medarbetares delaktighet samt medarbetares inställning. Vidare har empirin analyserats med hjälp av teori och tidigare forskning. Studiens resultat visar att upplevelserna varit i huvudsak negativa då medarbetarna upplevt att kommunikationen varit bristfällig. Den starkaste positiva upplevelsen var när medarbetarnas synpunkter mottogs av ledningen, vilket resulterade i ett förändrat arbetsschema. Studiens resultat påvisar att verksamheter med fördel bör kommunicera förändringens syfte för att skapa en större förståelse hos medarbetarna. Verksamheter bör även involvera medarbetarna i ett tidigt stadie för att bibehålla en positiv upplevelse av förändringen.
When a workplace is in a process of change, there are several different factors that influence how employees among the organization react. This study was carried out at an authority that previously had a customer center that received incoming calls from customers but have now distributed the task to the authority's administrators. Thus, the duties of the administrators have changed, and this study therefore aims to examine the employees' experiences of the organizational change. To answer the purpose, three research questions have been enunciated; “how has the organizational change been communicated from management to employees?”, “how have the employees been involved in the change process?” and “what are the positive and negative experiences of the organizational change?”. This study is based on a qualitative method and the empirical material has been collected through eight semi-structured interviews with employees at one of the authority’s units. The theoretical framework has been divided into sub-categories such as communication, employee participation and co-workers attitudes and these has subsequently been constituted by Johansson & Heide (2008) and Angelöw (2010) theories about communication, Angelöw’s (2010) theory about participation, Angelöw’s (2010) theory about co-workers attitudes and Heide, Johansson and Simonsson’s (2012) interpretation of Bupp’s (1996) reaction curve regarding grief. Finally, Kotters (1996) 8-step model regarding change has been applied. The theoretical framework has been supplemented with scientific articles. The empirical data has been analyzed using theory and previous research. The study's results show that the experiences have been significantly negative as the employees felt that communication was inadequate. The strongest positive experience was when employees' views were received by management, resulting in a changed work schedule. Result of the study demonstrates that organizations advantageously should communicate the change purpose in order to create a greater understanding among the employees. Organizations should also involve the employees in an early stage in order to maintain a positive experience.

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6

Lyxell, Tobias, and Wendelius Johan Mossö. "Making sense of digitalization : En fallstudie om digital transformation." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-43581.

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Denna studie visar hur både sensemaking och berättelser tjänar som verktyg för att ge fördjupad förståelse för de implikationer som digitalisering innebär för moderna organisationer och därigenom samspelet mellan organisering och digitalisering. Berättelser bidrar med en djupare förståelse för hur sensemaking konstrueras och struktureras i en organisation under digital transformation. Sensemaking och berättande visar hur organisationen konstruerar olika förändringsbilder av digitalisering, hur dessa fluktuerar, samt vad detta kan innebära för organisationens arbete med detta.
This study shows how both sensmaking and storytelling serve as a tool for providing in-depth understanding of the implications that digitalization entails for modern organizations and thereby the interaction between organizing and digitization. Stories contribute with a deeper insight of the way in which sensmaking is constructed and structured within an organization undertaking digital transformation. Sensemaking and storytelling show how the organization portrays various change images of digitization, the way these fluctuate, and what implications they may pose for organizations.

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7

Ylander, John. "Constructive management : synchronizing relations in change /." Göteborg : BAS : School of Business, Economics and Law, University of Gothenburg, 2008. http://hdl.handle.net/2077/18747.

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8

Lundberg, Jenny. "Principles of workflow support in life critical situations." Licentiate thesis, Karlskrona : Blekinge Institute of Technology, 2007. http://www.bth.se/fou/Forskinfo.nsf/allfirst2/2cd6cb34f4766036c12572aa00516c84?OpenDocument.

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9

Göransson, Sara. "Seeking individual health and organizational sustainability the implications of change and mobility /." Stockholm : Department of Psychology, Stockholm University, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-31123.

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10

Lindberg, Anna. "När goda intentioner möter verkligheten : om brukarmedverkan vid planering och utformning av nya arbetsmiljöer /." Luleå, 2000. http://epubl.luth.se/1402-1544/2000/27/index.html.

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11

Baraldi, Stephan. "Union mergers in times of restructuring : a psychological approach /." Stockholm : Department of Psychology, Stockholm University, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-7669.

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12

Fryk, Pontus. "Modern perspectives on the digital economy : with insights from the health care sector /." Uppsala : Företagsekonomiska institutionen, Uppsala universitet, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-108218.

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13

Vinberg, Stig. "Health and performance in small enterprises : studies of organizational determinants and change strategy /." Luleå : Division of Industrial Work Environment, Luleå University of Technology, 2006. http://epubl.ltu.se/1402-1544/2006/13/.

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14

Ulbrich, Frank. "The adoption of IT-enabled management ideas : insights from shared services in government agencies /." Stockholm : Economic Research Institute, Stockholm School of Economics (EFI), 2008. http://www2.hhs.se/efi/summary/750.htm.

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15

Hallencreutz, Jacob. "Models and meaning : on management models and systems of meaning when implementing change." Licentiate thesis, Luleå : Luleå university of technology, 2009. http://pure.ltu.se/ws/fbspretrieve/3350479.

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16

Grönlund, Anne. "Flexibilitetens gränser : förändring och friktion i arbetsliv och familj /." Umeå : Boréa, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-330.

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17

Kvist, Elin. "Stormarknadens nya maktordningar : från kassörskor och butikschefer till (o)demokratiska arbetslag /." Umeå : Umeå universitet, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-760.

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18

Buhr, Katarina. "Bringing aviation into the EU emissions trading scheme : institutional entrepreneurship at windows of opportunity /." Uppsala : Företagsekonomiska institutionen, Uppsala universitet, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-9505.

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19

Petterson, Inga-Lill. "Health care in transition - threat or opportunity? : psychosocial work quality and health for staff and organization /." Stockholm, 1997. http://diss.kib.ki.se/1997/91-628-2692-1/.

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20

Öhman, Persson Jenny. "The obvious & the essential : interpreting software development & organizational change /." Uppsala : Acta Universitatis Upsaliensis : Univ.-bibl. [distributör], 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-4689.

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21

Andersson, Mona. "Botvids väg till rätt vård : planering av ett interorganisatoriskt vårdkedjeprojekt /." Västerås : Mälardalen University, 2006. http://www.diva-portal.org/mdh/abstract.xsql?dbid=139.

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22

Nilsson, Barbro. "Förändringsdynamik : utveckling, lärande och drivkrafter för förändring : en studie av utvecklingsprocesser i fyra småföretag /." Linköping : Institutionen för beteendevetenskap, Univ, 2003. http://www.bibl.liu.se/liupubl/disp/disp2003/ibv93s.pdf.

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23

Wiklund, Per. "Kampen för människovärdet : om identitet i ett föränderligt arbetsliv /." Stockholm, 2007. http://diss.kib.ki.se/2007/978-91-7357-082-4/.

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24

Larsson, Pär. "Förändringens villkor : en studie av organisatoriskt lärande och förändring inom skolan /." Stockholm : Ekonomiska forskningsinstitutet vid Handelshögsk. (EFI), 2004. http://www.hhs.se/efi/summary/633.htm.

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25

Wolmesjö, Maria. "Ledningsfunktion i omvandling : om förändringar av yrkesrollen för första linjens chefer inom den kommunala äldre- och handikappomsorgen /." Lund : Socialhögskolan, Lunds universitet, 2005. http://theses.lub.lu.se/scripta-archive/2005/04/21/soc_532/Maria_Volmesjo_soc_532_thesis.pdf.

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26

Iveroth, Einar. "Leading IT-Enabled Change Inside Ericsson : A Transformation Into a Global Network of Shared Service Centres." Doctoral thesis, Uppsala : Department of Business Studies, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-119624.

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Diss. (sammanfattning) Uppsala : Uppsala universitet, 2010.
The provided document is only the summary and introductory chapter of the thesis (i.e. excluding the five papers). If you want more information about the thesis as a whole please contact the author einar.iveroth@fek.uu.se. Härtill 5 uppsatser.

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27

Kling, Ragnar. "Developing product development in times of brutal change." Doctoral thesis, Stockholm : Economic Research Institute, Stockholm School of Economics (EFI), 2006. http://www2.hhs.se/EFI/summary/690.htm.

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28

Tomson, Klara. "Amnesty in Translation : Ideas, Interests and Organizational Change." Doctoral thesis, Stockholm : School of Business, Stockholm University, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-7558.

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29

Randle, Hanne. "Staying alive! : The restructuring process in two Swedish steel and metal companies." Doctoral thesis, Karlstad : Faculty of Economic Sciences, Communication and IT, Working Life Science, Karlstads universitet, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-3225.

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30

Strömberg, Helén. "Sjukvårdens industrialisering : mellan curing och caring - sjuksköterskearbetets omvandling." Umeå: Univ, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-257.

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31

Andersson, Jonathan, and Rasmus Ull. "Att realisera e-förvaltning : En studie om förändringsledares hantering av värdeideal inom offentlig verksamhet." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-412753.

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Politiska påtryckningar kräver offentliga verksamheters effektivisering, vilket har lett många kommuner till att påbörja införandet av effektivitetshöjande, IT-stödda automatiseringslösningar inom sina respektive socialtjänster. Initiativen medför dock ofrånkomliga organisationsförändringar, vilka ställer krav på god förändringsledning för att undvika förändringsmotstånd - något som tidigare uppvisats i samband med initiativen. Förändringsarbeten inom offentlig verksamhet har dessutom beskrivits ställa extra hårda krav på förändringsledarna, i och med hur de behöver navigera de många intressenter som tenderar att finnas inblandade. Genom en abduktiv forskningsansats, innefattande tio semistrukturerade intervjuer med förändringsledare som för närvarande arbetar med att automatisera arbetsprocesser inom socialtjänsten, identifieras bakomliggande intressen och viljor - värdeideal - med inverkan på automatiseringsinititativen. Därtill analyseras hur förändringsledare inom den offentliga sektorn utformar aktiviteter för att hantera dessa skilda viljor. Resultaten visar att tre av totalt fyra möjliga värdeideal går att identifiera i samband med initiativen: effektivitets-, service-, och professionalismidealet. Även om inget regelrätt förändringsmotstånd rapporteras, beskrivs dock en rädsla för hur den förändrade arbetsrollen ska påverka förändringsmottagarna - och vad det innebär för ansvarsutkrävande. Förändringsledarna hanterar idealen och nämnd rädsla genom att prioritera förändringsmottagarnas tidiga inblandning i förändringsarbetet, samt genom att lägga stor vikt vid kommunikativa insatser. Teoretiska och praktiska bidrag diskuteras.
Political pressures force organizations in the public sector to increase their efficiency, causing many municipalities to initiate projects involving IT-enabled automation of work processes in their local social services. In order to avoid resistance, the organizational changes caused by the projects need to be handled with great care by their respective change agents. The public sector is notorious for being particularly difficult to successfully lead through organizational change, due to the large number of stakeholders with power to affect the change, holding competing interests and wills - known as value positions. The study sets out to find which value positions are present in the ongoing automation projects currently being carried out in the municipalities’ social services, and how the change agents work with them. Using abductive reasoning, and with the help of ten semi-structured interviews with change agents who currently are involved in automation projects, the study’s findings show that three out of four value positions can be identified in the types of projects mentioned: the efficiency-, service- and professionalism ideal. The change agents work with the value positions by prioritizing the engagement and involvement of the change recipients from start, creating a sense of joint ownership of the change. Besides prioritizing engagement and involvement, communication efforts are held up to be of major importance. Implications for theory, practice and future research are presented.

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32

Hertting, Anna. "The health care sector : a challenging or draining work environment : psychosocial work experiences and health among hospital employees during the Swedish 1990s /." Stockholm, 2003. http://diss.kib.ki.se/2003/91-7349-665-0/.

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33

Börnfelt, Per-Ola. "Förändringskompetens på industrigolvet : kontinuerligt förändringsarbete i gränslandet mellan lean production och socioteknisk arbetsorganisation /." Göteborg : Stockholm : Institutionen för arbetsvetenskap, Göteborgs universitet ; Arbetslivsinstitutet, 2006. http://ebib.arbetslivsinstitutet.se/ah/2006/ah2006_01.pdf.

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