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  • 1.
    Andreasson, Jörgen
    The University of Gothenburg.
    Organizational preconditions and supportive resources for Swedish healthcare managers: Factors that contribute to or counteract changes: Factors that contribute to or counteract changes2018Doctoral thesis, comprehensive summary (Other academic)
    Abstract [en]

    Swedish Healthcare managers’ organizational preconditions and supportive resources are important for their ability to work with planned change in a sustainable way. This thesis further investigates these factors together with an output measure, healthcare process quality (HPQ).

    The overall aim was to investigate how healthcare managers’ organizational preconditions and support contribute to or counteract managers’ work with planned change in order to implement process development in a sustainable way. Specific aims were: to improve knowledge of managers’ views of and approaches to increasing their employees’ influence on and engagement in models for improving care processes (study I); to investigate relationships among managers’ organizational preconditions, support, and work to improve quality of care and HPQ over time (study II); to investigate whether managers’ coaching style, preconditions, implementation strategy, appraisal of change, and clinical autonomy are associated with HPQ (study III ); and to assess the influence of support from superiors, colleagues, external sources, subordinates, and private life on managers’ own health (study IV ).

    The data for Studies I – III came from five hospitals collected over a three-year period. The data were collected by means of interviews (Study I, qualitative analysis) and annual questionnaires (Studies II and III, quantitative and mixed-method analyses). The data for Study IV were based on questionnaires administered to first- and second-line managers in municipal care, twice during a two-year period.

    The results revealed that the healthcare managers were key actors in implementing planned change, but were dependent on their employees’ engagement in order to succeed. Managers’ appraisal of work with planned change became more positive with strong support from other managers, employees, and the organization as well as with long managerial experience. Support from private life and networks, as well as the managers’ attitudes towards their managerial role, predicted their own health. For new managers or managers with many employees, organizational support predicted their health-related sustainability. Managers practising a more distanced style of coaching (e.g., clearly delegating responsibility for implementation work to employees) were associated with better HPQ outcomes than were managers who were more involved in implementation. In conclusion, implementation of planned change are facilitated by, engaged managers, employees with knowledge of implementation work and of the healthcare system, as well as organizational structures that support the managers. Strong support from various sources as well as managerial experience are important for managers’ appraisal of work with planned change. Strong managerial support and a more delegated leadership style are both important factors related to higher estimated HPQ.

  • 2.
    Andreasson, Jörgen
    et al.
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Linda, Ahlstrom
    Andrea, Eriksson
    Dellve, Lotta
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    The importance of healthcare managers’ organizational preconditions and support resources fortheir appraisal of planned change and its outcomes2017In: Journal of Hospital Administration, ISSN 1927-6990, E-ISSN 1927-7008, Vol. 6, no 1, p. 25-33Article in journal (Refereed)
    Abstract [en]

    Background: Healthcare managers are expected to lead and manage planned organizational change intended to improve healthcare process quality. However, their complex working conditions offer limited decision control, and healthcare managers often feel ill prepared and inadequately supported to perform their duties. Healthcare managers have previously described their need for organizational support, but we lack knowledge of the preconditions and resources that help managers implement planned change.

    Methods: This prospective cohort study examined healthcare managers at three Swedish hospitals implementing lean production and two Swedish hospitals implementing their own improvement model. Questionnaire data from 2012, 2103, and 2014 were used in following up. We used t-tests and a linear mixed model design in analysing the data.

    Results: Healthcare managers who perceived strong support from managers, employees, colleagues, and the organization and managers with the longest managerial experience had the least negative appraisal of change. Managers who perceived strong support from employees, management, and the organizational structure perceived higher levels of healthcare process quality.

    Conclusions: Long managerial experience and strong support from managers, employees, and the organization are important formanagers’ appraisal of, work on, and successful implementation of planned change. Top management must therefore ensure that the healthcare managers have sufficient managerial experience and support before they delegate to them the responsibility to implement planned change

  • 3.
    Andreasson, Jörgen
    et al.
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Ljungar, Erik
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Linda, Ahlstrom
    The Sahlgrenska Academy, University of Gothenburg.
    Jonas, Hermansson
    Angered Hospital.
    Dellve, Lotta
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Professional Bureaucracy and Health Care Managers’ Planned Change Strategies: Governance in Swedish Health Care2018In: Nordic Journal of Working Life Studies, ISSN 2245-0157, E-ISSN 2245-0157, Vol. 8, no 1, p. 23-41Article in journal (Refereed)
    Abstract [en]

    To increase efficiency and quality, process development has been implemented in many Swedish hospitals. These hospitals are usually organized as professional bureaucracies in which health care managers have limited decision control. The new governance principles has been implemented without removing bureaucratic elements. This study analyzes how managers implement planned change in these professional bureaucracies, considering if managers coaching style, organizational preconditions, implementation strategy, appraisal of change and clinic autonomy, is associated with health care process quality (HPQ). The study is based on interviews with health care managers and longitudinal assessments of HPQ. The results revealed significant differences between coaching style, organizational preconditions, and HPQ over time. The conclusion is that leadership and preconditions is of importance for the health care manager’s ability to work with planned change, as that the health care managers understand how management methods, governance principles, and professional bureaucracies work in practice.

  • 4.
    Arman, Rebecka
    et al.
    School of Business, Economics and Law, University of Gothenburg.
    Dellve, Lotta
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Wikström, Ewa
    Törnström, Linda
    What health care managers do: applying Mintzberg's structured observation method2009In: Journal of Nursing Management, ISSN 0966-0429, E-ISSN 1365-2834, Vol. 17, no 6, p. 718-729Article in journal (Refereed)
    Abstract [en]

    Aim The aim of the present study was to explore and describe what characterizes first- and second-line health care managers' use of time. Background Many Swedish health care managers experience difficulties managing their time. Methods Structured and unstructured observations were used. Ten first- and second-line managers in different health care settings were studied in detail from 3.5 and 4 days each. Duration and frequency of different types of work activities were analysed. Results The individual variation was considerable. The managers' days consisted to a large degree of short activities (<9 minutes). On average, nearly half of the managers' time was spent in meetings. Most of the managers' time was spent with subordinates and <1% was spent alone with their superiors. Sixteen per cent of their time was spent on administration and only a small fraction on explicit strategic work. Conclusions The individual variations in time use patterns suggest the possibility of interventions to support changes in time use patterns. Implications for nursing management A reliable description of what managers do paves the way for analyses of what they should do to be effective.

  • 5.
    Dellve, Lotta
    et al.
    Göteborg University.
    Morberg, S
    Karolinska Institute.
    Lagerström, M
    Karolinska Institute.
    The perceived perceptions of head school nurses in developing school nursing roles in schools2009In: Journal of Nursing Management, ISSN 0966-0429, E-ISSN 1365-2834, ISSN 0966-0429, Vol. 17, no 7, p. 813-821Article in journal (Refereed)
    Abstract [en]

    Aim  To gain a deeper understanding of how Swedish head school nurses perceive their leadership in developing school health care. Background  A well-functioning school health care is important for promoting the health of children and young people. Method  Constructivist-grounded theory was used to analyse 11 individual interviews with nine head school nurses. Results  Head school nurses strive to find a balance between what they experience as vague formal goals and strong informal goals which leads to creating local goals in order to develop school health care. Conclusion  The head school nurse’s job is experienced as a divided and pioneering job in which there is uncertainty about the leadership role. They provide individual support to school nurses, are the link between school nurses and decision makers and highlight the importance of school nurses’ work to organizational leaders. Implications for nursing management  This study shows that school health care needs to be founded on evidence-based methods. Therefore, a structured plan for education and training in school health care management, based on research and in cooperation with the academic world, would develop the head school nurses’ profession, strengthen the position of school health care and advance the school nurses’ work.

  • 6. Hägg, Göran
    et al.
    Holmberg, Kjell
    Oudhuis, Margareta
    University of Borås, School of Education and Behavioural Science.
    Olsson, Anders
    Rosén, Gunnar
    Metoder och arbetssätt för arbetsmiljöarbete2006In: Arbete och Hälsa, ISSN 0346-7821, p. 24-42Article in journal (Other academic)
  • 7.
    Jörgen, Andreasson
    et al.
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Eriksson, Andrea
    Dellve, Lotta
    Healthcare managers’ views on and approaches to implementing models for improving care processes2015In: Journal of Nursing Management, ISSN 0966-0429, E-ISSN 1365-2834, Vol. 24, no 2, p. 219-227Article in journal (Refereed)
    Abstract [en]

    Aim

    To develop a deeper understanding of health‐care managers' views on and approaches to the implementation of models for improving care processes.

    Background

    In health care, there are difficulties in implementing models for improving care processes that have been decided on by upper management. Leadership approaches to this implementation can affect the outcome.

    Method

    In‐depth interviews with first‐ and second‐line managers in Swedish hospitals were conducted and analysed using grounded theory.

    Results

    ‘Coaching for participation’ emerged as a central theme for managers in handling top–down initiated process development. The vertical approach in this coaching addresses how managers attempt to sustain unit integrity through adapting and translating orders from top management. The horizontal approach in the coaching refers to managers' strategies for motivating and engaging their employees in implementation work.

    Conclusion and implications for nursing management

    Implementation models for improving care processes require a coaching leadership built on close manager–employee interaction, mindfulness regarding the pace of change at the unit level, managers with the competence to share responsibility with their teams and engaged employees with the competence to share responsibility for improving the care processes, and organisational structures that support process‐oriented work. Implications for nursing management are the importance of giving nurse managers knowledge of change management.

  • 8.
    Lind, Carl Mikael
    et al.
    Division of Ergonomics, KTH Royal Institute of Technology.
    Sandsjö, Leif
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Mahdavian, Nafise
    School of Engineering Science; University of Skövde.
    Högberg, Dan
    School of Engineering Science; University of Skövde.
    Hanson, Lars
    School of Engineering Science; University of Skövde.
    Olivares, Jose Antonio Diaz
    Division of Ergonomics, KTH Royal Institute of Technology.
    Yang, Liyun
    Unit of Occupational Medicine, Karolinska Institutet.
    Forsman, Mikael
    Division of Ergonomics, KTH Royal Institute of Technology.
    Prevention of Work-Related Musculoskeletal Disorders Using Smart Workwear – The Smart Workwear Consortium2019In: International Conference on Human Systems Engineering and Design: Future Trends and Applications: Human Systems Engineering and Design. IHSED 2018. Advances in Intelligent Systems and Computing, vol 876. Springer, Cham / [ed] Ahram T., Karwowski W., Taiar R. (eds), Springer, Cham , 2019, Vol. 876, p. 477-483Conference paper (Other academic)
    Abstract [en]

    Adverse work-related physical exposures such as repetitive movements and awkward postures have negative health effects and lead to large financial costs. To address these problems, a multi-disciplinary consortium was formed with the aim of developing an ambulatory system for recording and analyzing risks for musculoskeletal disorders utilizing textile integrated sensors as part of the regular workwear. This paper presents the consortium, the Smart Workwear System, and a case study illustrating its potential to decrease adverse biomechanical exposure by promoting improved work technique.

  • 9. Ljung, M
    et al.
    Oudhuis, Margareata
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Safety on Passenger Ferries from Catering Crew's Perspective2016In: Social Sciences, ISSN 2076-0760, Vol. 5, no 3Article in journal (Refereed)
    Abstract [en]

    The majority of employees on passenger ferries consist of the catering staff: those who operate in restaurants, shops, and in the hotel on board. Research on this category is scant. The aim of this study is to investigate the catering staff’s experiences and perceptions of safety practice on board passenger ferries. The methods are semi-structured interviews and a qualitative content analysis of official documents and research articles. Results: Increased safety regulations and directives on an international and a national level have taken place after the major ferry disasters of late 1990s. Changes in the safety organization on the passenger ferries have resulted in more involvement of the catering crew in safety on board. Safety awareness and the way the catering staff think about safety have improved. The risk of terrorism has further reinforced safety awareness. A clear challenge for safety work on ferries is the reduction of catering crew. The transition to job flexibility for catering crew may constitute risk factors regarding safety and security.

  • 10.
    Manfredsson, Peter
    et al.
    University of Borås, Faculty of Textiles, Engineering and Business.
    Andersson, Roy
    Jönköping University.
    Lantz, Björn
    Technology Management and Economics, Chalmers.
    Total productive maintenance in support processes: an enablerfor operation excellence2015In: Total Quality Management and Business Excellence, ISSN 1478-3363, E-ISSN 1478-3371, Vol. 26, no 10, p. 1042-1055Article in journal (Refereed)
    Abstract [en]

    In order to stay competitive in today’s marketplace, it is vital to reduce activities that do

    not create value. Lean production has in the last decade been seen as a philosophy to

    reduce non-value time. The office environment often presents a major improvement

    opportunity to reduce non-value time. Lean contributes positively to business

    performance applied in a manufacturing context and is also suggested to do the

    same in a service context. The purpose of the paper is to analyse and determine how

    total productive maintenance (TPM) can be applied within the support process and

    to identify effects from an employee and business perspective. A case study has

    been performed and a qualitative research approach was selected. Empirical data

    were gathered by using semi-structured interviews at one case company, but from

    several teams that had applied TPM. The result was then used as an inductive

    approach to explore how TPM can be applied in a support process. To implement

    and apply TPM within an office context, it should be structured in three steps

    (i) define, (ii) implement and (iii) sustain. TPM should be conducted as a part of the

    ordinary day-to-day work. The planning and discussions connected to TPM can be

    included in regular daily departmental ‘stand-up meetings’ involving everybody. The

    work with 5S and maintenance should also be a part of the TPM structure,

    connecting it as a system and not as an isolated activity. TPM can create value from

    both a business and an employee perspective. In the employee perspective, TPM

    reduces the risk of missing/forgetting areas of responsibility and creates more

    involvement. In the business perspective, objectives such as cost and quality are

    improved, but TPM also enables the reduction of waste.

  • 11.
    Oudhius, Margareta
    et al.
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Riestola, Päivi
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Balans mellan svenskt management och nya styrformer för livskraft2016In: Ledarskap för livskraftiga organisationer / [ed] Oudhuis, Margareta, Riestola, Päivi, Borås: Högskolan i Borås , 2016, p. 73-80Chapter in book (Other academic)
  • 12.
    Oudhuis, M.
    University of Borås, School of Education and Behavioural Science.
    Tengblad, S (Editor)
    Organisatorisk resiliens och stagnation2014In: Organisatorisk resiliens.: Vad är det som gör företag och organisationer livskraftiga?, Lund: Studentlitteratur , 2014, p. 73-92Chapter in book (Other academic)
  • 13.
    Oudhuis, Margareta
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Kampen om verkstadsgolvet: Byte av produktionsmodell och arbetsorganisation som strategi för att återta makten2015In: Tankar om arbete: 17 texter om arbete, arbetsliv och samhällsförändring / [ed] Ann Ch. Bergman, Gunnar Gillberg, Lars Ivarsson, Stockholm: Premiss förlag, 2015Chapter in book (Other academic)
  • 14.
    Oudhuis, Margareta
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Resiliens:: långsiktigt hållbar livskraft i organisationer och företag2016In: Re:: en ny samhällssektor spirar / [ed] Nils-Krister, Persson, Borås: Högskolan i Borås, 2016, p. 69-70Chapter in book (Other academic)
  • 15.
    Oudhuis, Margareta
    University of Borås, School of Education and Behavioural Science.
    The individualised team: reasons and outcomes -The Volvo Bus Plant case2006Conference paper (Refereed)
  • 16.
    Oudhuis, Margareta
    University of Borås, School of Education and Behavioural Science.
    Work as an arena for disciplining mind, body and emotions: the Volvo Bus Plant case2004In: Learning to be employable : new agendas on work, responsibility, and learning in a globalizing world / [ed] Christina Garsten, Kerstin Jacobsson, Palgrave Macmillan, Basingstoke , 2004, p. 189-209Chapter in book (Other academic)
    Abstract [en]

    This is a major study of the connection between the global discourse and local practices of employability and provides a valuable contribution to the workings of labour markets in the 21st century. (Beskrivning från förlaget)

  • 17.
    Oudhuis, Margareta
    et al.
    University of Borås, School of Education and Behavioural Science.
    Engström, Tomas
    Blomqvist, Bo
    Reclaiming the workshop: a change of production model and work organisation as a strategy for reclaiming power2010Conference paper (Refereed)
  • 18.
    Oudhuis, Margareta
    et al.
    University of Borås, School of Education and Behavioural Science.
    Olsson, Anders
    Spelar värderingar någon roll för arbetsmiljön? En studie om konsekvenser vid övergång till utländskt ägande och vid generationsskiften i företag2006Report (Other academic)
    Abstract [sv]

    Research shows that values held by company managers affect both working with working environment issues and the working environment itself. The questions this study is trying to answer are as follows: - Which values regarding working environment and working environment issues exist today and in the future? - Are values important for the working environment and when working with working environment issues? These research questions will be answered by two different studies: - The shift from Swedish to foreign management after takeovers of Swedish companies. Interviews were made with managers and safety delegates at two different case companies, one with American ownership and the other with British ownership. - The shift from older to younger generation in family companies. Interviews were made with managers at two different case companies, one small company and one multinational company. The first study shows a forceful change of values within the American company followed by a decrease in the psycho-social environment. In the British owned company notably no such changes had occurred. One reason for the different outcomes appeared to be that while top management in the British owned company was Swedish the American company was run by American top management. The conclusion drawn from the comparison between these two companies is that values held by management are of great importance. The second study focusing the shift of generations in family companies showed that in spite of many differences between the two case companies, such as line of business, size and age, there were many similarities in what took place after the shift. Improvements were made regarding efficiency, profit, health and well-being of staff. The management values had changed in a direction Hofstede found is in line with the contemporary Swedish values, such as an increase of delegation and involvement. In summary, our study as well as other research show that foreign management in many cases have conflicting opinions and values compared to the new management generation. The result also shows that on one hand there is an interest and ambition to focus on working environment issues among the companies in our study, but that a lot more needs to be done, especially concerning psycho-social environment issues. On the other hand there also seems to be forces working against improvements of the working environment. The basic line in our study is that management values had a direct impact on the working environment and on working with working environment issues. Tidigare forskning visar att företagsledningens värderingar har betydelse för hur arbetsmiljöarbetet bedrivs och hur arbetsmiljön ser ut på våra arbetsplatser. De frågor föreliggande studie söker svar på är: - Vilka värderingar på arbetsmiljö och arbetsmiljöarbete finns idag och kan komma i framtiden? - Vilken betydelse har värderingar för arbetsmiljö och arbetsmiljöarbete? Dessa frågeställningar besvaras med hjälp av två skilda studier: - Övergång från svensk till utländsk management vid uppköp av svenska företag. Intervjuer genomfördes med chefer och skyddsombud i två olika fallföretag, ett amerikanskägt och ett brittiskägt. - Övergång från äldre till yngre generations chef i samband med generationsskiften i familjeföretag. Intervjuer genomfördes med chefer i två olika fallföretag. Av den första studien framgick att det amerikanska fallföretaget efter uppköpet fått kraftigt förändrade värderingar och en försämrad psykosocial arbetsmiljö, medan det engelskägda företaget inte förändrats i nämnvärd grad vare sig i värderingar eller i sitt arbetsmiljöarbete. En väsentlig skillnad var att toppledningen i det engelskägda företaget var svensk, medan det amerikanska styrdes av en amerikansk toppledning. Jämförelsen mellan de båda företagen visade således att det har stor betydelse vilka värderingar ledningen har. Den andra fallstudien visade att trots att de båda fallföretagen var väldigt olika i många avseenden, till exempel bransch, storlek och ålder, fanns många likheter i vad som hänt efter generationsskiftet. Ledarskapet hade blivit mer delegerat/ konsultativt i båda företagen och arbetet med psykosociala frågor hade utvecklats. Många förbättringar hade skett efter generationsskiftet, både när det gäller effektivitet, lönsamhet, personalens hälsa och trivsel. Ledningens värderingar hade förändrats i och med generationsskiftet i riktning mot det Geert Hofstede funnit prägla samtida svenska värderingar, såsom ökad delegering och ökad delaktighet. Sammantaget visar vår studie såväl som tidigare forskning att utländsk ledning i många fall står i konflikt med de uppfattningar och värderingar som den nya generationens chefer ger uttryck för. Resultatet visar också att det finns intresse och ambitioner vad gäller arbetsmiljöfrågor bland de undersökta företagen men att mycket återstår att förbättra, speciellt beträffande den psykosociala arbetsmiljön. Det finns också krafter som verkar mot förbättringar av arbetsmiljön. Ledningens värderingar visade sig ha ett direkt genomslag både på arbetsmiljö och arbetmiljöarbete.

  • 19.
    Oudhuis, Margareta
    et al.
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Riestola, Päivi
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Ledarskap för livskraftiga organisationer2016In: Ledarskap för livskraftiga organisationer / [ed] Oudhuis, Margareta, Riestola, Päivi, Borås: Högskolan i Borås , 2016, p. 13-19Chapter in book (Other academic)
  • 20.
    Ralph, Max
    et al.
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Gullbrandsen, Niclas
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Hillinge, Martin
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare.
    Allting går att lösa med en smartphone i fickan: När gränsen mellan privatliv och yrkesliv suddas ut2015Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [sv]

    Att vara tillgänglig utanför den ordinarie kontorstiden är ett fenomen som tar allt större plats inom dagens moderna arbetsliv. Fenomenet utgår ifrån att arbetstagare i allt större utsträckning är tillgängliga på sin fritid genom den kommunikationsteknologi som finns, vilket främst i vår studie syftar till telefonsamtal, sms eller mail. Utgångspunkten är även att varje arbetstagare har ett privatliv att gå hem till efter jobbet. I denna studie har vi genom kvalitativa intervjuer undersökt hur tjänstemäns privatliv påverkas av deras tillgänglighet till arbetet utanför kontorstid. Tjänstemännens inställning och engagemang till arbetet har varit en central faktor till att förklara varför de är tillgängliga utanför kontorstid. Förväntningar från omgivning och tjänstemännen själva har också stor påverkan på graden av tillgänglighet. Gemensamt är att tjänstemännen upplever att tillgängligheten är ett medel för att förenkla det dagliga arbetet och att denna tillgänglighet ger konsekvenser i privatlivet. Denna tillgänglighet tar tid och energi ifrån familjeaktiviteter och fritidssysslor.

  • 21.
    Riestola, Päivi
    University of Borås, School of Education and Behavioural Science.
    Chef i en högpresterande kultur: implementering av ett globalt managementkoncept i lokala organisationskulturella kontexter2013Doctoral thesis, monograph (Other academic)
    Abstract [en]

    The subject matter of this thesis is governance principles in global management concepts and the application of such principles by managers at a local level. The thesis includes a case study on a foreign-owned Swedish group of companies that has introduced the management concept of High Performance Culture in all of its consolidated group countries. Global management concepts usually originate from the United States and make use of neorational governance principles. High Performance Culture is a management concept that puts increased performance and individualisation in the foreground. In addition, the concept advocates co-determination and self-development. The governance principles further promote employee autonomy orientation and self-development in addition to a leader-centric approach. The case study results indicate a discrepancy in the requirements of the governance principles of the management concept, highlighting the various dimensions of cultural layers and values to which managers in the same organisation are subject. The same values had an effect in different ways on the managers’ interpretation and handling of the management concept. This interpretation and handling of the management concept tools led to an implementation that partially opposed what the French management team and management concept advocated. The managers choosing to oppose the governance principles of the management concept can be seen as an example of modern individualism, according to which people are increasingly questioning rigid and hierarchic authority while showing initiative and assessing one’s own personal work. Hence, the values of modern individualism can act as a counterforce to neorational governance principles.

  • 22.
    Riestola, Päivi
    University of Borås, Faculty of Caring Science, Work Life and Social Welfare. Högskolan i Borås.
    Tillit i hybrida organisationer: Ett mångfacetterat fenomen2018In: Arbetet - problem eller potential för en hållbar livsmiljö / [ed] Lindberg, Per, Gävle, 2018Conference paper (Refereed)
  • 23.
    Rolandsson, Bertil
    University of Borås, School of Education and Behavioural Science.
    Förtroende och säkerhet i transportföretag2006Conference paper (Refereed)
  • 24.
    Rolandsson, Bertil
    University of Borås, School of Education and Behavioural Science.
    Säkerhetskultur i transportnätverk: en fråga om ansvar och syn på stölder i arbetslivet2008Conference paper (Refereed)
  • 25. Ström, G
    et al.
    Lundberg, Lars
    A new approach in education and training for military medical personnel2006Conference paper (Refereed)
  • 26. Tengblad, S.
    et al.
    Oudhuis, M.University of Borås, School of Education and Behavioural Science.
    Organisatorisk resiliens. Vad är det som gör företag och organisationer livskraftiga?2014Collection (editor) (Other academic)
    Abstract [sv]

    I den här boken beskrivs vad som kan göra företag och organisationer mer motståndskraftiga mot kriser och påfrestningar, samt vad som utmärker organisationer som når goda resultat under långa tidsperioder. Författarna analyserar också varför företag kan hamna i stagnationsprocesser, historiska framgångar till trots. Tolkningarna görs utifrån en ny modell som beskriver hur ekonomiska, tekniska och sociala resurser behöver kombineras med varandra i syfte att hantera omvärldskrav och tillvarata marknadsmöjligheter.

  • 27. Tengblad, S.
    et al.
    Oudhuis, M.
    University of Borås, School of Education and Behavioural Science.
    Tengblad, S (Editor)
    Organisatorisk resiliens: vad är det som gör företag och organisationer uthålligt livskraftiga?2014In: Organisatorisk resiliens: Vad är det som gör organisationer livskraftiga?, Lund: Studentlitteratur , 2014, p. 11-28Chapter in book (Other academic)
  • 28. Tengblad, S.
    et al.
    Oudhuis, M.
    University of Borås, School of Education and Behavioural Science.
    Oudhuis, Margareta (Editor)
    University of Borås, School of Education and Behavioural Science.
    Sammanfattning2014In: Organisatorisk resiliens. Vad är det som gör företag och organisationer livskraftiga?, Lund: Studentlitteratur , 2014, p. 253-266Chapter in book (Other academic)
  • 29.
    Tengblad, Stefan
    et al.
    University of Borås, School of Education and Behavioural Science.
    Oudhuis, Margareta
    University of Borås, School of Education and Behavioural Science.
    Oudhuis, Margareta (Editor)
    University of Borås, School of Education and Behavioural Science.
    BP och Deepwater Horizon: oljekatastrofen ur ett resiliensperspektiv2014In: Organisatorisk resiliens.: Vad är det som gör företag och organisationer livskraftiga?, Lund: Studentlitteratur , 2014, p. 113-130Chapter in book (Other academic)
  • 30.
    Theandersson, Christer
    University of Borås, School of Education and Behavioural Science.
    Upplevelser av och uppfattningar om palliativ vård bland personal med ledande arbetsuppgifter i samband med implementering av ett idé- och värdebaserat vårdprogram2006Conference paper (Refereed)
1 - 30 of 30
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