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  • 151.
    Bergenholtz, Rebecca
    University West, Department of Economics and IT, Division of Business Administration.
    Belöningens betydelse för försäljning och service: en kvalitativ studie av balansen mellan bankens försäljning och god kundservice2014Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The purpose of this paper is to examine how well organizational rewarding system can get the staff to increase their sales of products and services, while customers are offered service-excellence for their own good.

    The study is related to reality through a qualitative research, in the shape of semi-structured in-depth interviews, were the employees' views of the reward system at Swedbank's telephone bank are examined. Respondents consisted of six advisors and one business manager.

    Using a theoretical framework based on motivation theories of Maslow's Hierarchy of needs, Herzberg's Two factor theory and Vroom's Expectations theory, the data obtained during in-depth interviews were processed and analyzed. Further, the 4P-model was used to analyze how well the organization exhibit customer service-excellence.

    The result shows that it is mainly distributed internal, verbal reward to the workers, but that the sales statistics are the basis for a possible raise. All of the respondents stated that there are unclear directives from senior management regarding the goals; should the staff either increase the sales or reduce the queues. Employees consider that unclear directives create demotivation at work, when the focus on target setting constant varies. Furthermore, all respondents stated that colleagues encourage each other to sell better when they regularly receive reports regarding sales and efficiency.

    In the interviews, it also became clear that the organization does not apply any reward for customer service-excellence, but reports from unsatisfied customers are followed up and investigated in some cases. However, business managers sometimes participate at client meetings through call screening, in order to develop staff in improved customer service.

    The conclusion of the study is that the organization mainly applies reward of internal nature, where regular reports, considering sales and efficiency create competition among the staff. Their comparison with one another evokes motivation. Different directive considering goal achievement is a factor of demotivation among the respondents. There is no reward for service-excellence. There have been indications that customers are not satisfied with the bank's service, which is suggested to be based on that there is an imbalance between hard (structure and strategy) and soft factors (shared values and personal skills)

  • 152.
    Berger Jernberg, Matilda
    et al.
    University West, Department of Economics and IT, Division of Business Administration.
    Hjelm, Kajsa
    University West, Department of Economics and IT, Division of Business Administration.
    Fördelar och nackdelar med budget: Hur arbetar svenska börsnoterade bolag med budget2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    One purpose of budgeting is to allocate financial responsibility within organizations and can be a valuable management tool (Kullvén, 2009). A discussion of long duration, however, is that traditional budgeting should be complemented by other management tools. There is also an advocate for organizations to abandon traditional budgeting and instead work in accordance with the Beyond Budgeting (Neely, Bourne & Adams, 2003).

    The purpose of this study is to highlight the advantages and disadvantages of classical Budgeting and Beyond Budgeting. The study was conducted in five listed organizations where interviews were conducted with key personnel.

    The study's research questions are:

    How do listed companies work with budget, regarding planning, management and evaluation? How does listed companies relate to criticism against the traditional budget?

    Four of the five organizations that participated in the study use budgets. They consider that the criticism of the budget is not relevant to their business. All four companies use budgets or forecasts as they prefer to call it, as a tool for planning, management and monitoring. In other words, all four companies follow the classic basic idea of budgeting. None of these four companies have been thinking about abandoning budgeting, but instead works to develop and streamline its budgeting work and adapting budgeting to its own operations and to the world around us changes.

    The fifth organization which is working with Beyond Budgeting, believes that the people working close to the customers know the market best and should make the decisions. The organization believes that budgeting is not in accordance with their values. This is because they want to have a flat organization with a minimum of control. Furthermore, the organization working with Beyond Budgeting means that each employee is aware of the need of economizing and does not want to get as much of the "budget pie" as possible.

  • 153.
    Berggren, Julia
    et al.
    University West, School of Business, Economics and IT, Division of Business Administration.
    Carlsson, Jennifer
    University West, School of Business, Economics and IT, Division of Business Administration.
    Attraktivt arbete och främjande ledarskap enligt 90-talisterna: Med fokus på arbetets innehåll, tillfredsställelse och förhållanden samt motivationsfaktorer2019Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    One of an organizations most important assets is the employees and today, changing workplace is common, especially for younger generations. Therefore, organizations face a challenge in creating attractive work and retaining the employees.

    The purpose of this study was to identify what 90-talists considered attractive work to be in terms of work content, job satisfaction, working conditions and motivation factors, but also how leadership can create an attractive work.

    The study examines general traits of 90-talists, what they consider attractive work to be and which motivational factors they consider important. Furthermore, the role of leadership in the context of an attractive work is examined. A Facebook-survey has been conducted to reach out to 90-talists, where thirty questions were answered. In total, 133 respondents answered the survey, where 100 of the answers came from respondents born in the 90s. Their answers have resulted in statistics that have been presented in the study.

    From the responses in the questionnaires, it was possible to conclude that the 90-talists saw themselves as cooperative and ambitious. They value freedom of action, where they can influence and control their own work and that there are opportunities for development. Having the opportunity to come up with own ideas and make own decisions was also something that the 90-talists considered important. They also felt that social contact, both with employees and leaders, was important. Committed and responsive were the leadership qualities that were valued highly by the 90-talists. The 90talists considered it important that the leader shows appreciation through feedback and dialogue and also promotes cooperation.

    From the empirical material, the analysis was one of the most important dimensions in the work content of freedom of action, in terms of job satisfaction, the perceived internal and external recognition of the 90s was in the employment relationship, the social contact at the workplace that weighed heavily.

    The study shows that in order to attract or retain the 90-talist in workplaces, an attractive work content, job satisfaction and working conditions need to be created in order to create an attractive work. An attractive work based on the 90-talists perspective is mainly based on the fact that development opportunities exist, that there is possibility of freedom of action and also social cohesion. A leadership that promotes these factors can thus also promote attractive work for the 90-talists.

    Proposals for future research are to implement qualitative studies in order to reach underlying thoughts and explanations that could have deepened the study´s results.

  • 154.
    Berglund, Magnus
    University West, School of Business, Economics and IT, Division of Business Administration.
    Faktorer som påverkar tillit i ledarskap och organisationer: En kvalitativ studie ur ett medarbetarperspektiv2021Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    The phenomenon “leadership” has interested researchers from a variety of disciplines for a long time. The main focus has been on finding a normative and universal formula based on rational approaches. Despite a large number of scientific studies, mainly based on quantitative data, questions about the impact of interpersonal relations remain. In the search for the good and constructive leadership, research has recently become increasingly interested in the phenomenon “trust”. This study aims to create a deeper understanding of factors that contribute to trust in a leadership context. In particular issues concerning which factors that affect trust in organizations and in leadership. Behavioral perspectives are mainly used as the explanatory model. As a basis for further assumptions empirical data from interviews are interpreted. The study demonstrates several connections between theories and empirical data. But there are also several discrepancies. The results indicate that a number of factors promote trust between manager and employees, e.g. dialogue and feedback appear to be important. Conversely, “laissez-faire” or “non-leadership” impact employees and organizational effect in a destructive way. The importance of the organization signaling a tolerant culture is also emphasized, that it is permissible to make mistakes. It’s also vital that managers have the ability to protect the employee from negative feedback. Furthermore, it is also stated that the most common normative and rational theories often differ from the more turbulent reality of the respondents. The results also show that there is a need from managers to add structure and rules within the organizations. The context presented in the study is assumed to affect managers' ability to practice the well-researched quantitative theories. The study also shows that consequence assessments of expected response affects initiatives. This is in line with theory, but the perspective is usually focused on the relationship between manager and employee. Instead, the study indicates that it is primarily impact assessments between colleagues that govern employees' behavior. In summary, the study shows that trust is an important factor in constructive leadership, although not the only prevailing one. Rather than being a single agent, trust is a part of a synthesis. Based on the results of the study, it is recommended that further data is collected regarding managers' reality, in order to better understand how the well researched quantitative theories can be used in practice. Furthermore, more studies of how colleagues impact trust and behavior are advocated, in order to verify the interpretations. 

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  • 155.
    Bergström Kvidén, Felicia
    et al.
    University West, School of Business, Economics and IT, Division of Business Administration.
    Martinsdottir, Isabella
    University West, School of Business, Economics and IT, Division of Business Administration.
    Belöningssystem baserat på kundnöjdhet: En fallstudie på en organisation inom bank- och försäkringsbranschen2020Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Customer satisfaction is a non-financial performance measurement that can be connected to an incentive system to motivate and direct employees, as well as drive and increase efforts to create a higher customer satisfaction. More research is needed on what speaks for and against this connection to motivate employees. The purpose of this study is to create knowledge about employees being motivated by connecting customer satisfaction to an incentive system. Therefore, a qualitative case study was conducted in which ten interviews with employees from an organization within the banking and insurance industry. From previous research eight factors has been identified that are needed to create a motivational incentive system. These are; reliability, distinctness, justice, opportunity to influence, knowledge, more frequent measuring points, significant reward and motivational level. The study shows that customer satisfaction led to an increased motivation to get more satisfied customers. In addition, the structure of the incentive system, through the collective reward, led to everyone feeling valuable which can help to create motivation. However, customer assessments were not always perceived as fair and did not reflect employees' performance and justice seems to be an important factor in creating a motivational incentive system. The conclusions reached are that measuring customer satisfaction has a motivating effect on employees to create more satisfied customers. If an incentive system is not based on the criteria above which are required to have a motivating effect, the incentive system will have minor importance. If an incentive system does not have a motivating effect on employees, it will neither drive the undesirable effects at the employees such as manipulation or act myopically which otherwise are possible. Although the customer satisfaction measurement is not reliable and the customer satisfaction assessments is sometimes perceived as subjective and unfair, the incentive system can be perceived as fair and thus motivating.

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  • 156.
    Berisha, Agnesa
    et al.
    University West, Department of Economics and IT, Division of Business Administration.
    Sundblad, Viktoria
    University West, Department of Economics and IT, Division of Business Administration.
    Arbetsmotivation i öppna kontorslandskap: En kvalitativ fallstudie om sambandet mellan den fysiska utformningen av en kontorsavdelning och medarbetarnas individuella motivationsnivå på ett försäkringsbolag2016Independent thesis Basic level (university diploma), 5 credits / 7,5 HE creditsStudent thesis
    Abstract [sv]

    Denna uppsats är en kvalitativ fallstudie om sambandet mellan fysisk arbetsmiljö och medarbetares individuella motivationsnivå till det dagliga arbetet. Studien är riktad till en specifik avdelning på ett försäkringsbolag i centrala Göteborg. Avdelningen är ett öppet kontorslandskap där medarbetarnas främsta arbetsuppgift att ta emot skadeärenden från kunder via telefon.

    Syftet med uppsatsen är att studera och nå ökad kunskap kring vad som motiverar medarbetarna på den valda organisationens avdelning utifrån fysiska arbetsmiljöaspekter.

    De ämnesområden studien behandlar inom den fysiska arbetsmiljön är planlösning, inredning och ergonomi. Studien kommer även belysa ämnesområden så som motivation och psykosocial arbetsmiljö.

    De slutsatser vi kan dra efter genomförd studie är att medarbetarna på avdelningen sällan medvetet lägger märke till vad i den fysiska arbetsmiljön som fungerar motivationshöjande för dem. Det som istället är märkbart angående fysisk arbetsmiljö är medarbetarnas medvetenhet kring de faktorer som stör deras motivation till arbetet på olika sätt.

  • 157.
    Berlin, Johan
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology. University West, Department of Social and Behavioural Studies, Division of Social Work and Social Pedagogy.
    Artefakters organiserande funktion2016In: Team i vård, behandling och omsorg: Erfarenheter och reflektioner / [ed] Johan Berlin, Håkan Sandberg, Lund: Studentlitteratur AB, 2016, 2:a, p. 227-248Chapter in book (Refereed)
  • 158.
    Berlin, Johan
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Beställarstyrning av hälso- och sjukvård: - Om människor, marginaler och miljoner2006Doctoral thesis, monograph (Other academic)
  • 159.
    Berlin, Johan
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Bokrecension | Hartman, Laura (red.) (2011). Konkurrensens konsekvenser: vad händer med svensk välfärd?. 1. uppl. Stockholm: SNS förlag2012In: Socialvetenskaplig tidskrift, ISSN 1104-1420, E-ISSN 2003-5624, Vol. 19, no 2, p. 136-140Article, book review (Other academic)
  • 160.
    Berlin, Johan
    University West, Department of Social and Behavioural Studies.
    Bokrecension | Jonsson, R. (2013). Organisatoriska bakslag - mer än tio år av förändringar i två svenska kommuner2013In: Nordiske organisasjonsstudier, ISSN 1501-8237, Vol. 15, no 2, p. 78-83Article, book review (Refereed)
  • 161.
    Berlin, Johan
    University West, Department of Social and Behavioural Studies.
    Book Review | Alvesson, Mats., Sveningsson, Stefan (2008). Changing organizational culture: cultural change work in progress. London: Routledge2011In: Management Learning, ISSN 1350-5076, E-ISSN 1461-7307, Vol. 42, no 2, p. 224-226Article, book review (Refereed)
  • 162.
    Berlin, Johan
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Common incentives for teamwork: the unspoken contract´s significance2014In: Team Performance Management, ISSN 1352-7592, E-ISSN 1758-6860, Vol. 20, no 1/2, p. 65-80Article in journal (Refereed)
    Abstract [en]

    Purpose - The purpose of this article was to identify and study common incentives for teamwork.

    Design/methodology/approach - The study was designed as a case study. The case consists of teamwork at a univer-sity hospital. At the hospital, ten psychiatric teams were studied for a period of four years (2008-2011). Each team was followed for 12–18 months. Data were collected through interviews (n = 48) and observations (n = 52) of the teamwork at treatment conferences.

    Findings - The common incentives identified consist of shared responsibility, appreciation and long-sightedness. The incidence of a silent contract is highlighted as an explanation for the team's cohesion.

    Research limitations/implications - The study is conducted in a public organisation within one field. The results should therefore be interpreted with some caution.

    Practical implications - The study is useful for practitioners to understand the importance of common incentives as a collective driving force. By developing well-adapted common incentives, the practical work can be developed, refined and improved.

    Originality/value - The significance of common incentives and the unspoken contract in the team is identified.

  • 163.
    Berlin, Johan
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Doctors’ functional leadership inpsychiatric healthcare teams: a reversible leadership logic2015In: Team Performance Management, ISSN 1352-7592, E-ISSN 1758-6860, Vol. 21, no 3/4, p. 159-180Article in journal (Refereed)
    Abstract [en]

    Purpose: The purpose of this paper was to study how psychiatric doctors practise leadership in multidisciplinary healthcare teams. The paper seeks to answer the question: How do psychiatric doctors lead multidisciplinary teams during treatment conferences?

    Design/methodology/approach: Six psychiatric teams were studied at a university hospital. Each team was observed over a period of 18 months, and data were collected during four years (2008-2011). Data were collected through interviews with doctors (n19) and observations (n30) of doctors’ work in multidisciplinary psychiatric teams.

    Findings: Doctors in a multidisciplinary team use either self-imposed or involuntary leadership style. Oscillating between these two extremes was a strategy for handling the internal tensions of the team.

    Research limitations/implications: The study was a case study, performed during treatment conferences at psychiatric wards in a university hospital. This limitation means that there is cause for some caution in generalising the results.

    Practical implications: The results are useful for understanding leadership in multidisciplinary medical teams. By understanding the reversible logic of leadership, cooperation and knowledge sharing can be gained, which means that a situation of mere peaceful coexistence can be avoided. Understanding the importance of the informal contract makes it possible to switch leadership among team members. A reversible leadership with an informal contract makes the team less vulnerable. The team’s professionals can thus easily handle dif cult situations and internal tensions, facilitating leadership and management of multidisciplinary teams.

    Originality/value: Doctors in multidisciplinary psychiatric teams use reversible leadership

    logic.

  • 164.
    Berlin, Johan
    University West, Department of Social and Behavioural Studies.
    Ekonomicheferna nöjda med delegationsordningen2010In: Nästan som det brukar vara: kommunal utveckling under ansträngda förhållanden / [ed] Brorström, Björn och Nilsson, Viveka, Göteborg: Kommunforskning i Västsverige (KFi), , 2010, p. 47-52Chapter in book (Other academic)
  • 165.
    Berlin, Johan
    University West, Department of Social and Behavioural Studies.
    Flexibilitet eller kontroll?: Om regler, rutiner och ansvar2011In: Mot svårare tider: om vikten av politiskt ledarskap och ekonomistyrning / [ed] Nilsson, Viveka, Göteborg: Kommunforskning i Västsverige (KFi) , 2011, 1:1, p. 40-46Chapter in book (Other academic)
    Abstract [sv]

    Sammantaget ger ekonomicheferna uttryck för att de har ett tämligen gottinflytande över frågor som handlar om regelverk, normer, organisationsstrukturoch graden av delegation. Med tanke på att den totala svarsfrekvensenuppgår till 77 procent kan vi uttala oss tämligen väl om de undersökta tjänstemännensuppfattningar. Detta reser en rad intressanta frågor. Vilken gradav frihet och delegering är lämplig i en kommun? Hur ska man balanserakontroll, insyn och transparens mot ökade administrativa kostnader? Hurska man väga demokrati mot effektivitet? Frågan om graden av delegering handlar om en löpande avvägning mellanflexibilitet och kontroll. Frågan är vad som ska prioriteras mest i vilket lägeoch vilka delar som ska prioriteras på bekostnad av annat? Var betoningeni dessa frågor ska ligga är föremål för en ständig pendelrörelse över tid. Ibland betonas flexibilitet och i andra lägen kontroll. Detta hänger nära ihopmed kommunens regler, rutiner och ansvarstagande.

  • 166.
    Berlin, Johan
    University West, Department of Social and Behavioural Studies.
    How doctors practice teamleadership2014Conference paper (Refereed)
    Abstract [en]

    Purpose: The overall purpose of the article was to study how doctors practise leadership in multidisciplinary teams. The article seeks to answer the question: Which approach do doctors use to lead multidisciplinary psychiatric teams?

    Methodology: Six psychiatric teams were studied at a university hospital. Each team was followed for eighteen months. Data were collected during a period of four years (2008–2011). Data were collected through interviews with doctors (n = 19) and observations (n = 30) of doctors’ work in a multidisciplinary psychiatric team.

    Findings: Doctors in a multidisciplinary team use either self-imposed or involuntary leadership. Oscillating between these two extremes is called reversible leadership.

    Research limitations: The study was performed at a psychiatric ward during treatment conferences in a university hospital. This limitation means that there is cause for some caution in interpreting the results.

    Practical implications: The results are useful for understanding leadership in multidisciplinary teams within the health and medical care system. The reversible leadership means that doctors can more easily oscillate from difficult situations and deal with internal tensions, facilitating leadership and management of the multidisciplinary team in the intended direction.

    Originality / value: Doctors in multidisciplinary psychiatric teams use reversible leadership.

  • 167.
    Berlin, Johan
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Ledarskap och beslutsfattande i psykiatriska team: om sammanhållning, sortering och kontroll2015 (ed. 1)Book (Other academic)
    Abstract [en]

    This study is about leadership and decision-making in psychiatric teams. To manage healthcare, cross-organisational work has been used as a working method in teamwork.

    The overall aim of the study was to study how leadership and decision-making are applied in psychiatric teams. The issues addressed are: to describe and to understand how leadership in psychiatric teams is applied, to describe and to understand how decision-making in psychiatric teams is applied, explain why there are potential differences between talk and practice, and to explain why teamwork is applied in psychiatry.

    The study's theoretical framework is based on the challenges that arise when teamwork is organised in a multi-professional context. In the study, decision theory, leadership theory and new institutional theory are used to help to link together and provide explanations for behaviour patterns of professions.

    The study's data were collected between 2008–2011 through interviews, observations and document studies. Total study consists of 101 interviews with 111 informants. Observations have been done of 10 teams on 132 occasions for a total of 230 hours. Observations have focused on the teamwork carried out in the treatment conferences.

    The study shows that: 1) there is an informal contract in teams that governs who does what in different situations, 2) doctors applied a reversible leadership where they alternated between the involuntary and the self-imposed, 3) teams used decision norms that are governed by situation-specific micro-codes, 4) there is an episodic culture which decreased the incentive to provide preventive and long-term treatment, 5) teamwork was used to provide the opportunity for solidarity, classification and control, and 6) there was no striving for perfection in decision-making; instead, the teams were satisfied with an acceptable level that everyone could agree on.

  • 168.
    Berlin, Johan
    University West, Department of Social and Behavioural Studies.
    Läkare som teamledare: En studie av reversibelt ledarskap2013Conference paper (Refereed)
    Abstract [sv]

    SammanfattningSyfte: Syftet med artikeln är att beskriva och problematisera läkares ledarskap i team. Arti-keln syftar till att besvara frågan; Hur utövar läkare ledarskap i team?Design/metod: Studien är designad i form av en fallstudie. Sex psykiatriska team har stude-rats vid ett universitetssjukhus. Varje team har följts under 18 månader. Datainsamlingen har gjorts under totalt fyra år (2008-2011). Data har samlats in genom intervjuer med läkare (n=19) och observationer (n=60) av läkares arbete i team.Resultat: Läkares ledarskap i team utövas i en dualistisk pendlingsprocess mellan självpåta-get och ofrivilligt, vilket benämns reversibelt ledarskap.Begränsningar: Studien är gjord på psykiatriska avdelningar i en organisation. Det finns därför anledning till viss försiktighet vid tolkningen av resultaten.Praktiska implikationer: Resultaten är användbara för att förstå teamledarskapets dualism. Reversibelt ledarskap kan leda till ökad osäkerhet och försvaga teamets proaktiva förmåga.Originalitet: Läkarens ledarskap i team lyfts fram som reversibelt, antingen självpåtaget och frivilligt, eller påtvingat och ofrivilligt.Nyckelord:

  • 169.
    Berlin, Johan
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Läran om management – föreställningar i ett organisationssamhälle, K. Holmblad-Brunsson. Studentlitteratur, Lund (2013), 230 pp.2014In: Scandinavian Journal of Management, ISSN 0956-5221, E-ISSN 1873-3387, Vol. 30, no 2, p. 257-258Article, book review (Other academic)
  • 170.
    Berlin, Johan
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Mellan offentligt och privat: om styrning, praktik och intressen i hälso- och sjukvården2010In: Nordiske organisasjonsstudier, ISSN 1501-8237, Vol. 12, no 1, p. 90-95Article, book review (Other (popular science, discussion, etc.))
  • 171.
    Berlin, Johan
    University West, Department of Social and Behavioural Studies.
    Teamarbete: de gemensamma incitamentens betydelse2013In: Att utveckla vården: Erfarenheter av kvalitet, verksamhetsutveckling och förbättringsarbete / [ed] Eriksson, Nomie, Holgers, Kajsa-Mia, Müllern,Tomas, Lund: Studentlitteratur, 2013, 1, p. 223-245Chapter in book (Refereed)
  • 172.
    Berlin, Johan
    University West, Department of Social and Behavioural Studies.
    Teamarbete: ett livsviktigt samspel2013In: Sjuksköterskans kärnkompetenser / [ed] Leksell, Janeth, Lepp, Margret, Stockholm: Liber, 2013, 1, p. 159-177Chapter in book (Refereed)
  • 173.
    Berlin, Johan
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Åhlström, Pär (red.) (2010). Verksamhetsutveckling i världsklass. 1. uppl. Lund: Studentlitteratur2012In: Nordiske organisasjonsstudier, ISSN 1501-8237, Vol. 14, no 1, p. 91-96Article, book review (Other academic)
  • 174.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Carlström, Eric
    Sahlgrenska Akademin, Göteborgs universitet.
    Collaboration Exercises: the lack of collaborative benefits2014In: International Journal of Disaster Risk Science, ISSN 2095-0055, Vol. 5, no 3, p. 192-205Article in journal (Refereed)
    Abstract [en]

    The purpose of this paper is to study what professional emergency personnel learn during collaboration exercises and the benefits of what they have learned. Observations (n=19) and semistructured interviews (n=32) were carried out in conjunction with major exercises held in Sweden (2007–2012). The results show that exercises tend to be based on its own logic, which differs from actual events. Exercise participants believe that they mainly learn single-track, parallel and path-dependent behavior. The exercises do not facilitate the use of cross-boundary activities. This means that learning as well as benefits of the exercises for actual events is limited. The exercises would be more appropriate if those participating had the opportunity to identify weaknesses, try alternative ways as well as had the opportunity to have comprehensive organizational analyses at the conclusion of the exercises. Based on the results of the study, alternative models for the exercises are suggested that contain elements, which develop collaboration and contribute to learning.

  • 175.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies.
    Carlström, Eric
    Sahlgrenska Akademin, Göteborgs universitet.
    Cultural camouflage: a critical study of how artefacts are camouflaged and mental health policy subverted2015In: International Journal of Health Planning and Management, ISSN 0749-6753, E-ISSN 1099-1751, Vol. 30, no 2, p. 111-126Article in journal (Refereed)
    Abstract [en]

    This study identifies hidden artefacts in a public organisation. In contrast to earlier studies, itfocuses on artefacts as concealing rather than conveying meaning. Negligent behaviour causedby an unpopular culture was recognised in five psychiatric wards at a Swedish universityhospital. Data comprising observations (87 h) and interviews (n = 60) were collected over aperiod of 48months (2008–2011). Four different items used in everyday work representing adeeper meaning of the organisation were identified during the observations. The items selectedwere work attire, nametags, keys and restraint beds. These were considered particularly promisingwhen it came to the aim of the study, namely, to find out how artefacts are camouflaged. Theobservations and the interviews revealed that these were controversial and contested artefacts inthe organisation. The study uses the term ‘cultural camouflage’ for behaviour that ignores andconsciously conceals symbols that have negative values. This concept contrasts with previousresearch that shows how artefacts are emphasised and how they contribute to the character ofthe activity in a transparent way. Conservative and backward-looking behaviour among staffprovided one explanation as to why artefacts were concealed. Another was the need to establishharmonious internal interactions.

  • 176.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Carlström, Eric
    University West, Department of Nursing, Health and Culture, Division of Nursing.
    Dolda artefakters betydelse: -En kritisk studie av kulturella uttryck inom psykiatrin2010In: Nordiske organisasjonsstudier, ISSN 1501-8237, Vol. 12, no 2, p. 27-44Article in journal (Refereed)
  • 177.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Carlström, Eric
    University West, Department of Nursing, Health and Culture, Division of Nursing.
    From artefact to effect: the organising effects of artefacts on teams2010In: Journal of Health Organization & Management, ISSN 1477-7266, E-ISSN 1758-7247, Vol. 24, no 4, p. 412-427Article in journal (Refereed)
    Abstract [en]

    Purpose – Earlier studies have identified artefacts, but have only to a lesser degree looked at theireffects. The purpose of this paper is to investigate how artefacts contribute to organisation. Design/methodology/approach – A trauma team at a university hospital has been observed andits members interviewed. Findings – The trauma team showed itself to be rich on artefacts since it had strong internal drivingforces, high legitimacy, and tried to live up to high expectations from the outside. Its members were motivated to be in the forefront of trauma care. Through renewal, the team succeeded in maintaining demarcation. It also succeeded in systemising internal work tasks and made for itself a position in relation to the outside. The team's capacity, however, came to be limited by internal conflicts and battles for prestige. Practical implications – The study shows that informal logic has a strong influence on teams.Teamwork contributed to the development of organisational structure and motivation for the personnel. Originality/value – Earlier studies advocate the important role of artefacts in order to communicate, collaborate, negotiate or coordinate activities. The conclusion is that artefacts also have an organising and developing effect on teams in a fragmented and differentiated healthcare.

  • 178.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Carlström, Eric
    Sahlgrenska Akademin, Göteborgs universitet.
    Från mekanistisk till organisk samverkan mellan blåljusorganisationer2013In: Om samverkan: för utveckling av hälsa och välfärd / [ed] Axelsson, Runo, Bihari Axelsson, Susanna, Lund: Studentlitteratur, 2013, 1, p. 237-254Chapter in book (Refereed)
  • 179.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies.
    Carlström, EricSahlgrenska Akademin, Göteborgs universitet.
    Guest editors | Special Issue: Management control, organisation and leadership in the healthcare sector2013Collection (editor) (Refereed)
  • 180.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Carlström, Eric
    University West, Department of Health Sciences, Specialist Nursing programme. University of Gothenburg.
    Learning and usefulness of collaboration exercises: A study of the three level collaboration (3LC) exercises between the police, ambulance and rescue services2015In: International Journal of Mass Emergencies and Disasters, ISSN 0280-7270, Vol. 33, no 3, p. 428-467Article in journal (Refereed)
    Abstract [en]

    In this article, we studied collaboration exercises (3LC) between the rescue services, ambulance services, and police force, which were developed to enhance learning and usefulness. The exercises’ structure was based on identified deficiencies in previous collaboration exercises. The purpose was to test the exercise model in terms of learning and usefulness. Ten 3LC exercises were observed. A total of 65 semi-structured interviews were conducted (2011–2014) in connection with the exercises. The exercises contained across-boundary elements, seminars, and interactive documentation. The participants were given the opportunity to discuss, analyze, and critically reflect on their efforts. During the seminars, the individual actions were analyzed, which led to alternative strategies that were subsequently tested in a repeated exercise. Our results demonstrate that repetitive features and seminars during collaboration exercises promote learning toward an organic behavior and usefulness in the actual incident work.

  • 181.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Carlström, Eric
    University West, Department of Nursing, Health and Culture, Division of Nursing.
    Samverkan mellan blåljusorganisationer2011 (ed. 1)Book (Other academic)
    Abstract [sv]

    Samverkan mellan olika yrkesprofessioner på en olycksplats är komplicerat. Mycket på grund av att förväntningarna inte alltid överensstämmer med förutsättningarna. I boken problematiseras agerandet på olycksplatsen. Friktionen mellan yrkesprofessioner lyfts fram och olika beteendemönster diskuteras.I boken tar författarna samverkan från retorik till ett praktiskt redskap, något som är möjligt att konkretisera och utföra praktiskt i det dagliga arbetet. Boken utgör samtidigt en introduktion till övningstekniken 3-nivåsamverkan (3-NS).I den här boken bjuds på flera närgångna beskrivningar. Medarbetare från fältet berättar om sina erfarenheter av samverkan, hur den tillämpas, om vilka möjligheter som finns och vilka svårigheter som behöver hanteras.Boken riktar sig till alla som arbetar i eller i anslutning till blåljusorganisationer. Den kan med fördel användas som lärobok för universitets- och högskolestuderande som läser till yrken inom polis, räddningstjänst eller ambulanssjukvård. Boken passar också för vidareutbildning av redan yrkesverksamma. Den kan även med fördel läsas av forskare, tjänstemän och politiker med intresse för hur framtidens blåljusorganisationer ska ledas, organiseras och styras.

  • 182.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Carlström, Eric
    University West, Department of Nursing, Health and Culture, Divison of Caring Sciences, postgraduate level. Göteborgs universitet, Sahlgrenska akademin.
    Samverkansövningar: Om lärande och nytta2015 (ed. 1)Book (Other academic)
    Abstract [en]

    This study relates to collaboration exercises, with particular focus on the full-scale exercises between the police, rescue services and ambulance. To succeed in a complex situation, it requires that the personnel’s ability to collaborate across organisations be developed and refined.

    The overall aim of this study was to examine how collaboration is practised and how exercises lead to learning and usefulness. A research summary was initially done in this study. Based on that, a number of key concepts were developed that proved helpful when we followed the Swedish collaboration exercises through interviews and observations. The collected analysis has since been the basis for the design of a new exercise model, 3LC, three-level collaboration. It is based on the experiences we have had in studies of traditional exercises.

    The 3LC exercises that were conducted consisted of two practical sessions and three seminars. Each session was followed by an evaluative seminar with the aim that participants themselves would reflect and develop their patterns of behaviour. The two practical sessions were identical. It gave the participants the opportunity to rehearse and methodically try new approaches. The first exercise session was carried out according to the procedures that normally apply and govern the actions at an actual event. The second exercise session was preceded by a self-critical seminar where participants themselves identified what could be improved for the next exercise session.

    The research project was carried out from 2011 to 2014. A total of 19 collaboration exercises were studied, including 16 full-scale exercises. A total of 97 interviews and 125 hours of observation were carried out in this study. A questionnaire (CLU instrument) was developed, which was answered by 272 exercise participants.

    The study shows that collaborative sessions in the exercises contributed to the participants learning more and having greater usefulness from the exercises. 3LC exercises were perceived to enhance learning by 26 per cent and usefulness by 17 per cent, compared with traditional exercises. Collaborative exercises are benefitted when participants analyse their weaknesses themselves. Repetitive elements where participants try out alternative strategies improve preparedness prior to actual events.

  • 183.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies, Division of Social Work and Social Pedagogy.
    Carlström, Eric
    Sjuksköterskan som chef och ledare: en utmaning2017In: Pedagogik för sjuksköterskor / [ed] Håkan Sandberg, Lund, 2017, 1, p. 295-313Chapter in book (Refereed)
  • 184.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies.
    Carlström, Eric
    Sahlgrenska Akademin, Göteborgs universitet.
    The dominance of mechanistic behaviour: A critical study of emergency exercises2013In: International Journal of Emergency Management, ISSN 1471-4825, E-ISSN 1741-5071, Vol. 9, no 4, p. 327-350Article in journal (Refereed)
    Abstract [en]

    In this paper, the focus is on emergency exercises between the police, rescue services and ambulance. By practising, it is assumed that the conditions improve for a quick normalisation after an incident. The purpose of this paper is to identify whether the exercises are designed after organic action logic and therefore can be assumed to strengthen the ability to handle emergencies. Data have been collected at two large, regional, full-scale exercises (2008 and 2012). Data collection has been done through observations and document studies. The study shows that mechanistic behaviour is quite prevalent in the two studied exercises. They are time consuming and put little emphasis on practising organic behaviour. Too complex exercise scenarios contribute to a low tempo, long waiting periods and slow implementation. To succeed, the exercises need to have a non-linear time sequence and limited scenarios that invite participants to focus on organisational interfaces.

  • 185.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Carlström, Eric
    University West, Department of Nursing, Health and Culture, Division of Nursing.
    The yellow line:  a critical study of the symbolic value of artefacts in health care teams2010In: Cognition, Technology & Work, ISSN 1435-5558, E-ISSN 1435-5566, Vol. 12, no 4, p. 251-261Article in journal (Refereed)
    Abstract [en]

    Artefacts reveal an organisation's ''inner life'' and they contribute to its image and reputation. They also play a decisive role for an organisation's development. In this article, similar artefacts from two different health care teams—a trauma team and a psychiatric team—in the same hospital, are compared. The team members were interviewed and their work observed over the course of several years. It was demonstrated that identical pieces of equipment in a trauma team and a psychiatric team signalled opposite values. The psychiatric team was backwardlooking, conservative and contradictory. Modern technology and pieces of equipment were associated with an abandoned and previously criticised activity. The corresponding equipment in the trauma team, on the other hand, signalled a forward looking, developing and unified culture. The trauma team was a relatively new and powerfully idealised phenomenon, which attracted attention. The analysis points out how the symbolic values signal that one activity is attractive and pleasing while another has a low external legitimacy. 

  • 186.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies.
    Carlström, Eric
    Sahlgrenska akademin, Göteborgs universitet.
    Trender som utmanar traditioner: En hälso- och sjukvård i metamorfos2012In: Offentlig Förvaltning. Scandinavian Journal of Public Administration, ISSN 2000-8058, E-ISSN 2001-3310, Vol. 16, no 2, p. 3-23Article in journal (Refereed)
    Abstract [en]

    This article reviews the traditions of the health care industry while challenged by trends. Strong professions, ambiguous and contradictory aims, and a lack of resources have contributed to difficulties managing contradictory needs. One way to handle the situation is to introduce systems based on freedom of choice, inter organisational and professional work, and an improved degree of flexibility. The trends are mainly influenced by New Public Management control models. The mixture of new and traditional types of management control has produced organisational hybrids. These organisational hybrids have contributed to organisational tensions from the old as well as the new in an inconsistent but regenerating way.

  • 187.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies.
    Carlström, Eric
    University West, Department of Nursing, Health and Culture.
    Why is collaboration minimised at the accident scene?: A critical study of a hidden phenomenon2011In: Disaster Prevention and Management, ISSN 0965-3562, E-ISSN 1758-6100, Vol. 20, no 2, p. 159-171Article in journal (Refereed)
    Abstract [en]

    Purpose - The purpose of this paper is to study why collaboration among police, fire, and ambulance services is minimised at accident scenes. Design/methodology/approach - Observations and semi-structured interviews were carried out during 2007-2008. The data material comprises a total of 248 hours of observations on 20 occasions and 57 interviews with 80 people.Findings - The study identifies the difference between rhetoric and practice in connection with accident work. Collaboration is seen as a rhetorical ideal rather than something that is carried out in normal practice. Asymmetry, uncertainty and lack of incentives are important explanations as to why only limited forms of collaboration are actually implemented.Research limitations/implications - The paper shows a distinction between collaboration as rhetoric and practical collaboration at accident scenes. Practical implications The article proposes a multi-faceted collaboration concept. In this way, collaboration can be developed and refined.Originality/value - The results of the study show that police, fire, and ambulance services want to develop excellent forms of collaboration at the accident scene, but avoid this as it leads to uncertainty and asymmetries and because of a lack of incentives. However, simpler forms of collaboration may be realistic in the organisation of everyday work at accident scenes. 

  • 188.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Carlström, Eric D.
    University West, Department of Nursing, Health and Culture, Division of Nursing.
    Blåljusövningar och lärande: - en ny typ av samverkansövning2011Conference paper (Refereed)
  • 189.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Carlström, Eric D.
    University West, Department of Nursing, Health and Culture, Divison of Caring Sciences, postgraduate level. Göteborgs universitet, Sahlgrenska Akademin, Institute of Health and Care Sciences.
    The Three-Level Collaboration Exercise: Impact of Learning and Usefulness2015In: Journal of Contingencies and Crisis Management, ISSN 0966-0879, E-ISSN 1468-5973, Vol. 23, no 4, p. 257-265Article in journal (Refereed)
    Abstract [en]

    The aim of the study was to examine the emergency personnel’s perception of the effects of exercises, with regard to learning and usefulness. The exercises were quasi-experimental and constructed in such a way that employees from different organizations overlapped each other’s tasks. This was accomplished by: having asymmetries included in the scenarios, repeating exercise procedures and testing different strategies, which were discussed at joint seminars. The exercises were compared to a similar study, published in this journal, of nonquasi-experimental but merely traditional exercises. Surveys were distributed and collected from emergency personnel in connection with seven exercises. At the exercises, 94.3% of the personnel thought that the exercises had a focus on collaboration (traditional exercises, 75.6%).

  • 190.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Carlström, Eric
    Sahlgrenska akademin, Göteborgs universitet.
    Sandberg, Håkan
    Akademin för hälsa, vård och välfärd, Mälardalens högskola.
    Models of teamwork: ideal or not?: A critical study of theoretical team models2012In: Team Performance Management, ISSN 1352-7592, E-ISSN 1758-6860, Vol. 18, no 5/6, p. 328-340Article in journal (Refereed)
    Abstract [en]

    Purpose - There is a tendency in team research to employ concepts of stepwise models, reachingfrom the primitive to the excellent, to suggest that a higher level of evolution is better than the basic and simple. This tendency includes typologies of teams. This article aims to question the relevance of this view.

    Design/methodology/approach - Data were collected in three steps. In the first step, articles and books analyzing teams and teamwork from stepwise analytical models were collected. In the second step the collected data were classified into different themes. Each stepwise model was classified into one essential denomination. This classification resulted in eight themes. In the third step each theme was analyzed, which led to the fusion of some of the themes.

    Findings - The conclusion is that a synchronous, complementary or mature team is not necessarily optimal. Contrary to this, a differentiated, sequential or multi team approach can be optimal for some purposes. Team research needs to establish a more open, inductive and critical attitude than at present.

    Originality/value - The paper highlights the need to observe and use team theories in a balanced and critical way.

  • 191.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies, Division of Social Work and Social Pedagogy.
    Jansson, Magnus
    School of Business, Economics and Law, Gothenburg Research Institute, University of Gothenburg, Gothenburg, (SWE).
    Karlsson, David
    School of Public Administration, University of Gothenburg, Gothenburg, (SWE).
    Carlström, Eric D.
    The Sahlgrenska Academy, Institute of Health and Care Sciences, University of Gothenburg, Gothenburg, (SWE), School of Business, Department of Business, History and Social Sciences, University of South-Eastern Norway, Kongsberg, (NOR).
    Involuntary backsourcing in the public sector: From conflict to collaboration2021In: Public Administration, ISSN 0033-3298, E-ISSN 1467-9299, Vol. 100, p. 674-691Article in journal (Refereed)
    Abstract [en]

    The aim of this study is to contribute to the literature on how involuntary backsourcing in public organizations is performed in practice and how it affects the relationship between principal and agent.

    The study focuses on two questions: (1) Which stages characterize the process when public contracts are involuntary terminated? (2) How does involuntary backsourcing affect the relationship between principal and agent during the transfer period? The study’s case concerns public backsourcing in Sweden, in particular, how a metropolitan municipality manages involuntary backsourcing.

    This study provides in-depth insights into backsourcing and its practice, as well as the degree to which the conflict dimension between the parties is affected. The study shows-paradoxically-that the relationship between principal and agent during the transition phase is characterized by dependence, mutual exchange of information, collaboration, and less conflict. The study contributes to developing the theory of backsourcing, particularly the behavior that is played out between principal and agent in the transition stage.

    The findings identify the need for public organizations which make outsourcing decisions to have contingency plans for bringing operations back in-house.

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  • 192.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Jensen, Christian
    Göteborgs universitet.
    Löfström, Mikael
    Högskolan i Borås .
    Nilsson, Viveka
    Kommunforskning i västsverige (KFi).
    Chefers strategier för att implementera samverkan2016Report (Refereed)
    Abstract [sv]

    Den här studien handlar om interorganisatorisk samverkan inom vård och omsorg. Här studeras vilka strategier som första och andra linjens kommunala chefer använder för att få till stånd en fungerande samverkan. Hur ser hindren ut och vilka strategier och överväganden gör cheferna för att övervinna dem. Den fråga som därför behandlas i denna rapport är; vilka strategier an-vänder kommunala chefer inom vård och omsorg för att implementera samverkan? I studien har data samlats in genom att 21 chefer inom vård och omsorg intervjuats. De chefer som medverkat i studien har alla varit verksamma i kommuner som deltagit i det Nationella kommunforskningsprogrammet, vilka är Borås, Göteborg, Lund, Norrköping, Piteå, Sjöbo och Stockholm. I studien har tre centrala iakttagelser gjorts. Dessa handlar om; 1) att cheferna väljer en form av situationsanpassad strategi beroende på vad sam-verkan har för syfte och med vilka aktörer som samverkan ska genomföras, 2) att cheferna behöver hantera den upplevda intressekonflikten som finns mellan att ta ansvar för den "egna verksamheten" samtidigt som de förväntas ta ansvar för samverkan med andra organisationer och 3) att cheferna har svårt att hantera sitt chefsansvar vid samverkan. Samverkan där linjestyrningen utmanas eller kompletteras med horisontell styrning är lösare reglerad vilket kan leda till oklar ansvarsfördelning och diffus arbetsdelning. Här kan chefer behöva tillägna sig andra uttryck för att utöva sitt ledarskap då den traditionella chefsrollen inte är lika väl anpassad till styrning vid samverkans-situationer.

  • 193.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology.
    Kastberg, Gustaf
    Lunds universitet, Institutionen för Sevice management.
    Styrning av hälso- och sjukvård2011 (ed. 1)Book (Other academic)
    Abstract [sv]

    I den här boken får du möjlighet att bekanta dig med de styrmodeller som har tillämpats inom vården under de senaste decennierna. Författarna ger en bild av vad de olika modellerna tenderar att leda till på kort respektive lång sikt. Trender, regler, resultat, arbetsfördelning och de speciella förutsättningar som gäller för styrning i professionella organisationer behandlas.Boken riktar sig till utbildningar inom hälso- och sjukvårdsadministration, vårdvetenskap, socialt arbete, arbetsvetenskap, offentlig förvaltning, företagsekonomi och service management samt till praktiskt yrkesverksamma. Den kan även med fördel läsas av forskare, tjänstemän och politiker med intresse för hur framtidens hälso- och sjukvård ska organiseras och styras.

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  • 194.
    Berlin, Johan M
    et al.
    University West, Department of Social and Behavioural Studies.
    Carlström, Eric D
    Sahlgrenska Akademin, Göteborgs universitet.
    Collaboration exercices; what do they contribute?: a study of learning and usefulness2015In: Journal of Contingencies and Crisis Management, ISSN 0966-0879, E-ISSN 1468-5973, Vol. 23, no 1, p. 11-23Article in journal (Refereed)
    Abstract [en]

    This article aims to study whether exercises contribute to learning that can be useful in actual emergency work. It reports the findings of a study about professional emergency personnel’s perceptions of the impact of collaboration exercises. Surveys were distributed and collected from emergency personnel in conjunction with three collaboration exercises that took place in Sweden in spring 2012. The survey included personnel holding different positions within the police department, fire department and ambulance services. Among them were also operational personnel such as officers. A total of 94 professional emergency personnel agreed to participate by answering the survey. The response rate was 95%.The study shows that collaborative elements in exercises contribute to perceived learning (R2 = 0:53), and that learning, in turn, has a perceived beneficial effect on actual emergency work (R2 = 0:26).The perceived results of collaboration,learning and their impact on actual emergency work, however, are moderate.The exercises were characterised by long waiting times and gave few opportunities to practise different strategies. Only a few respondents felt that they learned something about the collaborating organisations’ ways of communicating and prioritising. Many also thought that the exercises were more useful for command officers than for operational personnel.Thus, the study shows that by strengthening the collaborative elements of the exercises, the perception of the participants’ actual emergency work can be developed.

  • 195.
    Berlin, Johan
    et al.
    University West, Department of Social and Behavioural Studies, Division of Social Pedagogy and Sociology. University West, Department of Social and Behavioural Studies, Division of Social Work and Social Pedagogy.
    Sandberg, Håkan
    Team i vård, behandling och omsorg: Erfarenheter och reflektioner2016Collection (editor) (Refereed)
    Abstract [sv]

    Team är populära, inte minst inom vård, behandling och omsorg.Trots att det börjar bli en väl etablerad företeelse tycks teamfortfarande stå för förnyelse och nytänkande. Teamarbete harsåledes kommit att få en allt viktigare roll.

    I denna antologi behandlas frågor som: Varför uppstår team? Vadgör team nödvändiga? Vad är utmärkande för olika typer av team? Vad skapar väl fungerande team? Vilka effekter får teamarbete förverksamheten? Du som läsare bjuds på både kritiska betraktelser,utvecklingsspår och verktyg.

    Boken vänder sig till studerande och forskare vid högskolor ochuniversitet samt till praktiskt verksamma inom vård-, behandlingsochomsorgsorganisationer. De olika kapitlen kan läsas friståendeoch ger var för sig en god bild av teamets funktion.

    ---

    Team i vård, behandling och omsorg förmedlar en unikinsikt och förståelse kring teamarbetes betydelse, funktionssätt och utmaningar baserad på omfattande och mångårig forskning. Boken förtjänar därför attanvändas inom alla utbildningar på högskolenivå som är inriktade mot vård- och omsorg.

    Stefan Tengblad, professor i företagsekonomi

  • 196.
    Berndtsson, Adam
    et al.
    University West, Department of Economics and IT, Division of Business Administration.
    Kourieh, Gabriel
    University West, Department of Economics and IT, Division of Business Administration.
    Förändring och strategi inom organisationer2016Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    We have this report studied change and strategy within organizations. The purpose of this report is to show how organizations can work with their changes and their strategy. Theory of these subjects has been developed with the help of scientific articles. Interviews with staff at the organization Innovatum have been done in order to create our own empirical data about changes and strategy. Innovatum is an experience center which is located in the town of Trollhattan. Innovatum is owned by the Foundation Innovatum, Trollhättan city and municipal Fyrbodals. To collect data to the empiricism the chosen method was qualitative interviews, this is because this method was considered to be most suitable and we wanted to have a deep and comprehensive data. Interviews were done with seven people, four women and three men. One of the interviewed was an operations manager, one was an economist and the rest were teachers. Theory and the empiricism has been analyzed in the report's discussion section

    The conclusion of our completed study was that for successful change requires that the organization focuses on creating positive attitudes and behavior towards change. To succeed with changes it is also important that the organization gives priority to a clear and effective communication. Competent leaders are also something that is important during change. The results of our study reinforced previous theories about what is important to improve the changes within an organization

    The conclusion of our completed study was that for the success of the strategy process in organizations, the organization is required to have an overall picture when deciding on strategies. An effective strategic planning is also something that is important for the strategies. It is also important that the organization is willing to take new ideas from their employees when designing strategies. The organization must not only make use of a single strategy. To succeed in the strategy process, the organization must work to make the strategic implementation properly functioning. The results of our study reinforced previous theories about what is important to improve the strategy process within an organization.

  • 197.
    Berndtsson, Adam
    et al.
    University West, Department of Economics and IT, Division of Business Administration.
    Svensson, Kenneth
    University West, Department of Economics and IT, Division of Business Administration.
    Jämställdhet i bolagsstyrelser2015Independent thesis Basic level (university diploma), 5 credits / 7,5 HE creditsStudent thesis
    Abstract [sv]

    Med denna rapport ville författarna undersöka jämställdhetsdebatten angående bolagsstyrelser, hur pass viktig denna egentligen är och om organisationerna kan gagnas utav denna diskussion. Frågan undersöktes med hjälp av teori från vetenskapliga rapporter samt egen empiri som skapades med hjälp av intervjuer.

    För att reda ut diskussionen om jämställdhet i bolagsstyrelser undersöktes vad jämställdhet egentligen är, där det togs fram att det absolut inte handlar om hur könsfördelningen för tillfället ser ut i en organsation. Om det är jämställdhet eller inte, handlar snarare om en individ vid en rekrytering blivit bortvald utav den orsaken vilken grupp denna individ tillhör.

    Anledningar till varför det är få kvinnor i bolagstyrelser togs också fram i rapporten där mycket tydde på att det inte är något ”glastak” som skapar den låga andelen kvinnor i bolagstyrelser. Istället var det orsaker som att det finns färre kvinnor med den utbildning och de erfarenheter som krävs för att sitta i en bolagstyrelse. Orsaker som att kvinnor i större utsträckning inte är lika intresserade av att göra karriär togs också upp. Enligt teorin i rapporten tydde också mycket på att kvinnor i större utsträckning ogillar konkurrens och att detta är en bidragande orsak till att det finns färre kvinnor i bolagstyrelser.

    I rapporten undersöktes också hur en tvingande könskvotering kan påverka organisationer, där resultatet var väldigt enhetligt att organsationer med största sannolikhet inte har någonting att vinna på att använda sig av en tvingande könskvotering i sina bolagsstyrelser. Det undersöktes också om bolag som har en jämn könsfördelning kan gagnas utav detta gentemot bolag som har mestadels män, resultatet som uppvisades var att det förmodligen inte finns något att vinna på att försöka ha en jämn könsfördelning. Vad som krävs av en individ som sitter i en bolagstyrelse skrevs också ned i rapporten, där bland annat följande saker utmärktes: Högskoleutbildning i ekonomi, teknik eller juridik, ledarerfarenheter, erfarenheter av att vara VD, kunnig inom området bolaget bedriver samt strategisk förmåga.

    Slutsatsen blev den att jämställdhetsdebatten kan vara viktig i den mån det handlar om att de som tillsätter styrelserna skall bortse från vilket kön eller grupp individen tillhör. Det enda som skall vara avgörande för vilken individ som rekryteras till en styrelse skall vara hur stor potential denna individ har att skapa lönsamhet och att utveckla organsationen. Det viktigaste för organisationerna är att de tillsätter de individerna som är bäst lämpade för uppgiften och då spelar det ingen roll vilken grupp eller kön dessa individer tillhör.

  • 198.
    Berndtsson, Leif
    University West, School of Business, Economics and IT, Division of Business Administration.
    Local Action Group, LAG - A Method for Local Development and Regional Growth: Some experiences of Leader+ in Sweden2007In: Uddevalla Symposium 2006: Entrepreneurship and Development - Local Processes and Global Patterns: Revised papers presented at the 9th Uddevalla Symposium, 15-17 June, Fairfax, VA, USA / [ed] Iréne Johansson, Trollhättan: University West , 2007, p. 141-156Conference paper (Refereed)
    Abstract [en]

    The LEADER programme is aiming at transgressing existing boundaries between social sectors. It is done through the creation of partnership organizations and new regions. Viewed from a governance standpoint, the inclusion of actors from the private and non-profit sectors promises higher efficiency in delivering political goods through added resources and increased local knowledge.   The article will describe if the Leader-method function as a means of ensuring a bottom-up approach, innovation and decision-making in partnership. In the future Leader can be seen as a strategic tool for ensuring participation and cohesion. There will be a focus on following factors as: Partnership   An important question is how it is decided that representatives shall be invited into the partnership. Shall this be done in a relatively ordinary way or shall it include greater elements of new thinking and process orientation?   Process-oriented. In many guidelines for development work, it is pointed out that the work shall be carried out with a process-oriented manner of working. In order to succeed with a process work, a great measure of flexibility and fresh thinking is required with space for new ideas and new groupings. Bottom-up approach. In connection with local development, a bottom-up approach is often mentioned. Has the Leader-program contributed positively?  The article will also describe some Leader-projects who have the main effort to support a good life environment with a functioning public service attracting new people. These bring with them work or plans for activities who lead to increasing employment in the district.

  • 199.
    Bernebring Journiette, Irina
    et al.
    University West, School of Business, Economics and IT.
    Lindholm, Irina
    University West, School of Business, Economics and IT.
    Att leda delvis distribuerade team: En studie av ledares erfarenheter2022Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
    Abstract [en]

    Partially distributed teams (PDTs) can be described as a hybrid of traditionally collocated and fully distributed virtual teams. PDTs are teams that have at least one collocated subgroup and at least two subgroups that are geographically distributed and communicate with each other primarily through electronic media. While sharing many characteristics with both traditionally collocated and fully distributed virtual teams, PDTs also have their unique characteristics and challenges that PDT-leaders have to handle. For this qualitative study, we interviewed nine formal leaders (managers) for PDTs. Our aim has been to contribute with knowledge about and provide a deeper understanding of formal leaders’ experiences of leading PDTs, with the focus on challenges that PDT-leadership entails and leaders’ strategies to deal with these challenges. We have chosen to interview formal leaders because they are the ones who are responsible for the organisational activities to be conducted in accordance with the goals set up by the organisation. The leadership-in-PDTs-model we have developed is based on a metaphor representingl eadership in PDTs as a sea which leaders need to navigate. This metaphoric sea consists of three layers. The deepest layer represents the substance of leadership. The middle layer consists of virtual leadership theories, among which the theory of paradoxical virtual leadership is central. The upper sea layer consists of theories about PDTs’ unique characteristics and leadership in PDTs. These theories concern structural aspects of PDTs,emergent leaders, virtual distance, ingroup dynamics and different electronic communication norms. We have studied our empirical material based on thel eadership-in-PDTs sea model and conducted thematic analysis. The conclusion is that work in PDTs places new demands on leaders. In addition to confirming parts of the previous research on PDTs, we contribute to the research and to leadership practice by identifying other paradoxes and one more aspect of virtual distance in PDTs: location needs-paradox, the group identity paradox, the self-governing group paradox, the exclusion paradox and emotional distance. We also contribute by thematically identifying four new overall challenges met by leaders in PDTs: structural challenges, relational challenges, challenges related to lack of equality and challenges related to the above mentioned paradoxes. We also describe strategies the leaders we interviewed use to meet these challenges.

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  • 200.
    Bernhard, Irene
    University West, Department of Economics and IT, Division of Media and Design.
    Entrepreneurs and Policy Networks: A Study of the Implementation of two Swedish Municipal Contact Centers2012In: Uddevalla Symposium 2012 : Entrepreneurship and Innovation Networks. Revised papers presented at the 15th Uddevalla Symposium 14-16 June, 2012, Faro, Portugal. / [ed] Bernhard, Irene, Trollhättan: University West , 2012, 1, p. 79-93Conference paper (Refereed)
    Abstract [en]

    This paper aims to discuss lessons learned of policy entrepreneurs to analyze how local policy entrepreneurs are acting in setting up local municipal contact centers - a Swedish local e-governmental initiative. The increased interest in political entrepreneurship has both analytical and practical grounds and implications. The networked governance settings demand new roles of entrepreneurial actors, which are approached here in relation to their localization, how they act to expand action spaces for themselves as well as others in the local community.

    …This case study is based on qualitative field studies. The main methods used were interviews with key actors, document studies and observations. The results indicate two main implications of Contact Centers; they localize public services and combine different services into a one-stop operation, striving to provide a ‘holistic’ approach to the individual citizen in her local context. However, contact center implementation also includes an organizational change within the municipalities, facilitating a reorganization of back-office procedures in order to optimize the efficiency and quality aspects. The policy entrepreneurs forming the contact centers promoted them from different perspectives and with varying ambitions. In one of the studied cases the core values of inclusion and participation grounded the design of the contact center, while in the other case the issue as such was the key – a new organizational approach. This is here explained as two illustrations of different approaches of policy networks and entrepreneurial behavior.

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