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A phenomenological study was conducted to explore and understand the personal experiences and meaning ascribed by senior leaders within a large multidisciplinary construction company. An effort was made to understand how they personally experienced leading others, what they learnt about themselves, what challenged them most, and what support, if any they had during their leadership of large-scale organisational change. The research found that there is a significant personal cost to the individual. This cost comes in terms of career, work-life balance and even reputation. It provides an opportunity to grow in self-knowledge, provided leaders are open to learn and reflect and that there is a substantive support structure both internally and externally to the organisation in order to ‘survive’. Without this malleable disposition, the already high cost escalates to the extent that it could be life threatening. In spite of the prolific literature available, the leaders claim that shareholders and most others do not understand the extreme length of time it takes to start and embed change that is sustainable. Without that understanding from the other role players, the leader carries not only the blame but also the scars of failed change. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

The Swedish Sports Confederation is performing a large organisational change. The change involves transferring the sports that are administered by the Parasport Federation to the other national sports organisations (NSO). This way, athletes with disabilities will be included in other NSOs that are offering the same or similar sports, mainly for athletes without disabilities. This means new demands for the NSOs structures for the process, specifically regarding resources and distribution of them, availability, and special competence. The aim of this study was to examine this change process and what results this can bring within one of the receiving NSOs, The Swedish Floorball Federation. More specifically, this study has investigated obstacles, opportunities, and preparedness on club- and athlete-level through semi-structured interviews with representatives from clubs and athletes with and without disabilities. The results showed a low level of knowledge regarding the change and how it will be carried out, why it is implemented, and which effects it can bring. Many obstacles were identified such as adapting to new and unknown environments, providing teams with leaders and adjusting the clubs’ operations. An increased sense of belonging for people with disabilities was one of the identified opportunities. Another opportunity was that the process will lead to a better and more united sports movement where Swedish floorball will be one step closer to their vision on being “a sport for all – always”. The results were analysed through frame factor theory. Through this analysis, the conclusion is that floorball clubs follow and contain structures that are both enabling and limiting the inclusion process. For example, there are structures regarding knowledge about disabilities that create inaccurate ideas about athletes with disabilities and disability sports. This finding highlights a need for increased competence about disabilities to enable a process toward equal conditions for participation in sports. / Svensk idrottsrörelse står inför en stor organisationsförändring där Svenska Parasportförbundets idrotter ska föras över till mottagande specialidrottsförbund. Idrottare med funktionsnedsättning ska därmed inkluderas i de övriga specialidrottsförbundens ordinarie verksamheter. Detta innebär att krav ställs på specialidrottsförbundens strukturer för mottagande gällande resursfördelning, tillgänglighet och specialkompetens. Studiens syfte var att undersöka beredskap för förändringsprocessen och vilka utmaningar och möjligheter den kan föra med sig inom ett av de mottagande specialidrottsförbunden, Svenska Innebandyförbundet. Denna kvalitativa studie har undersökt utmaningar, möjligheter och beredskap gällande processen på föreningsnivå genom semi-strukturerade intervjuer med föreningsrepresentanter och aktiva utövare med och utan funktionsnedsättning. Resultatet visade på en låg kunskap om förändringen och hur den ska ske, varför den ska ske, och vilka effekter den kan medföra. Flertalet utmaningar identifieras i form av bland annat ledarförsörjning, anpassningar av verksamhet och rädsla för förändring och nya miljöer. De möjligheter som förändringen anses generera är bland annat ökad känsla av tillhörighet för personer med funktionsnedsättning, ökad acceptans för olikheter bland samtliga i samhället och en bättre och mer enad idrottsrörelse. Inkluderingen ses även som ett steg mot att nå svensk innebandys vision om att vara ”folksporten för alla – alltid”. Resultatet analyserades utifrån ramfaktorteorin med slutsatsen att föreningsidrotten innehåller och följer strukturer som både begränsar och möjliggör inkluderingsprocessen. Exempelvis finns strukturer gällande kunskap om funktionsnedsättningar som skapar felaktiga föreställningar om utövare med funktionsnedsättning och deras idrottande. Detta resultat synliggör ett behov av ökad kompetens om funktionsnedsättningar för att realisera en process mot likvärdiga villkor inom idrott.

During the 1990's high expectations were put on telemedicine technology in health care organizations, which can be seen as a reflexion of the society's interest in IT. The use of tele-medicine is expected to improve the quality and decrease costs of health care services. However, if these expectations are to be attained the visions have to be translated into fields of application in local settings where the technology would be used. This could be seen as an infusion process, which means that the technology would incrementally be used in a comprehensive and integrated manner. In this thesis, four Swedish telemedicine projects are analyzed. The approach used is that of Actor network theory (ANT), which has enabled the development of a theory of the infusion process, implementation of IT-projects, and parts of ANT, e.g. the model of the translation process and the notion of inscription. By using the concept of translation, it is possible to see the infusion process as a process where the generic features of the technology (transmitting sound and pictures in real time) are translated into concrete activities in local settings. These fields of application are realized by the mobilization of different task-based networks, where the roles of the actors are defined by the task to be solved. An iterated mobilization of the network implies further that the network will become stabilized, which is a central dimension in the process of infusion. Another way to understand the process of infusion is to describe it as cycles of implementation, where one cycle symbolizes the implementation of a field of application, which is a result of the translation of the generic features of the technology. The inscriptions in the studied technology allow a high degree of flexibility of use and flexibility of action. The flexibility means that fields of application ought to be developed in interaction between actors in local settings, and supporting programs of action are to be identified, or developed, in order to integrate technology use into daily routines. The considerable numbers of failed of IT-project implementations can be explained by the fact that a traditional planning perspective has been used on technologies, which allow a high degree of flexibility of use and flexibility of action. However, by categorizing inscriptions in technological artifacts, it becomes possible to predict what kinds of implementation strategies are appropriate for different kinds of technologies. By viewing the implementation of open networking technologies as a process of translation, the infusion process will be facilitated and a comprehensive and integrated use of technology will be enabled. / digitalisering@umu

Made available in DSpace on 2016-04-28T18:22:33Z (GMT). No. of bitstreams: 1 Maria Glalcy Fequetia.pdf: 852136 bytes, checksum: 58a0816e1dae23193a7c6d3063aaca23 (MD5) Previous issue date: 2012-06-18 / Secretaria da Educação do Estado de São Paulo / Technological advances have brought about a revolution in education. The advantages resulting from the distance learning, temporal ruptures and spacers have been established as key factors for professionals who seek an online course, an alternative to the continuity of their education. Moreover, following this movement, there is a major challenge in the permanence and completion of these courses by individuals. The purpose of this research was to study about the phenomenon of giving up by analyzing the messages of the course participants leavers of Contemporary Reading and Writing Practices offered online for learning supervisors, technical-pedagogical assistants (ATPs), coordinators and teachers of Secondary and High Schools of the São Paulo, Brazil, state school system. The theoretical lens that guided this study was divided into three parts: the first one related to the processes of Reculturing , Restructuring and Retiming proposed by Fullan (1996.1997); the second one related to the development of autonomy and processes of change from studies of Freire (1996), Nicolaides (2003), Sprenger (2004), Benson (2006, 2007, 2008, 2011) and Collins (2008); and the third one related to the question of time as a problematizing factor. Through a qualitative analysis of messages, it was possible to observe what conflicts in Reculturing, Restructuring and Retiming put themselves as providers of the phenomenon of giving up and the connections between these processes, the development of autonomy and the time factor. It was also possible, through these links, to map a set of conceptions of what would to study online: which postures are more appropriate, structural requirements which must be fulfilled, which the modes of interaction are more effective for each context, and more / Os avanços tecnológicos têm propiciado uma revolução no campo educacional. As facilidades advindas do ensino a distância , as rupturas temporais e distanciais têm se consolidado como fatores decisivos pelos profissionais que procuram, num curso online, uma alternativa para a continuidade de sua formação. Por outro lado, acompanhando esse movimento, nota-se um desafio muito grande na permanência e conclusão desses cursos pelos indivíduos. Esta pesquisa teve como objetivo um estudo sobre o fenômeno da desistência através da análise das mensagens de participantes desistentes do curso Práticas de Leitura e Escrita na Contemporaneidade, oferecido na modalidade online para supervisores de ensino, assistentes técnico-pedagógicos (ATPs), professores-cordenadores (PCs) e professores do Ensino Fundamental II e Ensino Médio da rede pública estadual de São Paulo. A lente teórica que orientou este trabalho foi divida em três partes: a primeira em relação aos processos de Reculturação, Reestruturação e Reorganização Temporal propostos por Fullan (1996,1997); a segunda em relação ao desenvolvimento da autonomia e os processos de mudança a partir dos estudos de Freire (1996), Nicolaides (2003), Sprenger (2004), Benson (2006, 2007, 2008, 2011) e Collins (2008); e a terceira em relação à questão do tempo como fator problematizador. Através de uma análise qualitativa das mensagens, foi possível verificar que conflitos nos processos de Reculturação, Reestruturação e Reorganização Temporal colocam-se como propiciadores do fenômeno da desistência e quais as ligações entre esses processos, o desenvolvimento da autonomia e o fator tempo. Foi possível também ,através dessas ligações, mapear um conjunto de concepções do que seria o estudar online: quais posturas são mais adequadas, quais necessidades estruturais devem ser atendidas, quais os modos de interação mais efetivos para cada contexto, entre outros

<p>The overall aim of this thesis was to study the implementation of guidelines, change processes and contextual variables from the perspective of improvements and neonatal nursing care’s endeavours to be more evidenced-based. Because health care is exposed to extensive change pressure and because the impact of effectiveness research on clinical practice is limited, it becomes urgent to understand how knowledge utilisation initiatives can be facilitated.</p><p>Three studies involved managers and nurses at all neonatal units in Sweden. Two of these studies also included nurses from other healthcare organisations. The fourth study included all staff at four neonatal units. The study designs used were cross-sectional, comparative and prospective longitudinal surveys; questionnaires were used as data collection tools in all four studies.</p><p>Evaluation of the utilisation of the neonatal nursing guidelines showed that the guidelines were known to the nurse managers and used at most of the units, though to varying degrees and in different ways. Fifteen months after guideline dissemination, 8 of 35 units had changed practice, of which 2 units had completed the implementation process of a guideline. Involvement in the preceding guideline project facilitated the completion of improvement projects compared with participation in training courses for quality improvement (QI) only. There was no difference between these two groups on long-standing involvement in improvement work. Nurses who continued QI work over a 4-year period were more active in seeking research and implementing research findings in clinical practice than those who ceased the improvement work. The QI-sustainable nurses reported better contextual support for research-related activities. In a separate study staff perceptions of organisational factors appeared stable over the course of one year at the aggregated level. Improvements in skills development and participatory management predicted higher overall organisational and staff well-being. </p><p>The findings emphasize the importance of including both individual and organisational factors in the strategic planning for evidence-based nursing. Plans have to be long-term and consider that change is a slow process. Leadership commitment is essential and there are clear benefits in developing a learning and professional supportive environment as well as of involving staff in organisational decision making.</p>

The overall aim of this thesis was to study the implementation of guidelines, change processes and contextual variables from the perspective of improvements and neonatal nursing care’s endeavours to be more evidenced-based. Because health care is exposed to extensive change pressure and because the impact of effectiveness research on clinical practice is limited, it becomes urgent to understand how knowledge utilisation initiatives can be facilitated. Three studies involved managers and nurses at all neonatal units in Sweden. Two of these studies also included nurses from other healthcare organisations. The fourth study included all staff at four neonatal units. The study designs used were cross-sectional, comparative and prospective longitudinal surveys; questionnaires were used as data collection tools in all four studies. Evaluation of the utilisation of the neonatal nursing guidelines showed that the guidelines were known to the nurse managers and used at most of the units, though to varying degrees and in different ways. Fifteen months after guideline dissemination, 8 of 35 units had changed practice, of which 2 units had completed the implementation process of a guideline. Involvement in the preceding guideline project facilitated the completion of improvement projects compared with participation in training courses for quality improvement (QI) only. There was no difference between these two groups on long-standing involvement in improvement work. Nurses who continued QI work over a 4-year period were more active in seeking research and implementing research findings in clinical practice than those who ceased the improvement work. The QI-sustainable nurses reported better contextual support for research-related activities. In a separate study staff perceptions of organisational factors appeared stable over the course of one year at the aggregated level. Improvements in skills development and participatory management predicted higher overall organisational and staff well-being. The findings emphasize the importance of including both individual and organisational factors in the strategic planning for evidence-based nursing. Plans have to be long-term and consider that change is a slow process. Leadership commitment is essential and there are clear benefits in developing a learning and professional supportive environment as well as of involving staff in organisational decision making.

Sverige står inför stora välfärdsutmaningar när allt fler arbetsföra personer går i pension. Till följd av ojämn befolkningsutveckling kommer det inom kort finnas färre arbetare som skall ta hand om fler pensionärer. Lösningen på välfärdsutmaningen finns i digitaliseringen, där digitala verktyg skall kompensera för förlorad arbetskraft. Omsorgen är det område där behovet av kompetensförsörjning kommer visa sig först. Syftet med studien var att undersöka hur omsorgspersonal kan känna delaktighet i en lärandeprocess under en pågående organisationsförändring som fokuserar på ökad digitalisering i Hylte kommun. Metoden som tillämpades var en kvalitativ undersökningsmetod och studien antog en induktiv ansats. Det empiriska materialet inhämtades genom tre fokusgrupps-intervjuer där totalt 13 undersköterskor deltog. Materialet analyserades genom en konventionell innehållsanalys och resultatet utgjorde grunden för den teoretiska referensramen. Den hälsopedagogiska teoretiska referensramen utgjordes av förmedlingspedagogik, sociokulturellt lärande, lärande stilar, och kompetensutveckling samt dialog -och reflektions pedagogik, KASAM och delaktighet. Resultaten visar att omsorgspersonalen kan känna delaktighet genom att bli tillfrågade kring förändringar rörande deras arbete. Resultatet visade också att omsorgspersonalen själva vill välja sätt att genomgå utbildning. Rädslor att de mjuka värdena försvinner och ersättas av digitala verktyg är ytterligare ett väsentligt resultat som studien gett. Slutsatser som dragits av studien var att omsorgspersonalen vill vara delaktiga inför, under och efter verksamhetsförändringar, men de har svårt att se sin roll i dagsläget. Personalen lär på olika sätt och vill ha alternativa sätt till kompetensutveckling, än vad som erbjuds idag. / Sweden faces major welfare challenges as more and more workable people retire. As a result of uneven population development, there will soon be fewer workers to take care of more senior citizens. The solution to the welfare challenge is in digitization, where digital tools will compensate for lost labor. Heathcare is the area where the need for skills supply will appear first. The intent of this study was to investigate how caregivers can feel part of a learning process during an ongoing organizational change focusing on increased digitalization in Hylte county. The method applied a qualitative survey method and the study adopted an inductive approach. The empirical material was collected through three focus group interviews, where a total of 13 underscores participated. The material was analyzed by a conventional content analysis and the result was the basis for the theoretical reference framework. The theoretical references for health education consisted of mediation education, socio-cultural learning, learning styles, and competence development, as well as dialogue and reflection teaching, KASAM and participation. The results show that caregivers can feel involved by being asked about changes in their workplace. The result also showed that caregivers themselves want to choose ways to undergo education. Fears that the human contact disappears and will be replaced by digital tools are another important result that the study has given. Conclusions drawn from the study are that caregivers want to be involved in, during and after changes within the workplace, but they have difficulties to see their role for the time being. The staff learn in different ways and want alternative ways of developing skills than offered today.

It might be assumed that principals play a critical role in school organizational change processes. Evidence that both decision makers and relevant authorities share this assumption is found in the Swedish Education Act (SFS 2010:800) as well as the objectives and guidelines set down in relevant curricula (Skolverket 2011). Drawing its inspiration from phenomenological life-world research, the overarching aim of this study is to explore and describe the professional and personal experiences of school principals involved in organizational change processes in the educational system. As a consequence of this theoretical grounding in life-world phenomenology, our study has adopted the methodology of semi-structured interviews, with the aim of gaining access to regional life-worlds of principals by exploring narratives relating to their understandings and experiences of organizational change processes in the educational system. The themes brought up in the three conducted interviews provide the basis for interpretation that produces empirical evidence in the form of narratives. The results of this study highlight substantial divergences in the themes identified in the narratives of the principals: there is simply more setting the experiences related apart than that which draws them together. Furthermore, our results also indicate that the personal and professional experiences of organizational change processes in schools related by the interviewees likely constitute information of interest for other involved parties. From this we can make the assumption that an improved support for principals should involve a mutual exchange of experiences between school authorities and principles; this while at the same taking into account individual needs of principals. Based on the narratives of the interviewees in this study, there are four main conclusions to be drawn from this study: -       Change requires organization if it is to be successful and lasting -       Developmental change draws it power from a feeling of community and motivation -       Managing co-workers specifically in relation to organizational change projects constitutes a problem for solitary principals -       Studying organizational change projects as phenomena is problematic with regards quantifiable success rates and crowding out effects Keywords: experiences, change, journey of change, change processes, principals, headmaster, school development / Skolledares roll i skolors förändringsprocesser kan antas vara central. Beslutsfattare och myndigheter ser rektorsrollen som central i skolans förändringsprocesser. Detta framkommer i såväl skollagen (SFS, 2010:800) som aktuella läroplaners (Skolverket, 2011) övergripande mål och riktlinjer. Det övergripande syftet med studien är att med inspiration av ett livsvärldsfenomenologiskt perspektiv studera och beskriva skolledares upplevelser och erfarenheter av förändringsprocesser i skola.  Livsvärldsfenomenologin har använts som teoretisk utgångspunkt. De metodologiska konsekvenserna av denna ansats har varit att med hjälp av kvalitativa halvstrukturerade intervjuer få tillgång till skolledares regionala livsvärld i form av upplevelser och erfarenheter av förändringsprocesser i skola. Tre skolledare har intervjuats. I analysen har de livsberättelser som de intervjuade valt att berätta varit underlag för tolkning som skapat av empiriska teman i form av berättelser.   Resultatet visar att de teman som träder fram i respektive skolledares berättelser är till övervägande del olika. Det skiljer helt enkelt mer i de intervjuades berättelser än det binder samman. Resultaten visar också på berättade erfarenheter och upplevelser av förändringsprocesser i skola hos respektive skolledare som är av karaktären att de skulle vara av värde för andra att ta del av. Av detta kan antas att stöd till skolledare bör utgå från individuella behov samt att ett erfarenhetsdelande mellan skolledare och huvudmän skulle kunna leda till förbättrade möjligheter att stötta skolledare. Slutsatserna av studien är framför allt fyra insikter som bygger på skolledarnas berättelser: -       Förändring kräver organisation för att bli kvalitativ och varaktig. -       Förändring i form av utveckling hämtar kraft ur gemenskap och motivation. -       Att det kan var svårt som ensam skolledare att hantera relationer till medarbetare i just förändringsprojekt. -       Förändringsprojekt som fenomen är svårt att fånga sett till mätbar framgång och undanträngningseffekter.   Ämnesord: erfarenheter, förändring, förändringsresor, förändringsprocesser, rektor, skolledare, skolutveckling, upplevelser