Syftet med den här studien är att undersöka på vilket sätt mellanchefer upplever att medarbetarenkäter kan vara ett verktyg för förändring och utveckling med utgångspunkt i kartläggning av den psykosociala arbetsmiljön. Medarbetarenkäter är ett diskuterat ämne som rymmer olika åsikter. Utifrån syftet har tre frågeställningar formulerats: Med fokus på den psykosociala arbetsmiljön, Vad anser mellanchefer är syftet med medarbetarenkäter?, Hur upplever mellanchefer att resultatet av medarbetarenkäterna tas om hand och används i förändringsarbetet? samt Vilken roll får resultatet av medarbetarenkäter i arbetet med att driva förändringsprocesser, enligt mellancheferna? Studien är kvalitativ och har genomförts genom semistrukturerade intervjuer. Det empiriska materialet är baserat på intervjuer med sju mellanchefer i omsorgsförvaltningen, där samtliga har minst tre års erfarenhet av att arbeta med medarbetarenkäter som verktyg. Teorier som används är Kurt Lewins förändringsmodell samt Karaseks & Theorells (1990) krav-kontroll-stödmodell. Dessa används för att förstå det empiriska materialet och sätta studien i en vetenskaplig kontext.  Studiens resultat visar att mellanchefer upplever att syftet med medarbetarenkäter är att fånga upp medarbetarnas åsikter, att mäta den psykosociala arbetsmiljön, att fungera som en temperaturmätning och ett komplement till andra verktyg. Vidare beskriver många att syftet uppnås om chefen arbetar med den på rätt sätt, vilket inte alltid görs. Resurser som tid och pengar påverkar och stoppar ofta arbetet med medarbetarenkäterna. Vidare upplever många av respondenterna att hur resultatet av medarbetarenkäterna tas om hand beror på hur de själva, cheferna, kommunicerar ut syftet, resultatet samt hur de får medarbetarna engagerade i processen. Efterarbetet och eget ledarskap har en stor betydelse i respondenternas upplevelse kring hur enkäten faktiskt leder till förändring och utveckling på arbetsplatsen. Det verkar även vara chefen som är den som är ansvarig för att en förändring ska ske även om det är ett samspel med medarbetarna. / The purpose of this study is to investigate the way in which middle managers feel that employee surveys can be a tool for change and development based on the psychosocial work environment. Employee surveys are a discussed topic that contains different opinions. Based on the purpose, three questions have been formulated: With a focus on the psychosocial work environment, what do middle managers think is the purpose of employee surveys?, How do middle managers feel that the results of the employee surveys are taken care of and used in the change work? and What role does the result of employee surveys play in the work of running processes, according to the middle managers? The study is qualitative and has been conducted through semi-structured interviews. The empirical material is based on interviews with seven middle managers in the care administration, all of whom have at least three years' experience of working with employee surveys as a tool. Theories used are Kurt Lewin's change model and Karasek´s & Theorell's requirements-control-support model. These are used to understand the empirical material and put it in a scientific context. The results of the study shows that middle managers feel that the purpose of employee surveys is to capture the employees' opinions, function as a yardstick for the psychosocial work environment, that is, function as a temperature measurement and a complement to other tools. Furthermore, many describe that the purpose is achieved if the manager works with it in the right way, which is not always done. Resources such as time and money often affect and stop the work with the employee surveys. Moreover, many of the respondents experience that how the results of the employee surveys are handled depends on how they, the managers, communicate the purpose, the results and how they get the employees involved in the process. The follow-up work and own leadership are of great importance in the respondents' experience of how the survey actually leads to change and development in the workplace. It also seems to be the manager who is responsible for a change to take place even if it is an interaction with the employees.

Denna fallstudie har utförts på Stora Enso Skutskärs bruk och fokuserar på implementeringen av plattformen Fiori som är en del av företagets molnbaserade ERP-system. Studien använde sig av kvalitativa metoder som intervjuer på fallföretaget samt Alleima, Stora Enso Sunila och Stora Enso Varkaus. En enkätundersökning genomfördes även på Stora Enso Skutskärs bruk för att samla in kvantitativa data. Fallstudien valdes som metod för att analysera komplexa fenomen och sociala situationer.I den teoretiska referensramen framkommer fördelar och utmaningar med molnbaserade ERP-system. En fördel är exempelvis effektiv informationshantering medan en utmaning kan vara säkerheten. Vidare undersöks implementeringen av digitala verktyg där det framhävs att en välplanerad strategi och ledarskap som främjar samarbete och kommunikation är viktigt. Teorin framhäver att det ofta uppstår utmaningar med att implementera digitala verktyg, exempelvis brist på resurser och motstånd från medarbetare. Därefter presenteras teoretiska metoder för att stödja medarbetare vid införandet av digitala lösningar.Medarbetarnas upplevelse av plattformen Fiori var övervägande positiv och lärotillfällena som organiserades i samband med implementeringen uppskattades. Dock framkom det att kommunikationen kring implementeringen har varit en utmaning, och projektledaren har upplevt bristande stöd från ledningen. Motivationen att använda Fiori var låg eftersom lärotillfällena inte var obligatoriska. Det har även framförts förbättringsförslag så som tydligare supportkontakter och mer information om systemet. Studien har visat att upplevelsen inte är enhetlig hos de medarbetare som deltagit i studien, och studien diskuterar potentiella orsaker till detta. I studiens analys presenteras en ny processmodell som kan användas för att förbättra implementeringsprocessen. Modellen betonar vikten av kommunikation, ledarskap, stöd, delaktighet och resurser.Studien utfördes under åtta veckor och avgränsades till molnbaserade ERP-system. Det framkom intressant information under studiens gång som inte kunde undersökas vidare och resulterade i förslag till fortsatt forskning. Ett förslag var att undersöka hur information- och kommunikationsflöden påverkar implementeringsprocessen av digitala verktyg. / This case study has been carried out at Stora Enso Skutskär's mill and focuses on the implementation of the Fiori platform which is part of the company's cloud-based ERP system. The study used qualitative methods such as interviews at the case company as well as Alleima, Stora Enso Sunila and Stora Enso Varkaus. A survey was also carried out at Stora Enso Skutskär's mill to collect quantitative data. The case study was chosen as a method to analyze complex phenomena and social situations.In the theoretical frame of reference, advantages and challenges with cloud-based ERP systems emerge. An advantage is, for example, efficient information management, while a challenge can be security. Furthermore, the implementation of digital tools is examined where it is emphasized that a well-planned strategy and leadership that promotes collaboration and communication is important. The theory highlights that challenges often arise with implementing digital tools, for example lack of resources and resistance from employees. Then theoretical methods are presented to support employees in the introduction of digital solutions.The employees' experience of the Fiori platform was predominantly positive, and the learning opportunities organized in connection with the implementation were appreciated. However, it emerged that communication around the implementation has been a challenge, and the project manager has experienced a lack of support from management. The motivation to use Fiori was low because the learning opportunities were not mandatory. There have also been suggestions for improvements such as clearer support contacts and more information about the system.The study has shown that the experience is not uniform among the employees who participated in the study, and the study discusses potential reasons for this. In the study's analysis, a new process model is presented that can be used to improve the implementation process. The model emphasizes the importance of communication, leadership, support, participation, and resources.The study was conducted over eight weeks and limited to cloud-based ERP systems. Interesting information emerged during the study that could not be investigated further and resulted in suggestions for further research. One proposal was to investigate how information and communication flows affect the implementation process of digital tools.

The purpose of this essay is to explore how one goes from theory to practice ina gender equality work in preschool by examining how preschool teachers havereceived and worked with a support- and inspiration material that a groupwithin the education administration in Umeå township has developed. I haveconducted qualitative interviews with four preschool teachers with a focus onan equal conversation in order to advocate that research is created ininteraction with others. With the analytical method InterpretivePhenomenological Analysis (IPA), the preschool teachers' experiences andfeelings have been analyzed and then interpreted with the help of institutionaltheory and Sara Ahmed's (2012) phenomenological theories about diversitywork within institutions.The results show that preschool teachers believe that it is important to work forgender equality in preschool. They also believe that there are benefits toworking more broadly and including more social categories than gender, andalso critically examining norms in preschool. Furthermore, the results showthat there are difficulties and obstacles within the organization that affect howthe support- and inspiration material has been received and worked with. Theseinclude challenges in going from theory to practice, fear of conflict withcolleagues, uncertainty about, and different interpretations of the concept ofgender equality and lack of leadership. In summary, it can be said that it takesmore than just distributing a gender equality material to create change in thedirection of increased gender equality in preschool. / <p>2022-06-02</p>

Försvarsmaktens organisation har ett behov av ständig förändring för att kunna hantera de yttre och inre påverkansfaktorer som följer av det säkerhetspolitiska läget, samhällsutvecklingen och den teknologiska utvecklingen. Vi har genom en hermeneutisk kvalitativ studie undersökt hur organisationen förändrats genom implementeringen av ett flerbefälssystem. Vi har försökt att identifiera de drivkrafter som har legat bakom förändringarna och förstå de beslut som har fattats. Våra primärkällor har utgjorts av människor i organisationen; befattningshavare med olika roller, på olika nivåer och med olika bakgrund. Våra sekundärkällor har framförallt bestått av officiella dokument och skrivelser som organisationen nyttjat under implementeringen.Vi har analyserat inhämtad data mot flera olika organisationsteorier och kommit fram till att den långa sekventiella implementeringen haft olika fokus i olika sekvenser. Utmaningen för Försvarsmakten har varit att skapa balans mellan organisationens strukturella och individens mänskliga behov samt att kommunicera argument och incitament för organisations-förändringen. Maktpersoner i organisationen har löpande påverkat processen och systemdesignen har självmuterat från initial konfiguration till den beskrivning som finns idag.Försvarsmaktens strukturella slutinförande av Trebefälssystemet har orsakat suboptimering av implementeringen i dess sista sekvens, och motverkat möjligheterna för främst specialist-officersskrået att utvecklas mot en egen profession; skrået är fortsatt styvmoderligt behandlat av organisationen, och det finns en risk för en utveckling mot segregation och oönskade kulturer. Ytterst har detta haft en negativ effekt på den operativa förmågan.Överbefälhavarens beslut om slutligt införande var ett nödvändigt beslut för att forma den struktur som borde ha intagits för många år sedan, dock hade organisationens behov bättre kunnat omhändertas om även individens behov hade tillgodosetts.Försvarsmakten har nu ett enda system där samtligt befäl är inordnade, men arbetet är inte slutfört. Det finns fortfarande en del problemområden att ta tag i, men samtidigt också gyllene chanser att fortsätta utvecklingen av systemet för att nå än större effekt än det har idag. / The Swedish Armed Forces has a need for constant change in order to be able to handle the external and internal influencing factors that result from the changing security policy situation, societal development and technological development. Through a hermeneutic qualitative study, we have investigated how the organization has changed through the implementation of a multi-command system. We have tried to identify the driving forces behind the changes and understand the decisions made. Our primary sources have been people in the organization; personnel with different roles, at different levels and with different backgrounds. Our secondary sources have mainly consisted of official documents that the organization used during the implementation.We have analysed the collected data against several different organizational theories and concluded that the long sequential implementation had different focuses in different sequences. The challenge for the Armed Forces has been to create a balance between the organizations structural and the individual's human needs, and to communicate reasons and incentives for organizational change. People with power in the organization have continuously influenced the process, and the system design has self-mutated from the initial configuration to the description that exists today.The Armed Forces' structural finalization of the multi-command system has caused sub-optimization of the implementation in its final sequence, and thwarted the opportunities for mainly the specialist officer corps to develop towards a profession of its own; the category is still treated step motherly by the organization, and there is a risk of a development towards segregation and unwanted cultures. Ultimately, this has had a negative effect on The Armed Forces operational capability.The Chief of Defence decision on final implementation was necessary to shape the structure that should have been in place many years ago. However, the needs of the organization would have been better served if also the needs of the individual had been met.The Armed Forces today have a single system including all commanders on all levels, but the work is not complete. There are still some problem areas to tackle, but there are also excellent opportunities to continue the development of the system to reach an even greater effect than it has today.

The aim of this thesis is to identify what actions of change museums have taken to adjust to the ebb and flow of societal norms and values. The empirical evidence is based on three case studies of objects in three museums: the Birka warrior from grave Bj-581 in the Swedish History Museum in Stockholm, the G’psgolox totem pole in the Museum of Ethnography in Stockholm, and the Benin bronzes in the Museum of Ethnography in Stockholm and the British Museum in London. Through observations of objects and exhibitions in combination with interviews with museum professionals and researchers, an overall picture is created that shows traces of regulation but also remaining attributes from older times. Through theories of structuration, authorized heritage discourse, norm critique and postcolonial ideas, we highlight the strong connections between social structures, social relations and authorized governing groups that exist in the process of disentangling. With this thesis, we intend to highlight how the phenomenon of change is portrayed and managed in museums. Museums in the west were foremost established during a time when nationalistic and colonial ideals characterized societal norms and the work that took place within museums. As a result of the preservation and presentation of the national identity, museums were often attributed with a character of identity making. Over time, the world has changed and so have the norms within society. Aspects of ethics and morals have become increasingly incorporated into discussions about power and governance. In line with these changes, museums have also had to change to stay relevant in their time. The museums hold to this day some of the old nationalistic and colonial ideals which they were built upon. The old ideals can be identified within the museums’ exhibitions, and because of this, clashes may occur between older and newer norms and values in the process of change, within which transparency becomes an important key element.  This is a two year master's thesis in Museum and Cultural Heritage Studies.