La Responsabilité Sociale des Entreprises peut aujourd’hui être considérée comme un thème de gestion qui prend tout son sens dans le management opérationnel des entreprises et des organisations. C’est pourquoi, il semble nécessaire d’éclairer le concept de Responsabilité Sociale des Entreprises, notamment parce qu’il ne concerne pas uniquement le volet social des organisations et qu’il ne s’applique pas qu’aux entreprises stricto sensu. Il s’agit de commencer par traduire ce concept dans les décisions et les pratiques de management stratégique, mais également de proposer une ingénierie stratégique pour sa mise en œuvre. Enfin, il faut évaluer les effets sur la performance globale de l’entreprise ou de l’organisation, c'est-à-dire sur les trois performances : environnementale, sociale et économique, de manière à en mesurer l’efficacité et l’efficience dans le temps. Nous proposons une modélisation pour faciliter la mise en place de la Responsabilité Sociale dans les Entreprises à travers une ingénierie tridimensionnelle qui comprend les trois axes du processus d’implantation, les trois volets de la RSE et les trois étapes de mise en œuvre. Nos recherches ont débuté par une approche auprès de neuf terrains dits préliminaires qui nous ont permis d’obtenir les éléments nécessaires à la construction de notre modèle de management stratégique de la Responsabilité Sociale des Entreprises. Nous avons ensuite testé notre modèle auprès de deux organisations en menant une étude longitudinale de près de trois ans. / Today the Corporate Social Responsibility can be considered as particularly relevant as far as the operational management of companies and organisations are concerned. It is indeed necessary to clarify the concept of Corporate Social Responsibility because this notion does not only concern the social aspects of organisations, and it does not apply only to companies. First of all, this concept should be applied in the decisions and practice of Strategic Management and be set up thanks to strategic engineering. Eventually, the impacts on the general performance of companies or on organisations will be assessed at three different levels: environmental, social and economical in order to measure the efficiency and the efficacy along the periods of time. We suggest a model to facilitate the implementation of Social Responsibility in the companies through a three dimensional engineering. It consists of the three main lines of the Corporate Social Responsibility and its implementation process which includes three different stages. We drew on our research on nine different preliminary fields from which we have obtained the necessary elements to develop our model of Corporate Social Responsibility strategic management. Then we have tested this model on two organisations and we carried out a three year longitudinal analysis.

Considerada a importância de que os Programas de Produção mais Limpa (PPLs) são investidos e os problemas constatados com suas performances em todo o mundo, avalia-se como crítica a ausência de Bases Teóricas para avaliar esses programas. Na Literatura acadêmica para este tema, não se encontram abordagens que orientem a Concepção e a Gestão dos PPLs. Movida por estas constatações críticas e pelo senso de urgência em atender esta carência, a pesquisa empreendida, da qual parte dos resultados compõem esta Tese, se dedica à construção de Bases fundamentadas em áreas do conhecimento científico que apóiem a avaliação dos PPLs. Diante da escassez de abordagens teóricas para este propósito, esta Tese se constitui em estudo exploratório e voltado à proposição de um conjunto de enfoques que atenda à sua meta fundamental. Sugerindo que o conjunto resultante estabeleça um arcabouço teórico primário, dirigem-se os enfoques para três níveis de análise : (i) aspectos externos a um Programa a avaliar (macro-análise); (ii) constituição estrutural deste PPL e dinâmicas de seus componentes (meso-análise); e (iii) aspectos psico-sociológicos das relações internas no PPL (micro-análise). Define-se o nivel de meso-análise como foco das elaborações da Tese, para o qual se desenvolvem dois enfoques. Aos enfoques elaborados para os outros dois níveis de análise dedicam-se menores desenvolvimentos, limitando-se a indicar sua integração com os enfoques do nível de meso-análise e seus posteriores desdobramentos e aprofundamentos. Para as construções dos enfoques, utiliza-se de revisões amplas na literatura de Teorias de Aprendizagem, Teorias Organizacionais, Psicologia Ambiental, Complexidade e Gestão da Mudança, como apoios para a revisão de publicações acadêmicas sobre PPLs. Limitações constatadas para estas elaborações teóricas do conjunto de enfoques destacam a importância de uma fase complementar de estudos empíricos qualitativos que, na Tese, prioriza aperfeiçoar o enfoque para Análise Estrutural. Empregando-se principalmente a abordagem de Estudos de Caso e recursos adaptados da Grounded Theory, elabora-se um Esboço Estrutural para este enfoque. A consolidação da integração dos enfoques propostos pela Tese alcança maior consistência pela aplicação do Esboço Estrutural para descrever aspectos dos Casos estudados em um Estudo de Caso Genérico, acompanhada de uma série de análises que integram, progressivamente, conceitos teóricos das ferramentas analíticas que compõem os enfoques. A base da lógica que coordena concepções e construções da Tese se alicerça no enfoque de Pensamento Complexo de Morin, operacionalizada através da dialética hermenêutica que orienta a postura de pesquisa. Tais escolhas filosófico-epistemológicas proporcionam nexo para a integração complexa de múltiplos e variados fatores e conceitos que passam a compor os enfoques, conciliando ambigüidades, oposições e paradoxos típicos dos fenômenos observados nos PPLs. Como resultados, alcança-se evidente capacidade do conjunto de enfoques elaborado para avaliar PPLs de diversos arranjos organizacionais, permitindo-se interpretações ricas dos aspectos que concorrem para seus resultados, o que atende ao propósito original de contribuir para a compreensão de suas performances. Desta forma, a Tese oferece contributo significativo para um campo de conhecimento que carece de contribuições teóricas urgentes. / A critical lack of approaches based on theoretical fundamentals to evaluating Cleaner Production Programmes (CPPs) in the academic literature collides with the significance of these programmes and with their crucial performance problems all over the world. Scientific guidance on designing and managing CPPs is nonexistent or unavailable to regular search on academic publications. Intending to reduce this scarcity of scientific knowledge, the research from which this Thesis gathers its results conceives approaches supported by theoretical underpinnings aimed to evaluate CPPs. Given the knowledge insufficiency on this subject, this Thesis constitutes an exploratory study devoted to the proposition of a set of analytical approaches. This set is intended to establish a basic theoretical framework whose approaches are designed to fit three analytical levels : (i) external aspects of a Programme under assessment (macro-analysis); (ii) structural constitution of this CPP and the dynamics of its components (meso-analysis); and (iii) psycho-sociological aspects of the CPP internal relations (micro-analysis). The main focus of elaborative work concerns the meso-analysis level, to which two approaches have been developed. Less development is dedicated to the other levels and the Thesis confines the elaboration of their approaches to their vital fit and sound synergy with the approaches of the meso-analysis level. The study indicates detailed features of the micro-analysis approach and how they develop in future advanced stages of the research. Similar indications of future developments for the macro-analysis approach receive attention in the discussions. Encompassing reviews of the literature on Learning Theories, Organisational Theories, Environmental Psychology, Complexity and Organisational Change underpin the conception and development of the approaches, integrating elements drew on an extensive review of the academic literature on CPPs. In order to overcome limitations pointed out from the elaboration of the approaches, a complementary empirical phase of qualitative research assumes vital importance to the study and its priority focused improvements in the structural analysis approach. Case Study methods and adapted features of Grounded Theory served as main contributing approaches/techniques to the complex confection of a Structural Blueprint for this analytical approach. Applying this Structural Blueprint as a tool to describe aspects examined in actual Cases, composing a Generic Case Study, followed by a series of analyses that progressively integrate theoretical concepts of the proposed approaches into the assessment supported by the Blueprint, the study succeed in consolidating the integration of the analytical approaches. The logical basis steering Thesis conceptions and developments stands on Morin’s concept of Complex Thinking, which provides guidance to the hermeneutic dialectic conducted in accordance with the study’s research posture. Nexus afforded by such philosophic-epistemological orientation prevails in the complex integration of multiple and diverse factors and concepts embodied in the analytical approaches, providing consonance for the typical ambiguities, oppositions, and paradoxes observed in phenomena related to CPPs. The proposed set of approaches features evident capacity to evaluate CPPs holding varied organisational arrangements, imparting rich interpretations of aspects that contribute to their results and serving its original purpose of assisting the comprehension of their performance. Thus the Thesis offers relevant contribution to this field of knowledge, which demands urgent theoretical advancements.

The main aim of the research project was to develop a change agent identification framework, to be used by organisational change management specialists to identify change agents more effectively in large organisations moving forward. To date, little research has been conducted regarding the role and identification of change agents in large organisations. In the context of the research project, the sample of change agents used, referred to employees affected by the change, spread across the organisation, assisting in communicating key messages and ensuring that their peers become change ready. A thorough 12-step empirical research process was followed, which included both a qualitative and quantitative approach. The qualitative process consisted of the development of a change agent identification framework, comprising of four dimensions, each with supportive information and/or items. The aim of the quantitative process was to empirically test the personality trait dimension of the framework with a sample group of 27 change agents and 135 employees influenced by a transformation process. This was to determine which change agent personality traits has a positive impact/effect on employee change readiness levels during transformation. Through a rigorous analysis process, only the phlegmatic, persuasive and optimistic personality traits resulted in having some positive effect on employees during a transformation process. In support of these findings, the literature study findings as well as the qualitative empirical research findings indicated that the persuasive and optimistic personality traits need to form part of a change agents’ personality profile. The phlegmatic personality trait was not evident throughout all literature findings. The literature and empirical results contributed towards a comprehensive understanding of the way in which individuals should be identified as change agents in large organisations. The developed framework should assist industrial and organisational psychologists in the future to identify individuals as change agents, more efficiently. Recommendations were made on the future expansion of a knowledge base for organisational change agents. / Industrial and Organisational Psychology / D. Com. (Industrial and Organisational Psychology)

During times of organisational change and restructuring, employees, are often placed in acting positions. Consciously, organisations frame their reasons for this practice as preparing the system for a new strategy, organisational structure, work distribution and leadership challenges. This implies that the conscious reasons for using acting as a human resources practice may not be sound, leading to a question about the possibility of unconscious collusions operating in the system. From an unconscious perspective, it can be hypothesised that this practice represents how organisations respond to its unprocessed unconscious anxieties inherent to change, transformation and adapting to new ways of thinking, operating and functioning. This research was done using systems psychodynamics as theoretical paradigm and theory, offering a depth-psychology organisational theory, OD consultancy and qualitative research stance which differentiate between conscious and unconscious. The unconscious contains anxiety against which the system defends, specifically, by using dependence, fight/flight, pairing, me-ness and we-ness. Role identity consists of the normative, existential and phenomenal roles. If the three role parts are similar, anxiety is contained and bearable. When there are splits between the three role parts, persecutory and paranoid anxiety exists. The acting professionals’ normative role was relatively clear. In their existential role they introjected confusion, uncertainty, splits about their competence, doubt in their own authority, shame, and conflict in their view of the other. In their phenomenal role they received projections from the organisation about incompetence and denigration. The findings indicated how acting professionals experienced different kinds and intensities of anxiety. They got confused about their primary task, and the differences between their normative, existential and phenomenal roles caused high levels of performance anxiety. They struggled to manage their personal and work boundaries and the system de-authorised them by withholding information and feedback about their contribution to the organisation and their acting tenure. Acting professionals experienced being seduced by the power of the organisation, their careers being placed on hold, and being bullied by the systemic illness and toxicity in the organisational. It was concluded that the organisational system unconsciously uses acting positions as a psychodynamic container of organisational change anxiety. / Industrial and Organisational Psychology / Ph.D. (Consulting Psychology)

The purpose of this study was to determine whether organisational restructuring of business units within a South African Fast Moving Consumer Goods company had any effect on the organisational climate of the organisation. An organisational climate survey was used before and after the restructuring over a two-year period. Five manufacturing plants formed part of the study; with four plants undergoing the restructuring (experimental group) and one plant being the control group, where no organisational restructuring took place within the two-year period under review. The total population consisted of 3700 employees. The samples for 2010 and 2011 were drawn from the population of the five manufacturing plants’. The sample of employees that took part in the survey from the five manufacturing plants was, in 2010, 778 versus a headcount of 1802, yielding a response rate of 21.02%, and in 2011, 904 versus a headcount of 1736, yielding a response rate of 24.43%. The research results show that organisational restructuring did have a significant impact on organisational climate; with a drop in the organisational climate from 2010 prior to the organisational restructuring, to 2011 after the organisational restructuring at four of the manufacturing plants (experimental group). Interestingly, the control group (the 5th manufacturing plant) also showed a significant drop in its organisational climate scores from 2010 to 2011; without organisational restructuring taking place. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)

Omvärldsförändringar har inneburit att regeringen gett Försvarsmakten en ny inriktning med ett ökat fokus på förmågan att försvara Sverige. Syftet med denna studie är att skapa förståelse för förutsättningarna för chefskapet på plutonsnivån i det nationella försvaret och utveckla kunskap om vilka förutsättningar plutoncheferna har att möta de krav som det nya nationella försvaret ställer. Studien är genomförd med en induktiv kvalitativ fallstudiedesign med en hermeneutisk ansats. Det empiriska materialet baseras på data från 12 intervjuer med plutonchefer och data från undersökning av centrala Försvarsmaktsdokument. Resultatet visar att plutonchefensrollen karaktäriseras av en balansgång mellan rollen som chef och rollen som administratör, där administrationen väger över på bekostnad av krigföringsförmåga och ledarskap. Chefernas uppfattning om det nationella försvarets krav överensstämmer väl med de övergripande styrdokumenten men en tydlig sammanställning av kraven saknas vilket leder till osäkerhet. Plutonchefernas förutsättningar för att uppfylla det nya försvarets krav påverkas av deras möjlighet att balansera mellan uppgifter och tillgängliga resurser, vilket beror på avsaknad av administrativt stöd och brist på ledning. Studien har identifierat ett motsatsförhållande mellan två samtidigt pågående organisationsförändringar. Fenomenet som vi har valt att kalla paradoxförändring, innehåller en rollinriktad förändring mot chefen som administratör och en attitydinriktad förändring mot krigsförbandschef i det nya nationella försvaret. / The changes in the strategical environment have resulted in the government giving the Swedish defense forces a new national alignment, towards the capability of national defense. The purpose of this study is to build understanding of the conditions for platoon level leadership in the new national defense and to develop knowledge of the conditions the platoon commanders have been given to meet the demands by the new national defense. The research has been carried out by an inductive quantitative case study design with a hermeneutic approach. The empirical data is based on twelve interviews with platoon leaders and a study of official defense force documents. The research shows that the role of the platoon leader is characterized by balancing the role as commander and the role of administrator, were the administration weighs over on the expense of the capability of warfare and leadership. The platoon commander’s perception of the demands of the national defense complies with official defense force documents, but the absence of a clear compilation of the demands leads to some uncertainty. The platoon commander’s conditions to fulfill the demands of the new national defense is determined by their ability to balance tasks and available resources. This in turn is due to absence of administrative support and command. The research has identified a contradiction between two simultaneously ongoing organizational changes. The phenomenon that we have chosen to call the paradox change, contains one role-orientated change towards the commander as an administrator and one character-oriented change towards combat commander in the new national defense. / Uppdragsutbildning för Försvarsmakten

L’analyse historique et sociologique de la mise en place des bibliothèques numériques dans trois institutions patrimoniales (Bibliothèque nationale de France, British Library, Österreichische Nationalbibliothek), sur une période allant de 1990 à 2011, montre la façon dont ces organisations, produisant et conservant un patrimoine physique, se sont transformées pour constituer et préserver un patrimoine numérique. La bibliothèque numérique est ici considérée de manière double, à la fois innovation technique et organisation. Elle est une innovation technique car elle est fondée sur un ensemble d’inventions (photographie numérique, serveurs web, internet, reconnaissance optique de caractères, métadonnées, etc…). Ces inventions sont combinées sous l’action de groupes de référence (chercheurs, bibliothécaires, informaticiens, éditeurs, pouvoirs publics, responsables marketing, mécènes, entreprises privées). Ces groupes peuvent être soit marginaux, soit inclus dans un réseau socio-technique spécifique qui contribue à la mise en place de la bibliothèque numérique. Cette dernière est un artefact technique qui évolue dans le temps, passant du stade d’objet-valise, caractérisé par une grande flexibilité interprétative, à celui d’objet-frontière, répondant aux besoins de tous les groupes de référence inclus dans le réseau. Une bibliothèque numérique est également une organisation, émanant de la bibliothèque physique, qui crée des services spécifiques chargés de contrôler les zones d’incertitude majeures que sont les techniques numériques et l’émergence de fournisseurs de contenus en ligne. Ceux-ci concurrencent les bibliothèques nationales dans la diffusion du patrimoine culturel. Les controverses entre acteurs sont les moments privilégiés où se dévoilent leurs positions face à l’artefact technique : la traduction est alors le moyen d’enrôler les membres du réseau socio-technique pour aboutir à la fixation provisoire de l’artefact. Le réseau socio-technique évolue dans le temps pour créer de nouvelles versions de l’artefact. / The historical and sociological analysis of the setting up of digital libraries in three heritage institutions (Bibliothèque nationale de France, British Library, Österreichische Nationalbibliothek), from 1990 to 2011, shows how these organisations, which produce and preserve physical cultural heritage, have evolved to produce and preserve digital cultural heritage. The digital library has two aspects: it is a technological innovation and an organisation of its own. As a technological innovation, it is grounded on inventions such as digital photography, web servers, internet, optical character recognition, metadata…These inventions are combined by the action of reference groups (scholars, librarians, computer specialists, public administrations, sponsors, private companies). These groups are either marginal or included in a socio-technical network which creates the digital library. The latter is a technical artefact that evolves from a “suitcase-object” with great interpretive flexibility to a boundary object which satisfies the needs of reference groups taking part in the socio-technical network. A digital library is also an organisation, stemming from the physical library which creates specific departments in charge of controlling major uncertainty zones such as digital technologies and emerging online content providers. The latter compete with national libraries in the diffusion of cultural heritage. Controversies between actors are key moments when actors reveal their opinions concerning the technical artefact: translation is the means to enlist members of the socio-technical network to achieve the temporary closure of the artefact. The socio-technical network evolves with time to create new versions of the artefact.

Purpose: The purpose of this study is to compare the legal requirements for Euro VI and CARB regarding OBD certification in order to identify the challenges that may come for a manufacturer’s move from Euro VI classified heavy-duty engines to engines that meet the requirements of CARB. Furthermore, the study also aims to identify the effects that these challenges will have on the organisation. Research question: What type of challenges arise for a manufacturing company when developing an OBD certification process according to the requirements from CARB compared to Euro VI and how do these challenges affect the organisation? Method: The nature of this study was qualitative with a deductive method as an approach, where theories and empirical findings interacts. The theoretical framework is divided into two parts, in which the first part is obtained from scientific articles and books and the second part from legislations. The empirical data was gathered from interviews at a case study company and the information was thematically analysed. Conclusion: This study concludes that the movement from Euro VI to CARB standards will result in comprehensive changes for a company’s OBD process itself as well as organisational changes within the company. There will be a need to establish new processes and new ways of working within the organisation which can lead to comprehensive coordination difficulties that should be taken into consideration. In conclusion, it is as important to consider the effects of the changes that this movement will bring on the company and the actors within, as it is with the implementation of the process itself. / Syfte: Syftet med denna studie är att jämföra lagkraven för Euro VI och CARB angående OBD certifieringen och därmed identifiera de utmaningar som kan uppstå i och med övergången från Euro VI klassificerade motorer till motorer som uppfyller kraven från CARB. Vidare syftar studien även till att undersöka hur dessa utmaningar påverkar organisationen. Forskningsfråga: Vilka utmaningar uppstår för ett tillverkande företag vid utveckling av en OBD certifieringsprocess enligt lagkrav från CARB i jämförelse med Euro VI och hur påverkar dessa utmaningar organisationen? Metod: Denna studie är av en kvalitativ karaktär som är baserad på en deduktiv forskningsmetod. Den teoretiska referensramen är uppdelat i två sektioner, vari den första är baserad på vetenskapliga artiklar och böcker och den andra från lagkrav. Empiriska data har samlats från intervjuer på fallstudieföretaget och metoden som har använts för att analysera materialet är tematisk analys. Slutsats: Denna studie konkluderar att övergången från Euro VI till CARB lagkrav resulterar i omfattande förändringar för företagets OBD process och bringar organisationsförändringar inom företaget. Det kommer att finnas ett behov av att etablera nya processer och nya arbetssätt inom organisationen som kan leda till omfattande samordningsproblem som bör has i åtanke. Sammanfattningsvis är det av yttersta vikt att ta hänsyn till de organisationsförändringarna som förväntas uppstå i och med denna förändring och inte enbart fokusera på att implementera en ny process.

Change is invariable and continuous, and has become inevitable in almost every sphere of business. The FNB Namibia operates in a highly vibrant competitive environment that is influenced by external and internal change drivers, and has not been resistant to any forces of change. This study was conducted to examine the relationship between corporate culture and organisational change of FNB Namibia. In this study corporate culture is the independent variable while organisational change is the dependent variable under the investigation. The data were collected through the questionnaires distributed to the staff members of the bank. A total of 50 questionnaires were administered, 33 of the questionnaires were correctly completed and returned. The findings showed that there is a relationship between corporate culture and organisational change. The findings also showed that the dominant existing organisational culture at the bank is hierarchy culture. Even though hierarchy culture is found to be the dominant organisational culture of the bank, the findings however, further revealed that the bank has adopted all four types of organisational culture. The study also found that different types of organisational culture have different levels of perceptions towards organisational change. / Business Management / M. Tech. (Business Administration)

Dagens uppvärming av hus kan ske med fjärrvärme och bakom leveransen av fjärrvärme finns det oftast en anläggning med en panna och operatörer som ska säkerställa driften så att hushållen får möjlighettill uppvärming. Vid eventuella störningar i anläggningen är det viktigt att operatörerna får möjlighet att felsöka problemet och därmed säkerställa driften av pannan, vilket ställer krav på felsökningen som operatörerna utför. Det här examensarbetet var i samarbete med Värmevärden i Nynäshamn AB och utfördes från juli 2020 till januari 2021. Syftet med projektet var att undersöka om det gick att identifiera vilka områden företaget behövde arbeta med för att förbättra den mekaniska felsökningen. Målet var att presentera ett förbättringsförslagför att ge operatörerna bättre förutsättningar vid felsökning av anläggningen. Projektprocessen som användes var projektcirkeln med två iterativa faser. För att planera projektet användes ett Gantt-schema och metoderna som användes för att samla information från operatörerna var observationer, intervjuer och information från företagets interna dokumentation. Inledningsvis genomfördes en kontextundersökning som var utgångspunkten i det här projektet. Ostrukturerade intervjuer med operatörerna och informationssamling från företagets interna dokumentation visade att företaget har utvecklingspotential gällande felsökning, grundorsaksanalyser och ensamarbete. Utifrån den kunskapen inhämtades därefter lämplig teori som grundorsaksanalys, ensamarbete, inlärning och kompetensutveckling, människans handlingsbeteenden, avvikelser i verksamheten, ta fram en metodstandard samt incidentrapportering. Kunskapen bidrog med ökad förståelse kring situationen och en djupare förståelse för ämnena. Därefter utfördes en datainsamling med hjälp av åtta intervjuer som pågick under tre dagar samt treobservationer i samband med besöken för intervjuerna. Denna datainsamling låg till grund för beskrivning av nuläget. Observation användes för att se hur tavlan med daglig styrning nyttjades men även för att studera hur personalen hanterade ett oplanerat strömavbrott. Slutligen analyserades även ”flippkortstavlan” som fanns inne i kontrollrummet som har fasta arbetsuppgifter, fördelade på jämna och ojämnaveckor. En intervju genomfördes med underhållsledaren men personen var ensam och därför kunde svaret inte skrivas ut i rapporten, med hänsyn till anonymiteten. Utifrån ovanstående datainsamling behövdes ytterligare information och teori för att komplettera kunskapen där ämnena var framtidens operatörer, systematiskt arbetsmiljöarbete, säkerhet och risk och förbättringsarbete. Därefter genomfördes en analys av nuläget där den teoretiska referensramen kopplades ihop med nuläget, som förklarade vilken möjlighet till förändring som fanns inom respektive område. Resultatet bestod av områden som företaget har möjlighet att förbättra. Operatörernas situation och säkerhet vid ensamarbete behövde förbättras för att kunna skapa en tryggare arbetsmiljö, exempelvisgenom att utföra riskanalyser och förbättra säkerhetsutrustningen i anläggningen. För att genomföra en felsökning fanns det möjlighet att använda en checklista med korta och enkla frågor som togs fram underprojektet. En förklaring till varför grundorsaken var så pass viktig att genomföra och förslag på vem som är ansvarig för att en grundorsaksanalys utfördes förklarades i resultatet. Det föreslogs även att ta fram en handlingsplan för grundorsaksanalyserna för att kunna genomföra dessa. För att möjliggöra lärande av felsökning var det viktigt att ha ordentlig dokumentation. För att skapa en lärande organisation föreslogs det att företaget kunde använda en iterativ process samt att se de anställda till individer som har olika förutsättningar. Värmevärden i Nynäshamn borde även ta fram en handlingsplan för att uppnå organisatoriskt lärande men även möjliggöra kunskapsöverföring för operatörerna. Vid störningar var det viktigt att skapa kontinuitet för arbetsuppgifter inte ska falla mellan stolarna. För att möjliggöra hanteringenav avvikelser gavs det även förslag på hjälpmedel att använda sig av i processen, som iterativa processer, tavlor för att kunna överblicka arbetsuppgifterna och verktygstavlor kunde placeras ut i anläggningen. Företagets dokumentation hade förbättringspotential gällande vokabulär och hur termer användes där även flödesschemat vid händelser hade utvecklingspotential. Till sist lyftes även hur företaget kunde gör aför att möjliggöra bättre kontinuitet vid händelser som sträcker sig under en längre tid. Diskussionskapitlet syftade till att diskutera och besvara relevans, reflektion och slutsatser och till sists vara på projektets sex frågeställningar. Rekommendationerna poängterade vad som skulle förändras först och förslagen presenterades i en prioriteringslista. Punkterna baserades på operatörernas intervjuer och den teoretiska referensramen. Första förändringen som rekommenderades att genomföra var att undersöka och genomföra en riskanalys på ensamarbetet. Det rekommenderades även att gå igenom säkerhetsutrustningen i anläggningen och hantera tidsbristen genom att tidsinventera arbetsuppgifterna, även de oförutsedda händelserna för att se hur mycket tid som lades på dessa. I rekommendationen förklarades även hur en förändringsplan implementerades för att kunna realisera förändringar. Till sist handlade vidarearbete om punkter som hade uppmärksammats under projektet, där det fanns potential att göra en förändring men punkterna behövde undersökas ytterligare för att se hur förändringen skulle genomföras. / Today’s heating of houses can take place with district heating and behind the delivery of district heating is there are often a facility with a boiler and operators that will ensure heating of the households. In the event of disturbances of the plant it is important that the operators are given the opportunity to troubleshoot the problem and thereby ensure that the boiler and the plant is working, which places demands on the troubleshooting that the operators perform. This master thesis was a collaboration with Värmevärden in Nynäshamn AB and was conducted from July 2020 to January 2021. The purpose of this project was to investigate whether it is possible to identify which areas the company needed to work with to improve the mechanical troubleshooting. The goal was to present an improvement proposal to give the operators better conditions when troubleshooting the facility. The process of the project was the project circle with two iterative phases. A Gantt-chart was used to plan the project and the methods used to gather information from the operators were observations, interviews, and information from the company’s internal documentation. Initially in the project, a context study was conducted which was the starting point for this project. Unstructured interviews with the operators and information gathering from the company’s internal documentation showed that the company had a development potential regarding troubleshooting, root cause analysis and working alone. Based on that knowledge, useful theory was then obtained such as root cause analysis, solo work, learning and competence development, human action behaviours, deviation in the business, developing a method standard and reporting incidents. The knowledge contributed with and increased understanding for the situation and deeper understanding for the topics. Subsequently, a data collection was made with help of eight interviews for three days, as well as three observations in connection with the visits for the interviews. This data collection was the basis for describing the current situation. Observation was used to see how the board with daily control was used but also to study how the staff handled an unplanned power outage. Finally, the ”flip cardboard” that was inside the control room, which has fixed tasks even and uneven weeks, was also analysed. An interview was conducted with the maintenance manager, but the person was alone and therefore the answer could not be printed in the report with regard to anonymity. Based on the data collection, additional information and theory were needed to supplement the knowledge where the subjects were the operators of the future, systematic work environment work, safety and risk and improvement work. The current situation was then analysed with the help of the theoretical framework, which explained the possibility of change in each area. An analysis of the current situation was then performed where the theoretical framework was linked to the current situation. The result consisted of areas that the company had the opportunity to improve. The operators’ situation and safety in working alone needed to be improved to be able to create a safer work environment, for example by carrying out risk analyses and improving the safety equipment in the facility. To perform a troubleshooting, it was possible to use a checklist with short and simple questions that was provided during this project. An explanation of why the root cause was so important to perform and suggestions on who is responsible for a root cause analysis was given in the result. It was also proposed to develop an action plan for the root cause analyses in order to be able to implement them. To enable to learn from the troubleshooting, it was important to have proper documentation. To create a learning organisation, it was suggested that the company used an iterative process and to saw the employees as individuals who had different conditions. Värmevärden in Nynäshamn should also develop an action plan to achieve organisational learning but also enable knowledge transfer for the operators. In the event of disturbances, it was important to create continuity so that work tasks do not fall between the chairs. To enable the handling of deviations, suggestions was also given for aids to use in the process, such as iterative processes, boards to be able to overview the work tasks and tool boards can be placed in the facility. The company’s documentation had potential for improvement regarding vocabulary and how terms were used, where the flow charts for events also had development potential. Finally, it also highlighted what the company could do to enable better continuity in the event of events that extend for a longer period.  The discussion chapter aimed to discuss and answer relevance, reflection and conclusions and finally answer the project’s six questions. The recommendations were intended to point out what should be changed first, and the proposals was presented in a priority list. The areas were based on the operators’ interview and the theoretical framework of this project. The first change that was recommended to be implemented was to investigate and perform a risk analysis of the work done alone. It was also recommended to go through the safety equipment in the facility and manage the lack of time by time-inventorying the work tasks, including the unforeseen events to see how much time that was spent on these events. The recommendation also explained how a change plan should be implemented in order to be able to realise changes. Finally, the further work highlighted areas that had been noticed during the project, where there was potential to make a change but the areas needed to be investigated further to see how the change would be implemented.