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1	Arbetsmiljö för ledare - En kvalitativ intervjustudie om psykosocial arbetsmiljö för ledare Andersson, Johan, Hansson, Kesia January 2020 (has links) Arbetsmiljö för ledare.En kvalitativ intervjustudie om psykosocial arbetsmiljö för ledare.Under många år har arbetsmiljöarbetet varit fokuserat på den fysiska arbetsmiljön. Tidigare forskning visar att psykisk ohälsa är något som ständigt ökar, inte minst inom första linjens ledare. För att motverka detta har nya föreskrifter och regler om den psykosociala arbetsmiljön tillkommit för att förebygga psykisk ohälsa. Tidigare forskning visar även att arbetsgivare har stor inverkan på individens psykosociala hälsa. Det övergripande syftet med denna studie är att undersöka hur ledarna upplever att organisationen arbetar med deras psykosociala arbetsmiljö. Metod: Författarna till denna studie har valt en kvalitativ intervjustudie med semistrukturerade intervjuer som datainsamlingsmetod. Som grund för empiri har fjorton ledare inom ett offentligt bolag blivit intervjuade. Teori: Begrepp som organisatorisk lärandeprocess och proaktiv samt reaktiv handling har använts för att skapa förståelse om det studerade ämnet. Resultat: Resultatet visar att ledarna upplever att det psykosociala arbetsmiljöarbetet sker enligt de krav som Arbetsmiljöverket ställer. Ledarna upplever att organisationen har tydliga riktlinjer och en god organisatorisk struktur. De upplever att de högsta arbetskraven kommer från organisationen men samtidigt erbjuder organisationen stödfunktioner när det behövs. Ledarna upplever att organisationen arbetar med deras psykosociala arbetsmiljö enligt SAM, men själva arbetet med deras psykosociala arbetsmiljö sker inte löpande utan genom punktinsatser. Ledarna upplever ett gott organisatoriskt stöd och att organisationen erbjuder möjligheter till nätverkande och kompetensutveckling. / Working environment for leaders.A qualitative interview study regarding psychosocial work environment for leaders.For many years, work environment has been focused on physical environment. Previous research shows that mental illness is something that is constantly increasing for first-line leaders. To counteract this, new regulations and rules regarding the psychosocial work environment have been added to prevent mental illness. Previous research also shows that employers have a major impact on the individual's psychosocial health. The overall purpose of this study is to examine how leaders experience the organizational works with their psychosocial work environment. Method: The data collection method is a qualitative interview study with semi-structured interviews. As a basis for empirical evidence, fourteen leaders in a public company have been interviewed. Theory: Concepts such as organizational learning process and proactive as well as reactive action have been used to create understanding of the subject studied. Results: The results show that the leaders feel that the work with the psychosocial work environment is conducted in accordance with the requirements set by the Swedish Work Environment Authority. The leaders feel that the organization has clear guidelines and a good organizational structure. They feel that the highest work demands come from the organization, but at the same time the organization offers support functions when needed. The leaders feel that the organization works with their psychosocial work environment according to SAM, but the actual work with their psychosocial work environment is not conducted on an ongoing basis but on an as-needed basis. The leaders experience good organizational support and that the organization offers opportunities for networking and development of skills. Psykosocial Arbetsmiljö Psykosocialt arbetsmiljöarbete Ledare Upplevelse Social Sciences Samhällsvetenskap
2	Flexibelt arbete och arbetsmiljöarbete : En intervjustudie om chefers upplevelser av att leda psykosocialt arbetsmiljöarbete när medarbetare arbetar flexibelt Lantz, Erika January 2023 (has links) Problemformulering: Flexibelt arbete har blivit allt vanligare i arbetslivet, vilket innebär att enskilda medarbetare har ökat inflytande över när, var och hur de utför sitt arbete. Flexibelt arbete har visats kunna påverka medarbetares psykosociala arbetsmiljö såväl positivt som negativt vilket gör att tillväxten av flexibelt arbete ställer högre krav på- och bidrar till nya utmaningar för chefer, inte minst vad gäller det psykosociala arbetsmiljöarbetet. Syfte: Syftet med studien var att studera chefers upplevelser av att leda det psykosociala arbetsmiljöarbetet i organisationer med flexibelt arbete. Metod: För att besvara syftet har en kvalitativ metod med en induktiv ansats tillämpats. Data samlades in genom semistrukturerade intervjuer där nio chefer inom kommunal verksamhet intervjuades. Intervjuerna transkriberades och materialet analyserades med en kvalitativ innehållsanalys, med manifest tolkning. Resultat och slutsats: Analysen resulterade i fyra huvudkategorier med sammanlagt tretton underkategorier. Flexibelt arbete bidrar med en rad chefs- och ledarskapsutmaningar kopplade till det psykosociala arbetsmiljöarbetet. Trots detta var inställningen till flexibelt arbete i huvudsak positiv bland cheferna, vilket i stor utsträckning berodde på de övervägande positiva effekterna flexibelt arbete visat sig ha på medarbetare och deras välmående. Därför dras slutsatsen att de chefs- och ledarskapsutmaningar som identifierats i studien kompenseras av de positiva effekter flexibelt arbete har på medarbetare, vilket är gynnsamt för ett hållbart psykosocialt arbetsmiljöarbete. / Aim: The aim of the study was to study managers' experiences of leading the psychosocial work environment work in organizations with flexible work. Method: To answer the purpose, a qualitative method with an inductive approach has been applied. Data was collected through semi-structured interviews where nine managers in municipal operations were interviewed. The interviews were transcribed and the material was analyzed with a qualitative content analysis, with manifest interpretation. Results and conclusion: The analysis resulted in four main categories with a total of thirteen subcategories. The results showed that flexible work contributes to managerial and leadership challenges linked to psychosocial work environment work. Despite this, attitudes towards flexible working were generally positive among managers, largely due to the predominantly positive effects flexible working was shown to have on employees and their well-being. Therefore, it is concluded that the managerial and leadership challenges identified in the study are compensated by the positive effects flexible working has on employees and their well-being, which is favorable for sustainable psychosocial work environment work. Flexible work psychosocial-work-environment-work managers Flexibelt arbete psykosocialt arbetsmiljöarbete chefer Work Sciences Arbetslivsstudier
3	Stressprevention & Agil transformation : Prevention av organisatoriska rotorsaker till stress genom införandet av det Agila arbetssättet inom en högteknologisk multinationell svensk koncern Fritz, Minanda January 2018 (has links) Background: The Swedish Royal School of Technology (KTH) was hired to conduct a pilot study project on stress prevention, "Stress Prevention Project" in a Swedish high-tech global manufacturing company with headquarters in Sweden. The aim was to identify the root causes of stress among employees at the organizational level and to offer a way to prevent the root causes. The initiative to implement the project came from the HR department in the company. The occupational health department had not been able to lower the costs of sickness and rehabilitation. One of nine divisions was included in this evaluation study. The project was carried out during the years of 2012-2014, and three quantitative stress measurements were carried out using the modern working environment form “Modern Work Life” based of knowledge from KTH and designed by Metodicum. The present study has evaluated the root causes of the division's stress. In the division, it was stated that the risk areas that the division had to work with were: resources, demands, control, support but also leadership and reorganization with implementing the Agile methods (autonomous work) in the form of. The aim was to improve the psychosocial occupational health and to make the production work more efficient. Aim: The aim was to evaluate the effect of stress preventive measures in one of the nine divisions (that were included in the overall project) and the effect of implementing the Agile methods (autonomous work) in the organization. Limitations: The evaluation is restricted to one of the nine divisions. Method: The method is a quantitative and qualitative case study, with a narrative approach. The study includes a division with 200 employees of which data was collected from 18 of these employees in two focus groups interviews. Materials have also been collected from interviews with the division's HR director, section leader, head of unit and head of the organization's business health. The evaluation is based on qualitative data, which were obtained through 3 single interviews and 4 focus group interviews and participant observation. Quantitative data were obtained through three different measurements (between 2012-14). The quantitative data were compared and analyzed with the qualitative data in order to understand the results up to the final measurement 3 (2014). Results: The evaluation of the stress prevention – where the focus was to prevent risk areas including demands, develop resources, control, support and also leadership – showed that introducing and using the Agile working principles had had a significant positive effect on all the risk areas. Additionally, this change in the organization contributed to positive results regarding the efficiency of the production process; a reduction of working hours from 12 months to 2 weeks of action at the same result. The absence due to illness and rehabilitation has been decreasing from 4 % to 0,5-1% right after introducing the Agile methods in the division. However, the results also showed no improvement regarding some other working environment; as conflicts and bullying persisted. This may be due to how the reorganization of the groups was done. It should be clarified that the outcomes may be influenced by the extensive reorganization that took place in connection with the stress prevention project and the introduction of the agile approach. Conclusions - The stress prevention could not have been done efficiently due to other on-going reorganizations in the company and the staff has not been able to follow the recommendation for efficient stress-prevention due to lack of support from the headquarter. That created a crisis in the stress prevention-project group. The agile methods seem to have had a significant good result in all risk areas as resources, demands, control, support and also leadership and the absence has decreased from 4 to 0,5 %. Due to the agile methods have the productions process been shorter from 12 months to 2 weeks. agile methods ergonomics organizational development organisational development agile organizational stress stress prevention scrum autonomous groups democratization leadership systematic work environment systematic psychosocial work environment efficiency efficient production processes stressprevention Företagshälsovård KBT rehabilitering stressbehandling stressforskning ledningsgrupp IT-konsult systemutveckling syfte och värderingar företagskultur organisationskultur primär stressprevention stressprevention KANBAN agil agilt agilt arbete agil transformation organisationsutveckling konsultativt ledarskap LEAN KAIZEN effektivitet agilt ledarskap coachande ledarskap hållbart ledarskap ergonomi organisatorisk stress agila arbetsmetoder skrum självstyrande grupper demokratisering ledarskap effektivitet effektiva produktionsprocesser scrum

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