Work environment has been an important part of the Swedish working life for a long time and with the help of the Working Environment Law the work environment is mandatory. The purpose of this study was to gain a deeper insight into how the system of middle managers systematic work environment looks like. The question was: How do six middle managers perceive and deal with systematic work environment? A qualitative study was conducted with six middle managers from a global company. During the analysis, there were three main themes to be recognized (cooperation and support facilitates the work environment, problem with the systematic work and difficulties with staff) and six sub themes. The results showed that respondents felt great support from management and safety representatives, which according to the respondents made ​​their systematic work environment easier. In contrast, respondents indicated that work environment was extensive and because of that the experience was that the work never gets finished. It also emerged in the results that the systematic work environment is about trying to change staff attitudes. The conclusion is that systematic work environment is not an easy task for middle managers. Moreover, it seems that systematic work environment also involve working to change attitudes and behaviors. The study wants to contribute to a greater understanding of how the system of middle managers work with the systematic work environment looks like.

På grund av den ständigt ökande ohälsan på arbetsplatser orsakad av faktorer i den organisatoriska och sociala arbetsmiljön har arbetsmiljöverket tagit fram nya föreskrifter, AFS 2015:4. Förutom att arbetsgivares och arbetsledares ansvar för arbetsmiljön poängteras nämns även skyddsombud som en viktig resurs. Studiens syfte är att undersöka om skyddsombud inom socialpsykiatrin upplevt att föreskrifterna påverkat det systematiska arbetsmiljöarbetet, vilken betydelse arbetsledaren har i den psykosociala arbetsmiljön samt i vilken grad de själva är involverade i det systematiska arbetsmiljöarbetet. Det teoretiska ramverket bestod främst av AFS 2015:4 men även av tidigare forskning och gällande teorier. Metoden var kvalitativ och sju skyddsombud inom socialpsykiatrin intervjuades. Resultatet visar att arbetsledaren upplevs som betydelsefull i den psykosociala arbetsmiljön, att de nya riktlinjerna inte influerat det systematiska arbetsmiljöarbetet samt att skyddsombuden upplevde sig delaktiga i det systematiska arbetsmiljöarbetet. Ett förslag till framtida forskning är att utöka studien med större antal skyddsombud på slumpvis utvalda arbetsplatser.

The aim of this study was to investigate the conditions that Heads of Department are facing when conducting Systematic Work Environment Management (SWEM) within psychosocial work environment at Umeå University. The study has focused on the obstacles and tools that Heads of Department are experiencing in their efforts to investigate, assess, and measures to reduce risks and follow up actions in the psychosocial work environment. To investigate this, I conducted semi-structured interviews with four Heads of Department and a Head of Unit at Umeå University. The interviews were recorded, transcribed and analysed. The result of the study is that dialogue and cooperation on different levels of the workplace seems to be the foundation of their SWEM within psychosocial work environment. A relationship-oriented leadership, good communication climate at the workplace, and various support functions are also important tools. Some of the obstacles that they experience are heavy workload, performance cultures, and sometimes lack of central support. SWEM also seems to be more time-consuming within psychosocial work environment than within the physical environment. It is not possible to draw any general conclusions from this study, but it has indicated several tracks that might be interesting to investigate further to improve conditions for the Heads of Department. For example, to further map their psychosocial environment, if the central support is perceived as sufficient and how to safeguard the local support from, for example, human resources specialists and work safety representatives.

Abstract The main subject of this essay is conflicts at work and the effect it has on the employee´s health.  I can through various reports read that bad health at workplaces is too high and that conflicts are a reason. What can be done to the work environment so it will be better from a psychosocial perspective? Sweden has a regulation that makes the employer responsible to work for an improvement in the work environment; can these regulations be used in purpose to reduce conflicts? My first question concerns the possibility to establish preventive procedures in the workplace systematic work regarding to improve the work environment. My second question is about the obligations of the employer to attempt to reduce conflicts at the workplace and the third question regards the documenting and monitoring of conflicts and the preventing work to reduce them. The purpose of this essay is to clarify how conflict preventive work can be included in the Systematic work environment management. To find answers to my questions I will interpret and analyze the current Swedish law but also international law. Current law and regulations will be supplemented with interviews to obtain information about the employer´s approach to preventive work regarding conflicts. After analyzing the material I come to my conclusion that it´s possible to use current regulations as a tool to reduce conflicts at workplaces and through that also reduce sick leave due to psychological disorders. But there is a need to set up more concrete routines that makes the employer´s obliged to take all measures deemed necessary.

This essay will study the working environment of heads of units in a health and social care organization. The working environment that will be focused on in the essay is the psychosocial. My interest in the subject evolved from a rapport that The Swedish Work Environment Authority preformed. The rapport displayed a supervision that took place in the years 2015–2017. The supervision investigated the psychosocial working environment of the heads of units in several workplaces in Sweden. This rapport was analyzed alongside with legislation and literature that regulates the working environment to get an understanding of problems in this area. The aims of this essay are therefore to identify problems in the working environment within the heads of units and do that with an equality perspective.    The result of this essay has shown that there is a lot of shortage with the environmental work of the heads of units. These shortages consist of the employee not getting enough resources to deal with the high demands of the work assignment. This leads to negative psychosocial health risks. The legal framework of the subject places high requirements on the employers. But nevertheless, the employers work with the preventive environmental work is insufficient and a contributory to this is the construction of the working environmental law as a frame law.

Late 19th century and until 1978, it was only the physical work environment that has been regulated in the legal text. It was only when the Work Environment Act came into force in 1978 that the psychosocial issues came to be included in the legal text. Today, most of the sick leave is due to the psychosocial work environment in the workplace. The work environment is regulated in the Work Environment Act and through the Swedish Work Environment Authority's statutes. Sweden's membership of the EU must take into account Council Directive 89/391/EEC of 12 June 1989 on the introduction of measures to encourage improvements in the safety and health of workers at work. It is the employer who is responsible for the work environment and the law's starting point is that the employer must ensure that the work environment is a safe place without ill health and accidents. This through systematic work environment work can prevent ill health and accidents even before they occur and also know what measures need to be taken. Work Environment Act places very extensive demands on the employer regarding measures to be taken to prevent ill health and accidents at the workplace, while the law does not state how it is to be conducted. Therefore, the Swedish Work Environment Authority has issued a large number of statutes that will give the law a more concrete nature

<p>This thesis describes mature Multi Integrated Management System (MIMS), mainly within Swedish companies, certified against three or more certificates. Other criteria have been to have a business system, usually SAP R/3 and that the companies investigated have had more than 200 employees. The two main reasons to implement have been customer demands and company Group requirements. The most common standards, besides ISO 9001, ISO 14001 and AFS 2001:1/OHSAS 18001 (9K, 14K and 18K) are EMAS, FSC (wood, paper standard), PEFC (wood) with two cases.</p><p>The following similarities describes the “Core in MIMS”, i.e. similarities between different standards. The most important parts are to have a policy, a manual and review.</p><ul><li>Policy Statement – 4.2 (14K and 18K) 5.3 (9K)</li><li>Objectives - 4.3.3 (14K and 18K) 5.4.1 (9K)</li><li>Resources, Roles, Responsibility and Authority – 4.4.1 (14K and 18K) 5.5.1 and 6.1 (9K)</li><li>Documentation - 4.4.4 (14K and 18K) 4.2.1 (9K)</li><li>Control of Documents – 4.4.5 (14K and 18K) 4.2.3 (9K)</li><li>Control of Records – 4.5.3 (18K) 4.5.4 (14K) 4.2.4 (9K)</li><li>Competence; Training and Awareness – 4.4.2 (14K) 6.2.2 (9K)</li><li>Internal Audit – 4.5.4 (18K) 4.5.5 (14K) 8.2.2 (9K)</li><li>Management Review – 4.6 (14K and 18K) 5.6 (9K)</li></ul><p>The most common approaches are that the Graphical User Interface is based on a “Manual” or the “Deming Wheel”, but there are also other examples.</p><p>A general management system is described and there are examples of content in a manual.</p><p>In 2007 focus seems to be on audits and implementation of new standards (mainly systematic work environment) and SOX is mentioned for the first time. In academic literature successful examples of integration of management systems, with Lean production are described.</p><p>ISO 9001:2008 is now available, but there is not that dramatic changes from previous version, and all changes make the standard easier to integrate with other standards than ISO 9001:2000.</p><p><strong> </strong></p> / <p>ZUSAMMENFASSUNG</p><p>Diese Thesis behandelt ausgereifte, mehrfach integrierte Managementsysteme (Multi Integrated Management Systems, MIMS), hauptsächlich in schwedischen Unternehmen, die mindestens dreifach zertifiziert wurden. Andere Kriterien waren dass die Unternehmen ein Business-System haben, in der Regel SAP R / 3, und dass die betrachteten Unternehmen mehr als 200 Mitarbeiter haben. Die zwei wichtigsten Gründe für die Einführung von Managementsystemen waren Kundenwünsche und Anforderungen des eigenen Konzerns. Die am häufigsten verwendeten Standards, neben der ISO 9001, ISO 14001 und AFS 2001:1 / OHSAS 18001 (9K, 14K und 18K), sind EMAS, FSC (Holz-, Papier-Standard) und PEFC (Holz), mit je zwei Fällen.</p><p>Die folgenden Gemeinsamkeiten machen den "Kern der MIMS" aus, dh. Berührungspunkte zwischen den verschiedenen Standards. Die wichtigsten Aspekte sind Policy, Handbücher und Revisionen.</p><p>• Ausgesprochene Policy – 4.2 (14K und 18K) 5.3 (9K) • Ziele - 4.3.3 (14K und 18K) 5.4.1 (9K) • Ressourcen, Rollen, Verantwortung und Befugnisse - 4.4.1 (14K und 18K) 5.5.1 und 6.1 (9K) • Dokumentation - 4.4.4 (14K und 18K) 4.2.1 (9K) • Dokumentensteuerung - 4.4.5 (14K und 18K) 4.2.3 (9K) • Datensteuerung - 4.5.3 (18K) 4.5.4 (14K) 4.2.4 (9K) • Kompetenz, Schulung und Aufmerksamkeit - 4.4.2 (14K) 6.2.2 (9K) • Internationale Audits - 4.5.4 (18K) 4.5.5 (14K) 8.2.2 (9K) • Management Revision - 4,6 (14K und 18K) 5.6 (9K)</p><p>Die am häufigsten anzutreffenden Ansätze sind, dass das Graphical User Interface auf einem "Handbuch“ basiert, oder auf dem "Deming-Kreis", aber es gibt auch andere Beispiele. Ein generelles Managementsystem wird beschrieben und es gibt Beispiele vom Inhalt eines Handbuches.</p><p>Im Jahr 2008 scheint der Fokus auf Audits und Entwicklung neuer Standards zu liegen (vor allem systematisches Arbeitsmanagement) und SOX wird zum ersten Mal erwähnt. In der akademischen Literatur werden erfolgreiche Beispiele der Integration von Management-Systemen mit Lean Production Beschrieben.</p><p>Die ISO 9001:2008 ist jetzt zugänglich, aber ohne grosse Veränderungen im Vergleich zu älteren Versionen, und alle Veränderungen machen es leichter diesen Standard mit anderen Standards als den ISO 9001:2000 integrieren.<strong></strong></p><p>Schlüsselwörter: Management-Systeme, Integriertes Management, Multi, Integration, Qualität, Umwelt, systematische Umweltarbeit, ISO 9001, ISO 14001, AFS 2001:1 und OHSAS 18001.</p>

Our physical, social and mental health are all important for our wellbeing and no one should feel ill or mistreated because of their work situation. Despite this, an increasing number of people are suffering from unhealthy workload or victimization at work. Mental illness is an increasing problem and cost society around 70 billion SEK each year, 50 % of which can be related to loss in production caused by sick-leave. In addition to the immeasurable human costs, Sweden now faces one of its greatest challenges in modern time. In order to counteract this development, the Swedish Work Environmental Authority released new provisions regarding the organisational and social work environment called AFS 2015:4 which are aimed at all activities where an employee perform work on the employers account. The purpose of this thesis is to contribute to the understanding of difficulties and possibilities when revising current work practices to fulfil the provisions. The thesis uses a case study approach taking place in an organisation within Svevia, a Swedish construction company, using a literature review, a document analysis, interviews and a questionnaire. The findings indicate that even though the organisation had major efforts put into their work environment management, there were improvements to be made regarding the organisational and social work environment. Furthermore, what can be improved and how the organisation can support the improvements to fulfill the provisions and work towards a better work environment is concluded. The results are of great practical use not only to the case organisation but to all organisations similar in nature.

Kemikalier hanteras i det dagliga arbetet ombord. Syftet med den här studien var att ta reda på hur kemikalier hanteras ombord på en svensk passagerarfärja. Frågeställningarna koncentrerades på produkt- och metodval, kommunikation och tillämpning av rutiner och instruktioner samt riskmedvetenhet hos besättningen. Studien genomfördes som en enfallsstudie och bestod av dokumentanalyser, observationer och intervjuer med besättningsmedlemmar. Resultatet visar att informanterna på däcks- och maskinavdelningarna hade stora möjligheter att påverka arbetssituationen vad gäller hantering av kemikalier till skillnad från informanten på intendenturavdelningen som enbart hade begränsad möjlighet att påverka. En god kännedom om säkerhetsdatablad fanns hos samtliga informanter, liksom en hög riskmedvetenhet. Den personliga skyddsutrustningen prioriterades högt och sågs som en viktig del för att minska riskerna med kemikaliehanteringen. Den slutsats som drogs var att det praktiska arbetet med kemikalier ombord fungerade tillfredsställande, men dokumentationen kan förbättras i form av tydligare instruktioner och utförligare information. / Chemicals are a part of the daily work on board. The purpose of this study was to find out about the handling of chemicals on board a Swedish passenger ferry. The research questions were focused on choice of products and methods, communication and application of routines and instructions and risk awareness among the crew members. The study was carried out as a single-case study and consisted of analysis of documents, observations and interviews with crew members. The results show that the informants on the deck and engine departments had ample opportunity to influence the working situation in regards to handling of chemicals. The informant from the service department had limited ability to influence. All informants had a good knowledge about material safety data sheets and a high awareness about risks with chemicals. The personal protective equipment was highly prioritized and regarded as a vital part to minimize the risks with chemical handling. The conclusion drawn was that the practical work with chemicals on board functioned satisfactorily, but the documentation could be improved in terms of clearer instructions and more detailed information.

In today’s working life both the physical and the psychosocial aspects has to be considered when examining the work environment. The psychosocial working environment is of great relevance because it illuminates the individual's perception and experience of relationships and phenomena at work. This essay aims to investigate, describe and analyze the obligation an employer has to pursue in order to tackle high short- term sickness absence and at the same time manage the psychosocial work environment at the workplace. Furthermore, the purpose of this study is to acknowledge the European legislation on this subject matter in order to broaden the understanding of the comprehensiveness of the term psychosocial work environment and how applicable laws and guidelines apply in working life. The legal methodology has been used in order to answer the questions of this essay. The social perspective worked as a complement to the legal method in order to observe new problems and conduct more information in how to confront this issue at small scale enterprises. In conclusion this study deals with a complex situation where every case is unique. It is not possible to prevent all short-term sickness absence, but with the right preconditions and external assistance, employers can handle it without neglecting the psychosocial work environment. By securing a good psychosocial work environment even the smallest enterprises might be able to handle short- term sickness absence.