Forskning beskriver att ledarskap och medarbetarskap är minst lika viktiga som fenomen. Trots detta så är intresset och kunskapen om ledarskap oerhört mycket större än om medarbetarskap (Tengblad, 2009). Till skillnad från tidigare forskning kommer denna studie fokusera på medarbetarens uppfattning av fenomenetsjälvstyrande grupper.Författarna såg en brist i den forskning som relateras till självstyrande grupper utifrån ett medarbetarsperspektiv. Detta medförde ett engagemang för studiens syfte som grundar sig på att skapa djupare förståelse för självstyrande grupper utifrån ett medarbetarperspektiv. Författarna till denna studie önskade även att kunna framföra förståelse för de fördelar samt nackdelar som kan uppkomma för medarbetare i en självstyrande grupp. Den organisationen som har undersökts är Jönköping kommun varav självstyrande grupper är vanligt förekommande. Medarbetare i en specifik hemtjänst ligger till grund för studien.Studien innehar ett abduktivt angreppssätt genom att datainsamlingen är inhämtad utifrån en kvalitativ metod. Detta för att kunna förstå de viktigaste aspekterna kring självstyrande grupper samtidigt som medarbetarnas uppfattningar fångas för att få en klarare bild av hur de berörda ser på arbetssättet. Det intressanta i studien är att se självstyrande grupper utifrån medarbetarens perspektiv. Upplever medarbetare att det finns fördelar och nackdelar med att arbeta inom en självstyrande grupp? Vad är en självstyrande grupp egentligen?I studien framkommer det att medarbetarna inte relaterar till att vara en självstyrande grupp i praktiken. Det intressanta är att tidigare studier och forskning visar på att begreppet tolkas olika av organisationer och ett fåtal definitioner har skrivits ner på papper. Detta skapar problematik eftersom det råder olika uppfattningar kring innebörden av vad självstyrande grupperegentligen är (Frandsen, Brekke & Paulson, 2000). Resultatet från studien har framfört nyuppkomna begrepp som relateras till självstyrande grupper från ett medarbetarperspektiv. Medarbetare definierar gruppen som medbestämmande före självstyrande. Gruppens arbetssätt präglas framförallt av känslomässigt arbete och kontroll. Resultatet visar även att ledarskapet och medarbetarskapet har ett samband gällande självstyrande grupper. / Research describes that leadership and employeeship are at both important phenomenon. Despite this indication, the interest and knowledge of leadership is much wider than the knowledge of employeeship (Tengblad, 2009). Unlike previous research, this study will focus on the employee's perception of the phenomenon of autonomous groups. The authors of this study acknowledged a lack of research related to autonomous groups from an employee perspective. This led to a commitment to the study's purpose, which is based on creating a deeper understanding of autonomous groups from an employee perspective. The purpose of the study is to create a deeper understanding of autonomous groups, from an employee perspective. The authors of this study also wanted to recognize the advantages and disadvantages that can arise for employees in an autonomous group.This study will also contribute with an understanding of the advantages and disadvantages that can arise for employees in an autonomous group. The specificorganization that has been investigated is Jönköping kommun, of which autonomous groups are commonly used. Employees in a specific group of caregivers for elderly people are the main focus for this study.The study has an abductive approach where the datacollection is obtained through a qualitative method. This enables the understanding of the most important aspects of autonomous groups. It also captures the employees perceptions in order to get a clearer picture of this working method. The interesting thing in this study is to see autonomous groups from the perspective of the employee. Does the employee feel that there are any advantages or disadvantages within an autonomous group? How do we define what an autonomous group really is?It appears that employees do not relate to being a autonomous group in practice. The interesting thing is that previous studies and research show that the concept is interpreted differently by organizations and a few definitions have been written down on paper. This creates problems because there are different perceptions about the meaning of what autonomous groups really are (Frandsen, et al., 2000). The result of the study has presented newly emerging concepts related to autonomous groups from an employee perspective. The employees define themselves as a codetermination group before being an autonomous group. The working method of the group is primarily characterized by affective work and control. 4The results of this study also presents that leadership and employeeship have a connection with regards to autonomous groups.

O tema desta dissertação é o trabalho em equipes com autonomia no Brasil. Percebe-se um ressurgimento do interesse pelo assunto a partir da década de 1990, no país e no exterior, movimento acompanhado pela produção científica nacional, em caráter qualitativo. Esta pesquisa adota uma abordagem quantitativa, do tipo survey, aplicada a uma amostra não-aleatória, intersetorial, de 49 empresas que reconhecem adotar o conceito de trabalho em equipes com autonomia. A partir da revisão da literatura foram desenvolvidas algumas questões de pesquisa e hipóteses, as quais estruturaram o questionário da pesquisa. Utilizando um instrumento já testado em estudos de caso, o questionário tem a capacidade de medir a abrangência e profundidade da autonomia das equipes, bem como: resultados obtidos, caracterização das empresas respondentes, iniciativa para adotar o conceito de autonomia e outras condições de contorno. O questionário foi concebido para ser enviado tanto pelo correio como por meio eletrônico e preenchido sem a presença do pesquisador. A partir da avaliação dos dados coletados, com auxílio de estatística descritiva e testes estatísticos indutivos, percebe-se equipes com grande autonomia, como no modelo Sociotécnico. A condição predominante, no entanto, é a transferência parcial de prerrogativas e responsabilidades às equipes, como no modelo Toyotista/Ohnoísta. Algumas evidências objetivas confirmam elementos da teoria, como a correlação positiva entre o grau de autonomia das equipes e resultados associados à capacidade superior de aprendizado e resposta a variações no ambiente. Informações relevantes sobre as características da amostra foram reveladas: a predominância de empresas de manufatura em grande escala, a significativa presença de empresas de capital nacional, a pequena participação do sindicato nos processos de implementação de equipes com autonomia, o crescente interesse pelo conceito, com demonstrado pelo perfil de \"idade\" dos projetos. As informações obtidas por meio desta pesquisa, bem como a experiência metodológica, podem servir de subsídio para futuros trabalhos sobre o tema, ou mesmo para outros temas, mas em pesquisas que utilizem o survey como método. / The subject of this dissertation is teamwork in Brazil. There has been a growing interest for the issue since the 1990 decade, in this country and abroad, followed by the national scientific production, of qualitative approach. This research project assumes survey-based approach, applied to a non-random, inter-sectorial sample, composed of 49 firms that recognize to adopt the concept oh teamwork. Some research questions and hypotesis were proposed, based on the literature review, as structure to the questionnaire. Making use of an instrument that was already tested by former case study, the questionnaire has the capacity to measure the deepness and the span of teams\' autonomy , as well as: results achieved, characteristics of the firms in the sample, initiative for the introduction of teamwork, and other surrounding conditions. The questionnaire was designed to be sent either by mail or by e-mail, and filled in the absence of the researcher. From the data evaluation, using descriptive statistics and also inductive statistics tests, are found some cases of teams with high degree of autonomy, in the fashion of Sociotechnical systems. The prevailing condition, nevertheless, is the partial transference of power and responsibilities to the work teams, like in the Toyota Production System. Some evidence were found that confirm theoretic elements, like the positive correlation between the degree of autonomy of work teams and specific results associated to the superior ability of learning and answering to variations of process or business conditions. Relevant information regarding the characteristics of the sample were also shown: the prevalence of large scale manufacturing companies, the significant incidence of national capital firms, the timid role that unions play on the introduction of teamwork, and the growing interest for the concept, as demonstrates the \"age\" profile of the teamwork initiatives. The information obtained by this research project, as well as the methodological experience, may serve as foundation to future projects regarding the subject \"teamwork\", or even to others that aim to use the survey approach.

O tema desta dissertação é o trabalho em equipes com autonomia no Brasil. Percebe-se um ressurgimento do interesse pelo assunto a partir da década de 1990, no país e no exterior, movimento acompanhado pela produção científica nacional, em caráter qualitativo. Esta pesquisa adota uma abordagem quantitativa, do tipo survey, aplicada a uma amostra não-aleatória, intersetorial, de 49 empresas que reconhecem adotar o conceito de trabalho em equipes com autonomia. A partir da revisão da literatura foram desenvolvidas algumas questões de pesquisa e hipóteses, as quais estruturaram o questionário da pesquisa. Utilizando um instrumento já testado em estudos de caso, o questionário tem a capacidade de medir a abrangência e profundidade da autonomia das equipes, bem como: resultados obtidos, caracterização das empresas respondentes, iniciativa para adotar o conceito de autonomia e outras condições de contorno. O questionário foi concebido para ser enviado tanto pelo correio como por meio eletrônico e preenchido sem a presença do pesquisador. A partir da avaliação dos dados coletados, com auxílio de estatística descritiva e testes estatísticos indutivos, percebe-se equipes com grande autonomia, como no modelo Sociotécnico. A condição predominante, no entanto, é a transferência parcial de prerrogativas e responsabilidades às equipes, como no modelo Toyotista/Ohnoísta. Algumas evidências objetivas confirmam elementos da teoria, como a correlação positiva entre o grau de autonomia das equipes e resultados associados à capacidade superior de aprendizado e resposta a variações no ambiente. Informações relevantes sobre as características da amostra foram reveladas: a predominância de empresas de manufatura em grande escala, a significativa presença de empresas de capital nacional, a pequena participação do sindicato nos processos de implementação de equipes com autonomia, o crescente interesse pelo conceito, com demonstrado pelo perfil de \"idade\" dos projetos. As informações obtidas por meio desta pesquisa, bem como a experiência metodológica, podem servir de subsídio para futuros trabalhos sobre o tema, ou mesmo para outros temas, mas em pesquisas que utilizem o survey como método. / The subject of this dissertation is teamwork in Brazil. There has been a growing interest for the issue since the 1990 decade, in this country and abroad, followed by the national scientific production, of qualitative approach. This research project assumes survey-based approach, applied to a non-random, inter-sectorial sample, composed of 49 firms that recognize to adopt the concept oh teamwork. Some research questions and hypotesis were proposed, based on the literature review, as structure to the questionnaire. Making use of an instrument that was already tested by former case study, the questionnaire has the capacity to measure the deepness and the span of teams\' autonomy , as well as: results achieved, characteristics of the firms in the sample, initiative for the introduction of teamwork, and other surrounding conditions. The questionnaire was designed to be sent either by mail or by e-mail, and filled in the absence of the researcher. From the data evaluation, using descriptive statistics and also inductive statistics tests, are found some cases of teams with high degree of autonomy, in the fashion of Sociotechnical systems. The prevailing condition, nevertheless, is the partial transference of power and responsibilities to the work teams, like in the Toyota Production System. Some evidence were found that confirm theoretic elements, like the positive correlation between the degree of autonomy of work teams and specific results associated to the superior ability of learning and answering to variations of process or business conditions. Relevant information regarding the characteristics of the sample were also shown: the prevalence of large scale manufacturing companies, the significant incidence of national capital firms, the timid role that unions play on the introduction of teamwork, and the growing interest for the concept, as demonstrates the \"age\" profile of the teamwork initiatives. The information obtained by this research project, as well as the methodological experience, may serve as foundation to future projects regarding the subject \"teamwork\", or even to others that aim to use the survey approach.

Made available in DSpace on 2016-04-28T20:19:28Z (GMT). No. of bitstreams: 1 2009 - Rodrigo Linhares Lauria.pdf: 1096290 bytes, checksum: cd2e531f6c6a91f9e7e441cc348ef596 (MD5) Previous issue date: 2009-07-06 / It is a descriptive qualitative research, accomplished in a Brazilian branch of a French multinational company, that it aims at to analyze how the semi-autonomous groups methodology works in a management point of view. As the increasing empowerment by the use of these semi-autonomous groups is a recognized practice of improving competitiveness in the companies, it was necessary to identify which aspects related to the implantation methodology, chosen by the multinational, presented positive aspects and deficiencies in the employees optics. The used methodology is a case study, where in the data collection was used a questionnaire and daily observations of the company. The chosen universe is the operational department of the multinational, due to its largest implication in the implementation of the semi-autonomous groups. The chosen sample refers to a specific section of the assembly department, because it was considered representative in the analysis universe. The associate theory, from which the questionnaire was elaborated, found the necessary abilities/knowledge to the implementation of semi-autonomous groups, as well as the three competence dimensions idealized for Le Boterf, generating thirty six questions, being two for each relationship abilities/knowledge - competence dimensions between abilities/knowledge and competence dimensions. The conclusion of the questionnaires results analyses basing on the lifted up theories, the implantation manual of the multinational and the section observations, identified five roads of progress so that it is possible to develop the necessary competences to the semi-autonomous groups of this multinational. Which are: leadership formation and sensitization, development of the evaluation system, complete implantation of the spokes, formation / training in the other necessary competences to GSA and implantation of monthly team meetings. / Trata-se de uma pesquisa qualitativa descritiva, realizada numa filial brasileira de uma empresa multinacional francesa, que objetiva analisar como a metodologia grupos semiaut?nomos est? em termos de gest?o. Como o aumento da responsabiliza??o pela utiliza??o destes grupos semi-aut?nomos ? uma pr?tica reconhecida de melhoria da competitividade das empresas, visualizou-se a necessidade de identificar quais aspectos ligados ? metodologia de implanta??o, escolhida pela multinacional, apresentavam aspectos positivos e defici?ncias na ?tica dos funcion?rios objeto de sua a??o. A metodologia utilizada ? um estudo de caso, onde na coleta de dados utilizou-se um question?rio e observa??es do cotidiano da empresa. O universo escolhido ? a parte operacional da multinacional, pois s?o os maiores implicados na implementa??o dos grupos semi-aut?nomos. A amostra escolhida ? referente a um setor espec?fico de produ??o do departamento de montagem, por este ser considerado representativo do universo em an?lise. O referencial te?rico, a partir do qual foi elaborado o question?rio, levantou as habilidades/conhecimentos necess?rias ? implementa??o de grupos semi-aut?nomos, assim como, as tr?s dimens?es da compet?ncia idealizadas por Le Boterf, gerando trinta e seis perguntas, sendo duas para cada rela??o entre habilidades/conhecimentos e dimens?es da compet?ncia. A conclus?o das an?lises dos resultados dos question?rios a luz das teorias levantadas, do manual de implanta??o da multinacional e das observa??es realizadas neste setor em quest?o, identificaram cinco vias de progresso para que seja poss?vel desenvolver as compet?ncias necess?rias aos grupos semi-aut?nomos desta multinacional. As quais s?o: forma??o e sensibiliza??o da chefia, evolu??o do sistema de avalia??o, implanta??o completa dos representantes, forma??o/ treinamento nas outras compet?ncias necess?rias ao GSA e formaliza??o de reuni?es mensais das equipes.

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.