I denna studie presenterar författarna sin forskning om hur ett företag kan utforma en arbetsyta för att öka kreativitet och samarbete. Tidigare vetenskaplig forskning visar ett gap i studier som gäller sambandet mellan den fysiska arbetsytan och kreativitet. Denna fallstudie är skriven med ett kvalitativt angreppssätt. Det empiriska materialet har samlats in från semistrukturerade intervjuer, en fokusgrupp och två olika observationer. Företaget, som fallstudien handlar om, arbetar med digital skyltning. I företagets arbetsprocess arbetar medarbetarna i så kallade tvärfunktionella grupper, medan de är fysiskt grupperade utifrån sin befattning. Eftersom medarbetarna idag är placerade på kontoret, baserat på deras befattning, behöver de ett annat utrymme där kompetenser från dessa grupper kan arbeta tillsammans. Företaget har en idé om att expandera sitt kontor med ett sådant rum och denna studie är avsedd att vara en förstudie för designen av rummet. Svårigheter kan uppstå på en arbetsplats som ständigt behöver innovativa idéer. Anledningen till detta är förväntan om hög prestation på medarbetarna samtidigt som det är brist på tid. Detta leder till huvudsyftet med studien, vilket är att undersöka komponenter som krävs för att främja kreativitet och samarbete. Studien syftar också till att föreslå hur dessa komponenter kan tillämpas på arbetsytan i verkligheten. Studien visar att kreativitet och samarbete kräver både fysiska och psykologiska förutsättningar. Medarbetarna behöver anpassade tekniska verktyg för att kunna utföra sina arbetsuppgifter. Samtidigt behöver medarbetarna en lugn plats att vända sig till när de behöver en kort paus från det vardagliga arbetet. Den sociala miljön på arbetsplatsen är en viktig aspekt. De anställda måste ha möjlighet att göra misstag och lära av dem. Om så är fallet kommer de anställda att ha rätt inställning för att kunna öka sina kreativa idéer. I slutsatsen presenteras en modell med de viktigaste komponenterna som krävs för att främja kreativitet och samarbete. Modellen presenteras av författarna till denna studie och ger läsaren sex komponenter av vilka var och en av dem är viktiga att överväga. / In this study, the authors present their findings on how a company could design a workspace to increase creativity and teamwork. The study was undertaken, since there is current a gap in scientific research regarding the relations between the physical workspace and creativity. This case study is written with a qualitative approach with empirical data being collected from semi-structured interviews, a focus group and two different observations. The company, about which the case study is written about, works with digital signage. In the company’s work process, employees with different tasks are working together in so called cross-functional groups. However, the employees are today positioned within the office space according to their occupation, and the company is therefore in need of a space were individuals from each group can sit and work together. To meet this need, the company plans to expand their office space with a room that can accommodate such a work space and the current study is a pilot study for the design of such a room. Difficulties may appear in a workplace that constantly needs innovative ideas. A reason of this is the expectation of high performance by the employees within a limited time frame. This leads to the main aim of this study, which is to investigate factors required to increase creativity and teamwork. The study also aims to suggest how such factors may realistically be applied to the work space. The result shows that creativity and teamwork depend on both physical and psychological aspects to maximize the effect of the process. The employees are in need of customized technical implements to be able to develop their work assignments. At the same time, the employees need a quiet place to turn to when they need a short break. The social environment at the workplace is an important aspect. The employees must have the opportunity to make mistakes and to learn from these. With these criteria fulfilled, the employees are more likely to have the right mindset to increase their creativity. In the conclusion, a model, made by the authors, is presented for the most important components that are required to increase creativity and teamwork. The model provides the reader with six factors of which each and one are important to consider.

Made available in DSpace on 2016-03-15T19:30:52Z (GMT). No. of bitstreams: 1 Marcelo Ribeiro Silva.pdf: 3375247 bytes, checksum: c67d19b16524d8996d13db5225316074 (MD5) Previous issue date: 2013-02-26 / Fundo Mackenzie de Pesquisa / The objective of this thesis is to understand the learning processes that occur in crossfunctional groups in a perspective of Advanced Planning Product Quality (APQP) in automotive companies. The specific objectives seeks to identify and describe the constitution process of cross-functional groups and its relationship to learning; identify and describe the methodologies used inside cross-functional groups and its relationship to learning; identify, describe and discuss the factors that difficult the learning process inside cross-functional groups; identify, describe and discuss the factors that facilitate the learning process of crossfunctional groups and identify, describe and discuss the moments which there was evidence of group and collective learning. The theoretical framework proposed is designed of individual and collective learning developed by Nancy Dixon and team learning from the perspective developed especially in studies of Amy C. Edmondson and colleagues. The field research was developed in a qualitative, descriptive and interpretative way. It is also considered exploratory because the phenomenon of learning in work groups has been a topic that reveals little knowledge accumulated and systematized. Considering that research begins with a contextual-interpretive perspective, was proposed as the method qualitative case-study to observe, explore, interpret, understand and discuss issues related to learning processes. In order to achieve the proposed objectives and answer the research question, respondents were members of cross-functional groups of two distinct organizations (Alfa and Beta), three groups per company, totaling nineteen interviewees. Moreover, the non-participant observation is also a strategy to collect data. In order to structure, organize and analyze the data, was employed the templates analysis method, offered by Nigel King, that consist in the use of a priori codes derived from the theoretical framework. The results showed that, since there is psychological safety established, both team and collective learning occurs when the entire group, converging the members conflicts and discussions on consensus. Furthermore, the learning process is facilitated since the group constitution, mainly due to the mobility of its members, the manager's role as a catalyst of information, working methodologies employed in the two organizations, the Transitive Memory Systems, the "corridors", the practice of consulting the functional areas by its members, the existence of international forums, the actual physical arrangement of the companies surveyed, the moral support practiced in the core community, the investment of financial resources for the development of ideas members, the recognition of the expertise of the members, learning through practice of collective work, the willingness of participants to learning, among others. The indications for future studies encompass elements as macro-organizational culture and meso-organizational diversity and its influence on group learning, which are also limiting aspects of this research. / O objetivo desta tese é compreender os principais processos de aprendizagem que ocorrem em grupos multifuncionais de Planejamento Avançado da Qualidade do Produto (APQP) que atuam em empresas fornecedoras de autopeças. Os objetivos específicos buscam identificar e descrever o processo de formação de grupos multifuncionais e sua relação com a aprendizagem; identificar e descrever as metodologias utilizadas no funcionamento dos grupos multifuncionais e sua relação com a aprendizagem; identificar, descrever e discutir os fatores que prejudicam a aprendizagem dos grupos multifuncionais; identificar, descrever e discutir os fatores que facilitam a aprendizagem dos grupos multifuncionais e identificar, descrever e discutir momentos nos quais houve evidências de aprendizagem (grupal e coletiva) nos grupos multifuncionais pesquisados. O arcabouço teórico proposto está assentado na concepção de aprendizagem individual e coletiva desenvolvida por Nancy Dixon e na perspectiva da aprendizagem em nível grupal especialmente tratada nos estudos de Amy C. Edmondson e colaboradores. A pesquisa de campo foi desenvolvida em uma perspectiva qualitativa, de natureza descritiva e interpretativa. Considera-se também exploratória, pois o fenômeno da aprendizagem em grupos de trabalho tem sido um tema que revela pouco conhecimento acumulado e sistematizado. Considerando-se que a pesquisa parte de uma perspectiva contextual-interpretativa, foi proposto como método o estudo de caso qualitativo a fim de observar, explorar, interpretar, compreender e discutir aspectos relacionados aos processos de aprendizagem. Com a finalidade de se atingir os objetivos propostos e responder à pergunta de pesquisa, foram entrevistados integrantes de grupos multifuncionais de duas organizações distintas (Alfa e Beta), sendo três grupos por empresa, totalizando dezenove entrevistados. Além disso, a observação não participante também se constituiu em uma estratégia de investigação. Como forma de estruturar, organizar e analisar os dados utilizou-se os templates propostos por Nigel King - uso a priori de códigos obtidos a partir do referencial teórico. Os resultados mostraram que a segurança psicológica instaurada no âmbito grupal e coletivo, a aprendizagem ocorre quando o grupo inteiro consegue convergir seus conflitos e discussões internas em consensos. Além disso, o processo de aprendizagem é facilitado desde o momento em que o grupo é formado, principalmente devido à mobilidade dos seus membros, ao papel do gestor enquanto agente catalisador de informações, às metodologias de trabalho empregadas nas duas organizações, ao sistema artificial de Memória Transitiva, aos corredores , à prática de consultas às áreas funcionais pelos seus membros, à existência de fóruns internacionais, ao próprio arranjo físico das empresas pesquisadas, ao apoio moral praticado no ceio da coletividade, ao aporte dos recursos financeiros para o desenvolvimento das ideias, ao reconhecimento do conhecimento dos membros, à aprendizagem por meio da prática do trabalho coletivo, à predisposição para a aprendizagem dos participantes, entre outras. As indicações resultantes para estudos futuros abarcam elementos como cultura macro-organizacional e diversidade meso-organizacional e sua influência na aprendizagem do grupo, sendo estes também os aspectos limitadores desta pesquisa.