In 2024 a new method of conducting food safety control in Sweden will be implemented. One of the changes is the way businesses are classified according to the risk they pose; another is the transition to direct debiting instead of yearly fees. This changes the practice of food safety control in Sweden and the affected regulatory authorities and food business operators will need to alter their methods. This study aims to investigate if the implementation of these changes is efficient, how it is received by regulatory authorities and, by extension, how organisational changes in general affect the working environment and how attitudes can affect their implementation. A large-scale change is naturally met with some resistance that may affect how beneficial it ultimately is. In this case the changes seem to be moderately well-received but there is some criticism, most of which is connected to the reduction of control time for businesses close to consumers. There is also a worry that the change will be administratively heavy and large municipalities express more concern than small ones, possibly due to the large number of businesses they are responsible for. The transition to direct debiting is believed to be a positive change for food business operators but time-consuming for regulatory authorities. Further evaluation after these changes have come into force is needed to learn their actual effect on food safety control.

Until the first of december 2016 was sustainability reporting voluntary for all companies in Sweden. Sweden then implemented new legislation that forced companies, who fulfill the criterias that are seth forth in chapter 6, paragraph 6 in the annual account act (SFS 1995:1554), to establish a sustainability report. This study investigate how competences, tools, internal- and external actors, elaborate structural changes within companies that haven´t previously established sustainability reports and now according to the new legislation are required to do so. Previous research has been inadequate when it comes to how these three categories work together with each other in relation to companies that are new to sustainability reporting. In this study we interviewed four different companies in different industries through a qualitatively approach with the purpose of being able to identify how competences, tools, internal- and external performers elaborate structural changes in companies that are new in establishing a sustainability reports. By analyzing this studie:s empirical results in accordance with the institutional theory and it´s complementary aspects and previous research in the three categories, this study has been able to prove that competences, tools, internal- and external performers elaborate structural changes for companies that are new in the field of sustainability reporting. Through the empirical results of the study we have found that all companies have been affected in varying degrees by competences, tools, internal- and external performers and that these have elaborated structural changes within the participating companies and that these three categories interacts with each other.

Denna avhandling handlar om förändring av kommunal ledning, specifikt inom vård och omsorg. I Sverige finns inte mindre än 15 000 chefer inom kommunal vård och omsorg. De kan hantera budgetar som överstiger en miljard kronor och mellanchefer inom samma verksamhet kan leda ett hundratal medarbetare. Syftet med avhandlingen är att beskriva organisering av kommunal ledning samt att förklara varför kommunala ledningsorganisationer förändras. Den bygger på litteraturstudier samt på longitudinella fallstudier i Linköpings och Norrköpings kommuner. Studien visar att förändrade omgivningsförhållanden och spänningar som finns i kommunernas övergripande uppgifter, det vill säga medborgarnas intresseorganisation, att vara serviceleverantör, myndighet och samhällsaktör driver på aktörer till att förändra kommunala ledningsorganisationer. Nya idéer växer fram som en effekt av bakslag av tidigare fattade beslut. Bakslagen och nya idéer leder till krav på ledningsförändringar för att kunna hantera uppgifter på ett mer önskvärt sätt. För att få till stånd förändring hänvisas till kommunernas övergripande uppgifter och legitima institutioner som är förknippade med rättvisa, effektivitet, öppenhet och utveckling. / This dissertation deals with municipal management and especially municipal management of eldercare. In Sweden there are at least 15 000 managers in public service managing eldercare. Some managers of them are responsible for budgets of more than one billion SEK. Middle managers in municipal care can be responsible for up to one hundred co-workers. The purpose of the dissertation is to describe the organising of municipal management and explain why it changes. The dissertation is based on studies of literature and longitudinal case studies in Linköping and Norrköping. Changed circumstances and tensions within the municipality’s organization, specifically related to the overall assignments of the municipalities are conditions that influence agents to want to change their management. The overall assignments of the municipalities are democracy, supplier of service, authority and being a society actor. New ideas grow as an effect of organisational setbacks of earlier decisions. The setbacks and new ideas contribute to a demand of management changes. In order to change the management of a municipality, actors have to refer to the overall assignments and institutions such as justice, efficiency, openness and development.

This empirical study aims to determine whether Linnaeus University's formation in 2010 and subsequent reorganization has affected the employees' perceived motivation and job satisfaction. A combined approach was used in which both quantitative and qualitative questions were asked in the survey form. 101 survey responses is the basis for the analysis and these have been associated with SDT-theory in order to draw further conclusions. The study shows that among the respondents, there is a frustration that is possibly related to the two organizational changes. They feel that they have lost confidence in management as a result of not being part of decision making. The study also conveys a very fragmented picture, members of the organization perceive that they have very different possibilities to peform well, participate and have clear goals to work towards.

Abstract Several companies work in shared workplaces and each company has different requirements for health (H), safety (S), environment (E) and quality (Q). Many globally operating companies have defined their own corporate requirements. Requirements in local national legislation and insurance policies are creating more challenges. The various requirements affect how HSEQ management is implemented in changing, complex, and heterogeneous working environments. The aim of the thesis was to describe HSEQ management development in Northern Finnish process industry companies (N = 6) and their company network in the shared workplaces context during the past 20 years. The study also describes the current state of HS and partly EQ [HS(EQ)] management practices and tools in a global steel company. An important objective was to make recommendations on how to continuously improve and develop HS(EQ) issues. A mixed methods approach (interview, document study, questionnaire, benchmarking and -learning, SWOT analysis) were used in the case study. HSEQ Assessment Procedure―a type of integrated management system tool―was developed to evaluate supplying companies’ HSEQ performance in shared workplaces. It was selected as the main method on one site of the global steel company. The global steel company’s HS management system was based on OHSAS 18001 with HS vision and principles, development plan, internal standards and performance indicators. Lost time injury frequency rate (LTIFR) and HSEQ AP performance showed positive trends. Both corporate HS requirements and local HS(EQ) practices provided adequate tools for a safety culture and HS(EQ) performance development. Recommendations were made regarding HS(EQ) management tools, practices and indicators in shared workplaces operating globally. The focus should be on preventive actions, such as leading performance indicators and creating a uniform safety culture for shared workplaces with a sustainable foundation. The development should be supported by the commitment and participative development of every organisational level. Learning from internal good practices and external benchmarking are valuable methods for this purpose. HSEQ management, change management, internal and external standardisation and information technology systems should be exploited to support this goal. / Tiivistelmä Yhteisellä työpaikalla työskentelee useita yrityksiä, jotka ovat määrittäneet omat vaatimuksensa työterveydelle (H), työturvallisuudelle (S), ympäristölle (E) ja laadulle (Q). Lisäksi kansainvälisillä yrityksillä, kansallisessa lainsäädännössä ja vakuutusyhtiöillä on omat vaatimuksensa, jotka luovat entistä haasteellisemman työympäristön. Monenlaiset vaatimukset vaikuttavat siihen, kuinka HSEQ-johtaminen on toteutettu muuttuvassa, monimutkaisessa ja epäyhtenäisessä työympäristössä. Tutkimuksessa kuvattiin HSEQ-johtamisen kehittymistä pohjoissuomalaisissa prosessiteollisuuden yrityksissä (N=6) ja niiden yritysverkostossa, yhteisellä työpaikalla, viimeisen 20 vuoden aikana. Lisäksi kuvattiin HS ja osittain myös EQ [HS(EQ)] -johtamisen menetelmien ja työkalujen nykytilaa kansainvälisessä terästeollisuuden yrityksessä, sekä kehitystarpeita tavoiteltaessa HS(EQ)-johtamisen huippuosaamista. Tutkimus toteutettiin monimenetelmällisenä tapaustutkimuksena: haastattelu, dokumenttien tutkimus, kysely, esikuva-analyysi, SWOT-analyysi. HSEQ-arviointi on kehitetty yhteisille työpaikoille toimittajayritysten HSEQ-suorituskyvyn arviointiin hyödyntäen integroidun johtamisjärjestelmän periaatetta, ja se valittiin yhdeksi päämenetelmäksi tutkimuksen kohteena olevalle yhteiselle työpaikalle. Tutkimuksen kohteena olevan terästeollisuuden alan yrityksen HS-johtaminen perustui OHSAS 18001-järjestelmään. Visio, periaatteet, toimintasuunnitelma, sisäiset standardit ja suorituskyvyn mittarit muodostivat konsernin HS-järjestelmän. Tapaturmataajuuden ja HSEQ-arvioinnin tulosten perustella kehitys on ollut positiivista. Konsernin HS-vaatimukset ja paikalliset HS(EQ)-käytännöt antoivat kohtuulliset työkalut turvallisuuskulttuurin ja HS(EQ)-suorituskyvyn kehittämiselle. Suositukset koskivat yhteisillä työpaikoilla ja kansainvälisessä työympäristössä toimivien organisaatioiden HS(EQ)-johtamisen työkaluja, käytäntöjä ja mittareita. Pitäisi keskittyä ennakointiin, kuten ennakoiviin turvallisuusmittareihin ja luomaan yhtenäinen kestävä turvallisuuskulttuuri yhteiselle työpaikalle. Jokaisen organisaatiotason tulisi sitoutua kehittämiseen hyödyntäen osallistuvaa kehittämistä. Sisäisillä hyvillä käytännöillä ja ulkoisella esikuva-analyysilla voidaan tukea kehittämistä. HSEQ-johtamista, muutoksenhallintaa, sisäistä ja ulkoista standardointia sekä tietoteknisiä järjestelmiä pitäisi hyödyntää.

Abstract The aim of the study is to indicate the role of fiction in the institutionalisation and subsequent developments of the Finnish public library in view of the traditions of literary sociology and organisation studies. To indicate and open this connection, the study depicts the relationship of professional librarianship in the public library to the literary system, and scrutinises the options this cultural and historical connection could provide to both the public library and other agents of the literary system today and in the future. The public library acquires, stores, intermediates, and advances fiction, using methods developed as a kind of innovation, and spread from one country to another as a result of the institutional isomorphic change. The public library emerged in the 19th century to fulfil informational-educational aims, but it developed quickly into the library or the readers. In view of this study, the questions of book selection of fiction in particular became a challenge for the public libraries that had to make compromises demanded by their environments. Later, in the 1960s, the challenges related to fiction in public libraries became more typically social. The library’s functions and tasks started to widen, and fiction became only one type of material among others—though still one favoured by the users of the library. Within the public library too, as well as within the literary field, one still discussed the criteria of fiction selection in the 1980s. The role of the public library as a cultural agency further weakened in the 1990s, when new tasks based on the objectives of the information society were posed to the library. In light of this and in view of the modern hybrid library, fiction and all printed material started to seem old-fashioned. In the 2000s, one indeed started to build the public library as a modern service agency where the significance of the space was emphasised at the expense of the collection. The study indicates that by emphasising the particular role of the public library as an agent of the literary system, one perhaps could enrich the whole literary system and its concept as well as affect the legitimacy and sufficiency of the resources of small libraries especially. / Tiivistelmä Tutkimuksen tarkoitus on osoittaa kirjallisuussosiologisen ja organisaatiotutkimuksen tutkimusperinteitä hyödyntäen, minkälainen rooli kaunokirjallisuudella on erityisesti suomalaisen yleisen kirjaston institutionalisoitumisessa sekä myöhemmässä kehityksessä. Yhteyden osoittamiseksi ja avaamiseksi kuvaillaan yleisen kirjaston ja kirjastoammatillisuuden suhdetta kaunokirjalliseen järjestelmään, sekä tarkastellaan mahdollisuuksia, joita tämä kulttuurinen ja historiallinen sidos voi tarjota tänä päivänä ja tulevaisuudessa sekä yleiselle kirjastolle että kirjallisen järjestelmän muille toimijoille. Yleinen kirjasto hankkii, säilyttää, välittää ja edistää kaunokirjallisuutta käyttäen eräänlaisina innovaatioina kehittyneitä erityisiä menetelmiä, jotka ovat levinneet maasta toiseen yleisen kirjaston ja kirjastoammatillisuuden institutionaalisen samankaltaistumisen seurauksena. Yleinen kirjasto syntyi 1800-luvulla toteuttamaan tiedollis-sivistyksellisiä päämääriä, mutta nopeasti siitä kehittyi lukijoiden kirjasto. Tämän tutkimuksen näkökulmasta erityisesti kertomakirjallisuuden kirjavalinnan kysymyksistä tulikin yleiselle kirjastolle haaste, jossa jouduttiin tekemään toimintaympäristöstä johtuvia kompromisseja. Myöhemmin 1960-luvulla yleisen kirjaston kaunokirjallisuuteen liittyvät haasteet muuttuivat enemmän yhteiskunnallisiksi. Sen toimintoja ja tehtäväkenttää alettiin laajentaa, ja kaunokirjallisuudesta tuli kirjastossa vain yksi – tosin kirjastonkäyttäjien edelleen suosima – aineisto. Tosin sekä yleisen kirjaston sisällä että kirjallisella kentällä keskusteltiin vielä 1980-luvullakin kaunokirjallisen kokoelman valintakriteereistä. Yleisen kirjaston asema kulttuurilaitoksena heikkeni edelleen, kun 1990-luvulla kirjastolle asetettiin tietoyhteiskunnan tavoitteiden mukaisia uusia tehtäviä. Kaunokirjallisuus ja koko painettu kirjallisuus aineistona alkoivat tässä valossa ja modernin hybridikirjaston näkökulmasta näyttäytyä vanhanaikaisina. Yleisestä kirjastosta alettiinkin 2000-luvulla rakentaa modernia palvelulaitosta, jossa tilan merkitys korostui kokoelman kustannuksella. Tutkimuksessa osoitetaan, että korostamalla yleisen kirjaston erityislaatuista roolia kirjallisen järjestelmän toimijana voitaisiin rikastuttaa koko kirjallista järjestelmää ja sen käsitettä sekä mahdollisesti lisätä erityisesti pienten kirjastojen legitimiteettiä ja resurssien riittävyyttä.

Since the invention of the first computer in 1937 by John Vincent Atanasoff and Clifford Berry the process of computerisation within companies is still increasing. Nowadays, the Enterprise Resource Planning software can be seen as one of the most used software in the world. In the 1990s the price of a stock option could increase just with the public announcement of an ERP implementation within the company. It was generally synonym of rigor, data traceability, and control and best practice integration. However, in 2015 through various case studies, observations and records, we can claim that this kind of software cause a lot of changes such as organizational changes, employee's tasks changes or business practices. This paper will explain the role of Change Management during an ERP implementation project. We will analyse the importance of this management area in this kind of project and we will observe that change management has to be taken into account in order to reach objectives and containing goals. In order to illustrate this idea, we will compare two different companies. First the report of the ERP implementation will be done for the French firm EVERIAL. It summarizes 15 months of personal observations within this project where I worked as Key User implementing SAGE X3 ERP for the Purchase module April 2013 to July 2014. Then the second company is described from a case study. It is a Chinese company with Chinese business culture, which succeed first with a home custom designed ERP implementation. However it failed to implement Western ERP called SAP R3. From both EVERIAL and the Chinese company we will analyse the importance of Change Management during the implementation step. Moreover, an analysis of business culture in this kind of project will be done in order to emphasis the role of change management when Western best practices are implemented in Asian Company with a strong local culture.

Ce travail de doctorat se propose d’évaluer les conséquences de l’intégration des nouvelles technologies de l’information et de la communication (NTIC) dans le monde du travail gabonais, tant sur le plan organisationnel que de celui de la santé des employés. Plus précisément, l’objectif de la présente thèse se décline en trois points. Le premier point s’intéresse aux facteurs susceptibles de faciliter l’usage des NTIC par les employés. Le second point évalue les modifications engendrées par l’usage des NTIC dans l’organisation du travail des employés. Enfin, le dernier point apprécie l’impact des NTIC sur la santé physique et psychologique des employés. Une enquête par questionnaire a été menée auprès d’un échantillon de 136 employés travaillant dans le secteur bancaire au Gabon. L’outil élaboré se structure en quatre parties : (A) une partie signalétique cernant les variables sociodémographiques (âge, sexe, situation matrimoniale) et socio organisationnelles (ancienneté, durée et fréquence journalière d’utilisation des NTIC) ; (B) l’échelle de Brangier et Hammes (2007) qui mesure la relation homme-travail-organisation à partir du modèle de la symbiose ; (C) un questionnaire de 30 items conçu pour les besoins de la recherche et s’appuyant sur l’analyse de contenu thématique catégorielle des discours recueillis auprès d’employés gabonais évoquant leur travail au quotidien. Il porte sur l’influence des NTIC sur l’organisation du travail (efficacité travail, pratiques communicationnelles, autonomie, surcharge informationnelle et isolement professionnel) ; (D) un questionnaire conçu de la même manière que le précédent explorent les liens perçus entre les NTIC et la santé au travail (troubles physiques, stress professionnel et bien-être psychologique au travail). Globalement, les résultats obtenus indiquent que les liens que les employés gabonais entretiennent avec les NTIC sont étroitement corrélés à l’usage qu’ils en font. Cependant, ils ne pointent aucun lien entre l’usage des NTIC dans les entreprises gabonaises et l’organisation du travail. Par ailleurs, ces résultats montrent que les NTIC sont perçues comme à l’origine de troubles de la santé physique (notamment les troubles-musculo-squelettiques) et psychologique (notamment stress professionnel) mais également d’un certain bien-être psychologique (notamment en lien avec l’ambiance au travail et l’implication au travail/accomplissement de soi). Enfin, notre travail fait émerger deux médiations : les technologies de partage (vs les technologies d’assistance) constituent un médiateur total de la relation entre la perception de symbiose homme-travail-organisation et la survenue perçue de TMS (vs dépression). Notre travail de recherche a ainsi une dimension appliquée à court terme mais laisse également entrevoir des pistes de recherches futures visant à améliorer à moyen terme l’intégration et le développement des NTIC au Gabon. / This doctoral thesis aims to assess the consequences of the integration of the new information technology and communication media (NITC) on the workforce in Gabon, concerning both the organisational field and the field of workforce health. More precisely, the objective of the current thesis focuses on three aspects. The first aspect concerns the factors which are bound to facilitate the use of NITC by the employees. The second aspect assesses the changes triggered by the use of NITC in the organisation of the employees’ work. Last but not least, the last aspect assesses the impact of NITC on the physical and psychological health of the employees. A questionnaire was applied on a sample of 136 employees who worked in the banking system in Gabon. The designed tool is structured in four parts: (A) an identification part comprising the socio-demographic variables (age, sex, marital status) and the socio-organisational ones (seniority, daily length of use and frequency of use of the NITC); (B) the Brangier and Hammes scale (2007), which measures the relation man-work-organisation starting from the model of symbiosis; (C) a 30-item questionnaire designed according to the research needs, based on the analysis of the categorial-thematic content of the discourses provided by employees in Gabon while describing their daily work routine. It focuses on the influence of NITC on the organisation of work (efficiency in work, communication practises, autonomy, information overload and professional isolation); (D) a questionnaire built in the same manner as the previous one, exploring the perceived connections between NITC and health at the workplace (physical issues, professional stress and professional well-being at work). Globally, the obtained results show that the connections that the employees in Gabon have with the NITC are strongly correlated with the way in which they use them. However, they do not indicate any connection between the use of NITC inside the organisations in Gabon and the organisation of work. Moreover, these results show that on the one hand the NITC are perceived as the source of physical health issues (particularly musculoskeletal issues) and psychological issues (particularly professional stress), but on the other hand they are also perceived as causing a certain psychological well-being (particularly when it comes to the working environment and the involvement in work/self-accomplishment). Finally, our work highlights two mediations: the sharing technologies (vs. assistive technologies) constitute a total mediator of the relation between the perception of the symbiosis between man-work-organisation and the perceived occurrence of the TMS (vs. depression). Our research also has an applicative dimension on short-term, but it opens the gate towards future research patterns aiming to improve the integration and development of NITC in Gabon on mid-term.