<p>In 2007 a project began in the Uppsala region, which aimed to help municipalities implement BBIC (Barns behov i centrum). BBIC is a system that helps social workers increase children’s participation in investigations relating to social work. This study follows up on BBIC’s implementation process in Enköping, a municipality in the Uppsala region. The overarching aim of this study is to highlight the implementation of BBIC in Enköping and more specifically the social workers’ experiences in making children participate. One of the studied topics is whether the social workers think they have adequate and sufficient resources to make children participatory. The study is qualitative and has been conducted through interviews with eight social workers in Enköping who use BBIC daily. For this study Shiers’ model of participation for children and implementation theory has been used as a theoretical perspective. These theories were chosen since they aid in exploring the social workers’ experiences and whether or not they can increase children’s participation, and if the social workers think they have the organizational resources needed to use BBIC. The results show that the social workers can make children participatory, but they also show that participation varies due to lack of organizational resources, such as time, workspace and education.</p>

In 2007 a project began in the Uppsala region, which aimed to help municipalities implement BBIC (Barns behov i centrum). BBIC is a system that helps social workers increase children’s participation in investigations relating to social work. This study follows up on BBIC’s implementation process in Enköping, a municipality in the Uppsala region. The overarching aim of this study is to highlight the implementation of BBIC in Enköping and more specifically the social workers’ experiences in making children participate. One of the studied topics is whether the social workers think they have adequate and sufficient resources to make children participatory. The study is qualitative and has been conducted through interviews with eight social workers in Enköping who use BBIC daily. For this study Shiers’ model of participation for children and implementation theory has been used as a theoretical perspective. These theories were chosen since they aid in exploring the social workers’ experiences and whether or not they can increase children’s participation, and if the social workers think they have the organizational resources needed to use BBIC. The results show that the social workers can make children participatory, but they also show that participation varies due to lack of organizational resources, such as time, workspace and education.

Bakgrund: På grund av skillnader mellan parternas intressen kan det vara en utmaning attupprätthålla en tillitsfull och konstruktiv relation mellan arbetsgivare och facklig organisation. Facket vill värna om arbetarnas rättigheter medan arbetsgivaren förespråkar utveckling ochtillväxt. Den svenska modellen bygger på att arbetsgivare och fack förväntas komma överens iförhandlingar. Uppnås inte detta kan facket orsaka låsningar som begränsar företaget att utvecklaverksamheten. I dagens snabbföränderliga företagsklimat kan detta få ödesdigra konsekvenser.Således är det intressant att undersöka hur den fackliga samverkan kan förbättras och påverkaföretagets konkurrenskraftiga resurser och förmågor. Syfte: Syftet är att förklara hur svenska företagsledningar uppfattar den lokala samverkan medfackklubben och dess påverkan på företagens konkurrenskraftiga resurser och förmågor. Metod: Undersökningen genomfördes via kvalitativa fallstudier bestående av sjukollektivavtalsbundna privata företag som hade en existerande samverkan med en lokalfackklubb på arbetsplatsen. Empiri har samlats in genom fokusgrupps- och djupintervjuer medföretagens företagsledningar. Empirin granskades därefter via enskilda inomfallsanalyser samt enkomparativ mellanfallsanalys. Uppsatsen har tillämpat ett abduktiv forskningsansats. Slutsatser: Studien visar att HR-orienterade och politiska perspektiv kan förklara den fackligasamverkans polariserade karaktärsdrag. Ett centralt fynd är att egennyttiga intressen ochvärderingar har en destruktiv inverkan på denna samverkan. Vid en konstruktiv samverkan kanlokal fackklubb även agera som en värdeskapande länk mellan ledning och medarbetare.Företagsledningen kan dessutom använda sig av värdeskapande och förebyggandeförhållningssätt och andra praktiska metoder för att styra samverkan mot mer konstruktivasamarbetsformer. Dessutom har studien visat på en främjande och begränsande kedjereaktion påföretagets organisatoriska och mänskliga resurser och förmågor. Dessa effekter har sedermera enpositiv eller negativ inverkan på företagets förutsättningar att utveckla sina dynamiska förmågoroch skapa konkurrensfördelar på den volatila marknaden. Vidare presenterar studien flera förslagför att förstärka eller rekonstruera de relationella förutsättningarna mellan parterna. / Background: Due to conflicts of interest, it can be a challenge to maintain a trusting andconstructive relationship between employer and the local union. The union aims to protectworkers' rights, while the employer wants the company to grow and develop. The Swedishmodel relies on employers and unions reaching agreements through negotiations. If this fails, theunion can cause deadlocks that limit the company's ability to develop its operations. In today'srapidly changing business climate, this can have fatal consequences. Thus, it is of interest toinvestigate how union cooperation can be improved and affect the company’s competitiveresources and capabilities. Purpose: The purpose is to explain how Swedish corporate management perceives collaborationwith the local union and its impact on the company's competitive resources and capabilities. Method: The investigation was conducted through qualitative case studies consisting of sevenprivate companies bounded by collective agreements, which also had an existing collaborationwith a local union at the work place. Empirical data was collected through focus group andin-depth interviews with the companies' management. The data was then examined though caseanalyses followed by a comparative cross-case analysis with a abductive approach. Conclusions: The study shows that HR-oriented and political perspectives can help explain thepolarized nature of union cooperation. A key finding is that self-serving interests and values havea destructive impact on this cooperation. In a constructive collaboration, the local union can alsoact as a value-creating link between management and employees. Additionally, companymanagement can utilize preventive approaches and other practical methods to steer cooperationtowards a more constructive direction. The study also revealed a promoting and limiting chainreaction on the company's organizational and human resources and capabilities. These effectshave a significant impact on the company’s conditions for developing its dynamic capabilitiesand creating competitive advantages in a volatile market. Furthermore, the study presents severalproposals to strengthen or reconstruct the relational conditions between the parties