Efter millenniumskiftet uppfattas det som närmast ”rätt” att moderna framtidsinriktade verksamheter, stora som små, bör arbeta med kvalitetsstyrning[1].  Åtgärder inom kvalitetsstyrning innebär att moderera och justera tillverkningsprocessen så att de producerade enheterna håller sig till en standard[2]. Företag ställs ständigt inför flera olika alternativ om hur de kan förändra sitt arbetssätt, och öppna sig för att ta till sig olika kvalitetshöjande koncept. Dessa ska leda till att organisationen och dess processer blir mer effektiva och produktiva, för att i sin tur sänka kostnader, maximera vinsten, bemöta kundernas efterfråga, och kunna leverera billigare produkter av högre kvalitet på ett snabbare och enklare sätt. Dessa koncept blir en förutsättning för att företag ska växa och kunna konkurrera på en allt mer konkurrenskraftig företagsmarknad. Motsvarande 10-30% av företagens kostnader beror på kvalitetsbrister (brister inom processerna på produktionen som har inverkan på tid, resultat och effektivitet). Det blir till slut ohållbart för företag som vill växa[3]. Företag tillämpar därför olika välkända koncept, såsom ”Scientific Management” för att höja sin kvalité. Detta examensarbete syftar till att kartlägga den norska livsmedelsproducentens Best Foods verksamhet i fabriken i Sandvika, Norge. Arbetet avser även att jämföra verksamheten med de principer som utgör Scientific Management. Uppsatsens datainsamling baserar sig på en fallstudie byggd på intervjuer med Best Foods ledning och anställda, samt på observationer i Best Foods lokaler. Vidare datainsamling har skett via relaterade internetsidor, artiklar samt litteratur. Vid fördjupade studier med berörda parter för datainsamling har mailkontakt använts. Slutsatsen visar att ledningen omedvetet arbetar efter flera av Scientific Management principer, det vill säga ledningen styr företaget enligt det som anses gynna företaget mest, vilket visar sig få stöd av många av Scientific Managements principer. [1] Røvik Kjell Arne (2000) [2] Bokföringstips [3] Sörqvist Lars (2001)

<p>A publicly funded elderly care that is widely available at people’s homes has been described as unique for the Nordic countries. There is much research that focuses on the relationship between caregivers and <em>care receivers</em>, and also about how work is organized in these organizations. However, research into how care work is organized in organizations that have implemented a salutogenic approach is limited. This is a qualitative study aimed to <em>examine how caregivers feel that the organization of work in elderly care change after implementation of salutogenic elements in their daily work.</em> The study conducted six semi-structured interviews with caregivers that have experienced different ways of organizing care work. Study shows that the organization of care work has gone from a Tayloristic, task-oriented and routinized work towards a salutogenic, person-oriented and personalized approach. The study also shows that dilemmas may arise in the new way to organize care work when caregivers and <em>care receivers</em> values and opinions differ. Caregivers then orient between sins of omission and abuse.</p>

A publicly funded elderly care that is widely available at people’s homes has been described as unique for the Nordic countries. There is much research that focuses on the relationship between caregivers and care receivers, and also about how work is organized in these organizations. However, research into how care work is organized in organizations that have implemented a salutogenic approach is limited. This is a qualitative study aimed to examine how caregivers feel that the organization of work in elderly care change after implementation of salutogenic elements in their daily work. The study conducted six semi-structured interviews with caregivers that have experienced different ways of organizing care work. Study shows that the organization of care work has gone from a Tayloristic, task-oriented and routinized work towards a salutogenic, person-oriented and personalized approach. The study also shows that dilemmas may arise in the new way to organize care work when caregivers and care receivers values and opinions differ. Caregivers then orient between sins of omission and abuse.

I detta kandidatarbete tar vi upp om kopplingen mellan digitaliseringen och mätbarhet samt dess konsekvenser på den individuella människan, vilket vi sedan anpassat och implementerat i ett digitalt spel för att öppna upp för diskussion angående ämnet. Critical design är ett huvudfokus för vårt kandidatarbete för att kunna lyckas skapa diskussion och uppmana spelaren till att tänka på sina handlingar. I texten beskriver vi även hur spelet utvecklats, från idé och koncept, genom produktionsfasen fram till hur slutprodukten blev till. Vidare har vi även intervjuat för att se hur spelet samt dess kopplingar med digitalisering och mätbarhet uppfattades. Till detta ändamål kombinerades observationer, kvalitativa intervjuer, kvantitativa data och meningskoncentrering. Slutresultatet var inte riktigt som vi förväntat oss, digitaliseringen var inte så starkt representerad som vi hade hoppats på men mätbarhet och stress var det dock. Som avslutning följs det en diskussion kring vad som kunde ha förändrats samt vad framtida projekt skulle kunna ta lärdomar av. / In this bachelor thesis we address the connection between digitalization and measurability and its consequences on the individual, which we have adapted and implemented into a digital game to open up for a discussion about the subject. Critical Design is a main focus for our bachelor thesis in order to succeed with creating a discussion and challenge the players to think about their actions. In the text we also describe how the game was developed, from idea and concept, through the production phase up until the final product. Furthermore we’ve also performed interviews to understand how the game and its connections with digitalization and measurability was perceived. For this purpose, observations, qualitative interviews, quantitative data and sentence concentrating were combined. The end result wasn’t as we had imagined, digitizing wasn’t as strongly represented as we had hoped for but measurability and stress were. Lastly we’ll have a discussion about what could’ve changed and also what future projects could learn from this project.

In this paper I analyse the first use of work studies in Swedish hospitals, between 1944 and 1960. The overall purpose of the study is to increase the knowledge of how Taylorism was introduced in the Swedish welfare state. The operational purpose is to increase the knowledge of how tayloristicwork studies influenced the health service and its employees, and how the health service influenced the tayloristic methods and the engineers who conducted the work studies.In the early 1940s, the shortage of trained staff and raising costs became motivations for rationalising Swedish healthcare. The idea of using work studies as a method of rationalisation was driven by the state, in contrast both to early attempts in the US as well as when Taylorism was introduced in Swedish industry. This "push" from the state, rather than a "pull" from hospitals and the fact that only five engineers were working on work studies in the entire healthcare sector, are the reasons why work studies did not produce any measurable economic results. To be able to use work studies at the hospitals, the engineers made major changes to the original tayloristic methods. All movement studies were scrapped, and four out of ten rationalisation proposals were not based on traditional Taylorism. All groups, except doctors, were studied but a difference can be seen from 1955 when rationalisation proposals were directed only at the supportfunctions. The reason for this was that the engineers worked on behalf of the regional councils, which steered the engineers away from direct care and towards support functions such as laundry. The professional identity of Swedish engineers after the First World War focused on cooperation, neutrality, problem solving and fact-based decisions. The same professional identity can be seen for the engineers in the healthcare sector, who also actively used their professional identity as an argument why their work could contribute to the healthcare system and its rationalisation. After 1960, Taylorism gained more ground in Swedish healthcare and the work studies most likely played a role in this, but it was not until hospitals were more industrialised that Taylorism was widely disseminated in the healthcare sector. It is, therefore, hard to say that it was the work studies that led to the industrialisation of hospitals in Sweden.

This essay is a qualitative examination of tayloristic labour processes in Swedish healthcare from 1945 to 1960. It focuses on nurses and explores how they reacted to changes in their working conditions brought about by taylorism through their association journal, Tidskrift för Sveriges Sjuksköterskor. The study has three major themes: what topics were important to nurses, what their views were on changes in working conditions and how their ideals changed. By looking at articles pertaining to these themes the study found that nurses were not averse to changes to their own working conditions. They were positive about the more qualified work and higher status taylorism created. However, they were negative about the possible effect that it could have on the care given to patients.

297f. / Submitted by Suelen Reis (suziy.ellen@gmail.com) on 2013-04-11T18:20:26Z No. of bitstreams: 1 Tese Jose Nevesseg.pdf: 1091991 bytes, checksum: ea2f8c4f454f43362ff11e4897c1b70c (MD5) / Approved for entry into archive by Rodrigo Meirelles(rodrigomei@ufba.br) on 2013-05-26T10:51:43Z (GMT) No. of bitstreams: 1 Tese Jose Nevesseg.pdf: 1091991 bytes, checksum: ea2f8c4f454f43362ff11e4897c1b70c (MD5) / Made available in DSpace on 2013-05-26T10:51:44Z (GMT). No. of bitstreams: 1 Tese Jose Nevesseg.pdf: 1091991 bytes, checksum: ea2f8c4f454f43362ff11e4897c1b70c (MD5) Previous issue date: 2007 / Esta tese buscou investigar se a utilização intensiva das tecnologias da informação e comunicação é uma oportunidade para a reconfiguração das formas de dominação, no ambiente da organização do trabalho, à medida que os sistemas de informação se apresentam como suporte da tecnologia avançada para levar adiante os mesmos princípios do taylorismo. Foi estudado o caso da implantação, em uma empresa de fertilizantes, dos sistemas integrados de gestão, os ERPs, que trazem como novidade, embutidas no seu bojo, a imposição de práticas de trabalho oferecidas como “as melhores práticas” de gestão do trabalho. / Salvador

Orientador: Liliana Rolfsen Petrilli Segnini / Tese (doutorado) - Universidade Estadual de Campinas, Instituto de Filosofia e Ciências Humanas / Made available in DSpace on 2018-08-27T10:51:48Z (GMT). No. of bitstreams: 1 Lucas_MarcilioRodrigues_D.pdf: 3043330 bytes, checksum: a0f2bdab5bee59caf15b47e518ab7ad8 (MD5) Previous issue date: 2015 / Resumo: Este trabalho analisa dilemas do marxismo em torno da questão da racionalização do trabalho no século XX, especialmente no período entreguerras, quando se difundia pelo mundo capitalista os princípios tayloristas de organização científica do trabalho. Tais dilemas se relacionam ao fato de que o desenvolvimento da grande indústria moderna e a difusão dos princípios tayloristas permitiram uma grande elevação da produtividade do trabalho, ao mesmo tempo em que exacerbaram a condição subordinada dos trabalhadores no interior do processo de produção. Essa dinâmica colocou problemas para os movimentos operários e o pensamento marxista, tanto no que se refere às estratégias e possibilidades de resistência ao incremento da subordinação e da exploração sobre a força de trabalho, quanto em relação aos desafios teóricos e práticos contidos na tarefa de distinção entre os elementos potencialmente positivos desse processo de produção e os traços degradantes de sua exploração capitalista. As dificuldades se revelaram de forma mais dramática no caso da experiência revolucionária russa, na qual o horizonte aberto para a emancipação dos trabalhadores se chocava com a necessidade imediata de organizar e desenvolver o aparato produtivo frágil e deficiente. Por isso, esta pesquisa se concentra sobre o conjunto de problemas e experiências verificado na sociedade soviética, desde as formulações de Lenin a respeito do taylorismo, passando pelas tentativas de concretização de um "taylorismo soviético" na década de 1920, até o surgimento do stakhanovismo durante o período stalinista, em 1935, formando um movimento de operários que obtinham recordes de produção e reivindicavam, como princípio, uma racionalização do trabalho fundada em propostas e iniciativas dos próprios trabalhadores. A hipótese principal defendida em relação a essas experiências é que a estratégia de incorporação do taylorismo carregava limites incontornáveis do ponto de vista da emancipação dos trabalhadores, mas, por outro lado, o seu abandono no momento da ascensão stalinista representou um retrocesso e não um avanço, já que engendrou uma dinâmica em que a exaltação dos stakhanovistas, como "heróis do trabalho", obscurecia a formação de uma organização despótica e ineficiente da produção, cujos traços essenciais permaneceram até a dissolução do regime / Abstract: This thesis analyses Marxism¿s dilemmas around the question of the labor rationalization in the 20th century, specifically on the interwar period, when was diffused on the capitalist world the Taylor's principles of scientific organization of work. These dilemmas were associated with the modern industry development and the diffusion of the Taylor¿s principle. These facts allowed a huge increase of the work productivity causing at the same time an exacerbation of the worker¿s subordination condition inside the productive process. This dynamic put some problems for the workers movement and for the Marxist thought. Whether to the resistance strategies and possibilities against subordination increase and against work force exploitation, whether to the theoretical and practical challenges linked with the task of making a distinction between the potentially positive factors of this productive process and the degraded traits of the capitalist exploitation of this. The dilemmas were shown in a more dramatic way in the Russian¿s revolutionary experience, in which the possibility for worker¿s emancipation collided with the immediate necessity of organize and develop the productive resource, which was fragile and low. Considering all these facts, this research focused on all problems and experiences verified in the soviet society since Lenin¿s formulations about taylorism, going through concretion efforts to stablish a "soviet taylorism" in 1920, until the raising of Stakhanovism during the Stalinist period in 1935. In that year was formed a worker¿s movement that broken productive records and claimed, as a principle, a labor rationalization rooted on proposals and initiatives of the workers by themselves. The main hypothesis defended about these experiences was that the attempt of taylorism incorporation brought unsolvable limits to the worker's emancipation matters, but on the other hand, the renunciation of this attempt during Stalinist rising, meant a regression instead an improvement. It happened because was engendered a dynamic in which the Stakhanovist¿s exaltation as "heroes of the work" obscured the formation of a despotic and inefficient productive organization, which essential traits remained until the end of the regime / Doutorado / Ciencias Sociais / Doutor em Ciências Sociais

This dissertation analyzes the causes, development, and consequences of scientific management in American and British industry between 1878 and 1920. It contextualizes Frederick Winslow Taylor’s wage incentive system in economic and social changes associated with the transition from proprietary capitalism to managerial capitalism during this period, especially the growth of high fixed-cost investments in plant and machinery. This study also reorients scholarly understanding of scientific management by expanding the analysis to include figures who were neither efficiency engineers nor managers. Therefore, it examines how and why Louis Brandeis popularized scientific management, and argues that in doing so, he turned scientific management into a movement which proponents thought could be applied to all realms of work, far removed from the manufacturing setting for which Taylor had designed it. This study also analyzes the congressional investigation into Taylor’s system by arguing that the opposition to scientific management of the investigation’s leader, William B. Wilson, must be understood in the context of the nature of work in coal mining and its technical differences from the metalworking industries. By examining Wilson’s tenure as secretary of the newly created Department of Labor, the dissertation also traces the role of coal miners in shaping the development of the American state. Additionally, the dissertation offers an analysis of scientific management at the Cadbury chocolate factory, which raises questions about the system’s transatlantic construction, the role of organizational knowledge in improving the production process, and debates over the nature of British industrial decline. / 2027-03-01T00:00:00Z

Bakgrund: Karin Holmblad Brunsson, forskare på Uppsala Universitet, har genom sin forskning tolkat Frederick W. Taylor och Henri Fayols forskning inom management med den slutsatsen att det finns ett gap mellan teori och praktik. Med utgångspunkt i denna forskning vill vi utreda detta gap genom att undersöka vilken kompetens som efterfrågas vid chefsrekrytering i Sverige. Syfte: Syftet med denna undersökning är att, med hjälp av headhunters, utreda huruvida det är Taylor eller Fayol’s principer som dominerar i företagsledningen. Metod: Med en deduktiv ansats och strukturerade intervjufrågor har datainsamling skett genom intervjuer med headhunters. Dessa data ligger till grund i den tolkning och analys som avser att besvara syftet.TEORI: Kompetens, Headhunting/Executive Search, Taylorism, Fayolism. Slutsatser: Denna studie är avsedd att utreda om management är ett generellt yrke som går att tillämpa oavsett organisation och bransch eller om det är ett yrke som kräver anpassning efter specifika organisationer och branscher. Svaret på denna fråga går ej att generalisera i stort baserat på denna studie, då det är väldigt beroende på chefsnivå, storlek på företag och bransch. Oberoende av företagets storlek dominerar Taylors principer på lägre chefspositioner medan Fayols principer dominerar på högre nivåer. Övergången varierar även mellan Taylor och Fayol beroende på företagets storlek, där övergången sker på högre nivå i små företag och på lägre nivå i stora företag. / Background: Karin Holmblad Brunsson, a scientist at Uppsala University, has through her research investigated differences between Frederick Winslow Taylor and Henri Fayols research regarding management. Her conclusion is that there is a gap between theory and practice in their views of management. With basis in this research we want to investigate this gap by looking into which competence that is asked for when headhunting managers. Purpose: Our purpose with this study is with help by interviewing headhunters to investigate whether there is the theories of Taylor or Fayol that dominates the management team. Methodology: Interviews with headhunters have been done to collect data with a deductive approach and structured surveys. This data is the foundation of our analysis whose purpose is to answer our question. Theory: Competence, Headhunting/Executive Search, Taylorism, Fayolism. Conclusion: The primary goal with this study is to investigate whether management is applicable in a general manner in every organization or if management requires special and for the organization specific knowledge. There is a quite complex answer to this question when it is depending on which type of organization, organization size, line of business and level of management. Taylors principles of scientific management is dominating the managerial work in lower levels of the hierarchy while Fayols general principles of management is dominating in higher levels of management. The changeover between Taylor and Fayol varies depending on the company size where the transition occurs in an earlier stage in big organizations while this happens later in smaller organizations.