Syftet med studien är att undersöka huruvida kommunikationen mellan medarbetare på en psykiatrisk intensivvårdsavdelning kan fungera som ett förebyggande verktyg för medarbetarnas upplevda psykosociala arbetsmiljö. Studien är genomförd med en kvalitativ metod där empirin har samlats in genom semistrukturerade intervjuer med sju medarbetare på en psykiatriska intensivvårdsavdelning. Empirin har tolkats genom en hermeneutisk ansats. Resultatet av studien visar att den interna kommunikationen mellan medarbetarna har en stor inverkan för den upplevda arbetsmiljön. På grund av den studerade avdelningens stundtals påfrestande och stressiga arbetssituation var de faktorer som påtalades som viktigast för att må bra på arbetet sammanhållning, förtroende, öppen kommunikation och humor. Dessa framkommer genom studien vara kommunikativa verktyg som går att arbeta förebyggande för att främja välmående på arbetsplatsen. / The aim of this study is to examine how communication between co-workers in a psychiatric intensive care unit can function as a preventive tool on the co-workers perceived work environment. The study is conducted through the use of a qualitative method. The result stems from semi-structured interviews with seven co-workers in the psychiatric intensive care unit. The result has been interpreted trough a hermeneutic approach. The empirical data of the study shows that the internal communication between the co-workers has a big impact on the perceived work environment. Due to the sometimes tough and stressful work environment of the care unit, the most distinguishing factors shown to be important for the well-being at the workplace were: group cohesion, trust, open communication and humour. These are through the study found to be communicative tools that can be used in the proactive work to foster the well-being on the workplace.

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In a report of the National Board of health and welfare they statethat the chief's role in the health care profession, plays a major role in, among other things, their psychosocial work environment and that communication is carrying for the prerequisite to achieve this. In this paper a qualitative study has been made of how protective services workers feel that their work environment is affected by the power situation in relation to the head. This data has been analyzed based on theories of power, communication and sense of context (SOC). The results show that informants feel that the manager's way of communicating is important partly for sense of context (SOC) of their work, but also that it is dependent on communication for power visible or not. / I en utav Socialstyrelsens rapporter står att läsa att chefskapets betydelse inom vård och omsorgsyrket, spelar en viktig roll för bland annat de anställdas psykosociala arbetsmiljö och att kommunikation är bärande för förutsättningen att lyckas med detta. I denna uppsats har en kvalitativ studie gjorts om hur omsorgspersonal upplever att deras arbetsmiljö påverkas av maktsituationen i relationen till chefen. Dessa data analyseras sedan utifrån teorier om makt, kommunikation och känsla av sammanhang (KASAM). Resultatet visar på att informanterna upplever att chefens sätt att kommunicera är viktigt dels för känslan av sammanhang(KASAM) på sitt arbete , men också att det är beroende av kommunikationen om makten synliggörs eller inte.

Thesis (MBA)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: Until recently, there was little awareness of the phenomenon of workplace bullying, or of the means by which it is carried out. Even today, many people still know very little or nothing of what goes on behind closed office doors. The prevalence of workplace bullying seems to indicate a worsening trend, and it may be that everyone in the workplace is now at risk of having "an experience". Workplace bullying is the deliberate, hurtful mistreatment of a person by a bully driven by her or his need to control others at work. It is quite simply, psychological violence in the workplace, and the results thereof include psychological trauma, loss of dignity, and feelings of shame in the person being targeted or victimised. Bullying can be regarded as the use or abuse of position or power to coerce others by fear or persecution or to oppress them by force or threat. It has been identified as a more crippling and devastating problem for both employees and employers than all other work-related stresses put together. Most bullying is insidious in that it is carried out at the psychological level. Although it may be most obvious in screaming and publicly abusive episodes, it is usually more subtle and persistent. Its behaviours can include rumours, gossip and attempts to turn others against a person, stealing credit for others' work, deliberate attempts to sabotage someone's work, highly public and humiliating criticism, blame, threatened job loss or punishment. In the case of physical assault, there is no doubt that an attack has taken place. In the case of bullying, it may be months, perhaps even a year or more, before one begins to realise that the difficulty one is experiencing with a particular individual, or group of individuals, goes beyond what can reasonably be expected in one's place of work. In the research the author explored the impact of workplace bullying on the organisation and the individuals (victims) concerned. The author used a real-life case study / example in Chapter 2 to illustrate the existence and the negative effects of this workplace phenomenon. The author suggests some strategies to victims and employers on how to recognise the tactics of their tormentors, how to stop the hurt and regain their dignity, self-esteem and confidence and, furthermore, how to discourage workplace bullying and eliminate its debilitating effects. Organisations should realise that bullying at work is a hidden menace that can destroy individuals and undermine both individual and teamwork performance, and that people can never perform at their best when they are bullied. Employers and employees therefore have a mutual interest in the eradication of this workplace demoraliser, workplace bullying. Ignoring the problem will not make it go away - it will slowly eat away your organisation's bottom line. / AFRIKAANSE OPSOMMING: Daar was tot onlangs min bewustheid van die verskynsel van werkplektreitering of van die wyse waarop dit toegepas word. Selfs vandag nog weet baie mense baie min of selfs niks van wat eintlik agter geslote kantoordeure aangaan nie. Die voorkoms van werkplektreitering dui op 'n toenemende tendens, en dit kan wees dat elke persoon in die werkplek die gevaar loop om aan hierdie "ervaring" blootgestel te word. Werkplektreitering is die opsetlike en skadelike mishandeling van 'n persoon deur 'n bullebak wat gedryf word deur sy/haar behoefte om almal in die werkplek te beheer. Dit is eenvoudig sielkundige geweld in die werkplek, sowel as die resultaat daarvan, wat insluit sielkundige trauma/geweld, die verlies aan waardigheid, en gevoelens van skaamte in die persoon wat geteiken word of die slagoffer is. Werkplektreitering kan beskou word as die gebruik of misbruik van mag en posisie om vrees by ander in te boesem deur vervolging of onderdrukking of deur dwang of bedreiging. Werkplektreitering is geïndentifiseer as 'n probleem wat meer verlammend en verwoestend is as alle ander werkverwante stressors van werkgewers en werknemers saamgevoeg. Die meeste treitering is verradelik deurdat dit op 'n sielkundige vlak uitgevoer word. Alhoewel 'n geskree en openlike beledigende episodes die ooglopendste is, is dit gewoontlik meer subtiel en aanhoudend. Die gedrag van die werkplekbullebak kan insluit gerugte, skinderpraatjies, pogings om persone teen mekaar op te steek, krediet te neem vir 'n ander se werk, doelbewuste pogings om iemand se werk te saboteer, hoogs openlike en vernederende kritiek, beskuldigings, asook dreigemente met betrekking tot werksverlies of straf. Met fisieke geweld is daar geen twyfel dat 'n aanranding plaasgevind het nie. Met werkplektreitering kan dit egter maande, miskien selfs 'n jaar of meer, neem voordat 'n mens besef dat die probleme wat met 'n spesifieke individu of groep individue ondervind word verder strek as wat redelikerwys binne 'n mens se werkplek verwag kan word. In die navorsingsverslag het die skrywer die moontlike impak van treitering in die werkplek op die organisasie én die individue wat daaraan onderworpe is, ondersoek. Die skrywer het gebruik gemaak van 'n werklike gevallestudie in Hoofstuk 2 om die teenwoordigheid en die negatiewe impak van werkplektreitering binne die werksomgewing te illustreer. Die skrywer stel sekere strategieë aan slagoffers en werkgewers voor oor die wyse waarop die taktiek van die plaaggeeste herken kan word, hoe om die seerkry te stop en waardigheid, selfagting en selfvertroue terug te bring en voorts hoe om werkplektreitering te ontmoedig en die aftakelende gevolge daarvan te elimineer. Organisasies moet besef dat werkplektreitering 'n weggesteekte bedreiging is wat individue kan vernietig en individuele en spanwerkprestasies kan ondermyn en dat mense nooit op hul beste kan presteer wanneer hulle getreiter word nie. Werkgewers en werknemers het dus 'n wedersydse belang in die uitroeiing van hierdie werkplek demorialiseerder, werkplektreitering. Deur die probleem te ignoreer sal dit nie laat verdwyn nie, maar dit sal stadig maar seker tot organisasies se ondergang lei.

Thesis (MBA)--Stellenbosch University, 2003 / ENGLISH ABSTRACT: Organisations have to address the issues of discrimination and bullying in the workplace, issues that have a negative impact on productivity. Organisations also need to address discrimination and bullying, as these phenomena have a large impact on the morale of employees within the organisation; morale that in turn influence productivity. Discrimination and bullying have been addressed by research in the past; however, more research has been done on discrimination than on bullying which is a fairly new field of study. Therefore the purpose of this report is to shed more light on the topic of bullying in the workplace and how to overcome it. It is necessary that discrimination and bullying as phenomena, is thoroughly understood, if one wants to attempt to find remedies for these issues. Therefore this research has been conducted by describing discrimination in the workplace, in order to create a thorough base from which to look at bullying in the workplace (a manifestation of discrimination). After the discussion on discrimination, bullying in the workplace is described by means of defining it, and describing its various aspects; how bullies work, examples of bullying, circumstances leading to bullying and its impact on all parties involved. A phenomenological analysis (research that attempts to describe a phenomena as it happen rather than trying to explain it) of bullying behaviour has been conducted by looking at the role of reinforcement, experience, knowledge and intrinsic values in creating a bullying personality. Childhood bullies has been discussed, bullies described and how they are created, together with their psychology, in order to understand more about the bully as an adult. The research also dealt with the victim and his psychology, in order to understand the bully-victim dyad (the relationship between the bully and the victim). Further, prejudice and power also plays a role in supporting bullying behaviour. Various remedies that can be used to eradicate discrimination and bullying from the workplace have been identified and described. These remedies are: • Legislation and the burden of proof. • Education and training to empower individuals to recognise and act against discrimination and bullying. • Social learning. • Continuous evaluation of the corporate culture of the organisation which will identify problem areas with regards to discrimination and bullying. • The establishment of support networks for minority groups. • Proactive, reasonable accommodation of differences (such as disability, HIV or AIDS, cancer, diabetes and the mental and emotional illnesses, left-handedness). • All parties should be informed about their responsibilities in combating the problem. • Workplace policies to deal with discrimination and bullying. • Establishment of efficient communication within the organisation. • Using mediation as a less expensive and quicker solution. • Emotional intelligence training or coaching. This research has shown that: • Discrimination is still a problem in South Africa and will prevail to be one in future as a result of the changing nature of the phenomenon. • Bullying is a live phenomenon in the workplace of today and its incidence is on the increase. • Bullies are created. Sufficient evidence to conclude that bullies are born, has not been found. • It is not clear from the literature to what extent human resource practitioners are equipped to deal with discrimination and bullying in the workplace. • Managers have the responsibility to deal with discrimination and bullying in the workplace. / AFRIKAANSE OPSOMMING: Organisasies moet diskriminasie en karnuffelry (gedrag van boelies) in die werkplek aanspreek aangesien dit produktiwiteit en moraal van werknemers negatief beïnvloed. Moraal opsig self beïnvloed produktiwiteit. Diskriminasie en karnuffelry is in die verlede in navorsing aangespreek. Meer navorsing oor diskriminasie bestaan egter as oor karnuffelry, wat 'n nuwer studieveld is. Die doel van hierdie navorsingsverslag is dan juis om meer lig te plaas op die onderwerp van boelies in die werkplek en hoe om die probleem te oorkom. 'n Goeie kennis oor die verskynsels van diskriminasie en karnuffelry is nodig, indien 'n poging aangewend gaan word om die probleem aan te spreek. Om die rede het hierdie navorsing diskriminasie in die eerste plek aangespreek, met die doel om 'n goeie basis daar te stel waarvandaan daar na karnuffelry ('n manifestasie van diskriminasie) gekyk kan word. Karnuffelry word dan vervolgens bespreek deur te kyk na die definisie daarvan, 'n beskrywing van die verskeie aspekte daar rondom, hoe boelies te werk gaan, voorbeelde van karnuffelry, omstandighede wat daartoe aanleiding gee en die impak daarvan op alle betrokke partye. 'n Fenomenologiese ondersoek (navorsing wat 'n fenomeen beskryf soos dit gebeur eerder as om dit te probeer verklaar) oor die gedrag van boelies is onderneem deur te kyk na die rol wat versterkingsteorie, ervaring, kennis en intrinsieke waardes speel in die totstandkoming van boelies. Boelies as kinders is bespreek en boelies beskryf, asook hoe hulle gevorm word, tesame met hulle psigologie met die doel om meer van die boelie as volwassene te verstaan. Die navorsing het ook gekyk na die slagoffer en sy psigologie met die doel om die boelie-slagoffer verhouding te verstaan. Vooroordeel en mag is verdere aspekte wat 'n rol speel in die gedrag van boelies. Hulpmiddels wat aangewend kan word in die stryd teen diskriminasie en karnuffelry, soos vervolgens gelys, is geïdentifiseer en bespreek: • Wetgewing en bewyslas. • Opvoeding en opleiding vir die bemagtiging van individue. • Aanleer van gedrag uit sosiale omstandighede. • Deurlopende evaluering van die kultuur binne die organisasie om probleemareas rondom diskriminasie en karnuffelry uit te wys. • Die daar stel van ondersteuningsnetwerke vir minderheidsgroepe. • Pro-aktiewe en billike tegemoetkoming van verskille (soos gebrek, MIV of VIGS, kanker, diabetes, verstandelike of emosionele siektes, linkshandigheid). • Alle partye moet ingelig word oor die verantwoordelikheid wat hulle dra met betrekking tot die bekamping van die probleem. • Werkplek beleid rakende die verskynsels. • Verseker dat daar effektiewe kommunikasie binne die organisasie plaasvind. • Mediasie moet gebruik word as 'n vinnige en kostebesparende metode van afrekening met die probleem. • Mentorskap en opleiding in emosionele intelligensie. Die navorsing het verder bewys dat: • Diskriminasie steeds 'n probleem is in Suid-Afrika en dat dit een sal bly in die toekoms. • Karnuffelry in die werkplek is 'n lewendige verskynsel en die insidensie daarvan is aan die toeneem. • Boelies word geskep. Daar kon egter nie voldoende bewyse gevind word dat boelies gebore word nie. • Die bestudeerde literatuur kon nie bewys tot watter mate personeelbestuur praktiseerders toegerus is om die probleem te hanteer nie. • Dit is bestuurders se verantwoordelikheid om af te reken met diskriminasie en karnuffelry in hulle organisasies.

Thesis (MBA)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: Why are other industries successfully using coworking spaces while the advertising industry in South Africa does not, or only partially? Can coworking spaces specifically tailored for the advertising industry invigorate the industry or will client confidentiality be the death of coworking in this industry? The purpose of this research study was to determine the viability of coworking spaces in the advertising industry in South Africa, as well as the barriers to entry and the concerns that the typical advertising person would have related to coworking spaces. This research employed a qualitative approach by means of four structured open-ended face-to-face interviews to obtain primary data about coworking spaces in Cape Town. The participants were randomly selected from advertising staff who had left the corporate environment to work for themselves from a home office, some who were using shared office space or entrepreneurs availing themselves of the advertising space. The researcher asked respondents questions about their experiences and what would be important considerations for making use of a coworking space. The key findings were that there was a need for affordable office space. Financial considerations were one of the main reasons preventing start-up entrepreneurs or self-employed individuals from moving from their home office. The location of the coworking space was of the utmost importance, because individuals did not wish to be stuck in traffic and preferred to work close to their homes. Confidentiality was a major concern for all the respondents taking part in the survey. The principle of knowledge sharing in a coworking environment is valuable, but it could have limitations in the advertising industry since most of the work is deemed confidential. Moreover, the concept of coworking was still largely unknown and had to be explained during each interview. The way we work has changed, but not the working environment.

published_or_final_version / Urban Planning / Master / Master of Science in Urban Planning

Considering the increasing levels of unemployment and underemployment, and the limited evidence concerning the impact of underemployment on health, my study examines the relations between subjective, objective, and time-related underemployment and employees’ health-related quality of life, as manifested through self-rated health, activity limitations and work-related stress. The study compares an expanded model of work-health relations that, along with the factors addressed by control-demand, and social capital theories, includes characteristics of the physical work environment, and employees’ economic class. In addition to the commonly examined factors related to employment and health (control-demand and social capital), my study explores the impact of the work environment (hazards, discomfort and physical demands) and economic class to determine the specific effects of underemployment on an employee’s health-related quality of life. My main argument is that underemployment, in conjunction with lower economic class, higher exposure to a harmful work environment, lack of control over work, and lower social capital, contributes to increased work-related stress and diminishes health-related quality of life. The study applies a mixed methodological approach based on data from the Canadian Work and Lifelong Learning Survey and the US General Social Survey, and qualitative analysis of interviews from the Ontario Survey on Education-Job Requirements Matching. Evidence based on cross-sectional and qualitative data analysis provides consistent findings and confirms the main assumption that high levels of underemployment have a significant effect on employees’ health-related quality of life. The study shows that employees’ economic class, characteristics of work environment and control over work carry the highest associations with health-related quality of life, while underemployment has a significant additive association with health-related quality of life, most importantly with work-related stress.

<font face="Arial">This study investigated the attitudes and responses of male employees to the implemention of the Gender Equity Strategy and considered the implementation for the development of a gender education and training intervention. The study investigated the initial resistance to the introduction and implementation of the Gender Equity Strategy at the Polymer Plant by male employees. </font>

Titel: Sjukt omhändertagande - en studie om sjukfrånvaron inom den kommunala äldrevården Författare: Tuyet Pham, Hannes Skanung och Ida Söderman Handledare: Kjell Arvidsson Kurs: Företagsekonomi III - organisation, examensarbete (kandidat)   Syfte Vårt syfte med denna uppsats var att undersöka om den generellt höga sjukfrånvaron inom äldrevården i kommunal sektor har en organisatorisk koppling. I samband med uppsatsens syfte ställdes följande forskningsfråga: vilka organisatoriska faktorer bidrar till sjukskrivningarna inom den kommunala äldrevården?   Metod Denna studie är både en kvalitativ och kvantitativ studie som antagit en abduktiv ansats. Studien går under undersökningsdesignen fallstudie där det empiriska materialet består av en enkätundersökning samt kvalitativa intervjuer. I enkätundersökningen deltar 56 medarbetare och på intervjuerna deltar nio anställda på sex avdelningar under tre enheter.   Slutsatser Den empiriska och teoretiska datainsamlingen resulterade i slutsatsen att den generellt höga sjukfrånvaron inom den kommunala äldrevården har en organisatorisk koppling. Organisatoriska faktorer som vi anser påverkar sjukfrånvaron inom den kommunala äldrevården är olika uppfattningar om ansvaret för arbetsuppgifter, låg bemanning, graden av gemenskapen i olika arbetsgrupper och frånvarokultur.  Vi menar även att dessa organisatoriska faktorer påverkas av strukturella faktorer som ligger utanför organisationen. Ett exempel på detta är det långsamma vårdsystemet. / The purpose of this study was to analyze if the sickness absence in the public elderly care is due to organizational elements. This study is based on the research question:   What organizational elements contribute to the sickness absence in the public elderly care?   Method This thesis is based on a qualitative and a quantitative research and presumes an abductive approach. The empirical study consist a survey with 56 employees and interviews with nine employees in six departments within three units.   Results The empirical and theoretical study has contributed with the result that the sickness absence in the public elderly care is due to organizational elements. Organizational elements, which are affecting the sickness absence, are different views on responsibility of work tasks, low staffing, the degree of community in various working groups and absence culture. These organizational elements are also affected by structural elements in the external environment. An example of this is the inertial healthcare system