Förväntningama på utbytet av omsorgsarbetet har en central betydelse för dynamiken i hemtjänsten. Partema hanterar vanligen olikheter i förväntningama så att utbytet blir tillfredsställande. Dock ingår i vårdbiträdets hantering sociala konstruktioner som idealiserar omsorgsarbetet och tillskriver partema egenskaper och roller. Konsekvensema analyseras i denna artikel utifrån ett socialpsykologiskt perspektiv.
Emotionellt klimat är en betydelsefull kvalitetsaspekt på människobehandlande arbete. I artikeln analyseras hur äldre personers upplevelse av klimatet i mötet med vårdbiträdet förändras när deras hemtjänst organiseras om.
Påverkar utformningen av grupporganisationen i hemtjänsten arbetsgruppernas klimat? 25 arbetsgrupper i tre olika kommuner har undersökts. Gruppstorlek, mötesordning, ledningsform samt gruppernas självständighet i organisationen visar sig vara avgörande för kommunikation, stämning, sammanhållning och konflikthantering.
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During the 1990s public services have to a great extent reorganised according to the idea of market economy and new management ideas. An example that illustrates these processes is the home care organisations. Private companies, new management strategies and special need assessment officials have been introduced. In a longitudinal study we have focused on the fate of the working teams as it is shown by the group climate. Earlier studies have shown a relationship between group climate and the quality of the home care work. The change processes have been explored through documents, interviews with managers and by observations at meetings in seven districts. The group climate in 17 working teams has been measured by an adjectival list. The study has been performed four times during the period 1993 - 2003. For most teams the group climate remains relatively unchanged or changes in a negative direction during the ten years. Small changes in the organisation promote a relatively stable climate or changes in a direction known to promote high work quality. Few examples in our study show that the organisation changes can promote a change of a negative group climate in a positive direction. The management in the organisations does seldom show an interest in the fate of the working teams when planning for new organisation changes. The reorganisations in the public sector during the 1990s seem to have resulted in deeper cleavages between the management domain and the professional domain (e g working teams) of the organisation. The changes seem to result in status quo or decline in the group climate of teams. The group climate and other aspects of the home care organisation may be more influenced by the change processes in themselves than by the character of the changed organisation. (Less)
For large companies, offshore sourcing is rapidly becoming a prerequisite for competing. But for small companies, it is generally assumed that the incremental per-worker savings associated with offshore sourcing are likely to be outweighed by the cost and risk of establishing an offshore operation. Nonetheless we found four European SMEs that have not only succeeded offshore, but gained access to new opportunities and markets that they believe would not have been available to them otherwise.
The emotional aspects of the care-giving relationship in home-care services are studied, starting from the home-care recipients' and the home-care workers' perception of the emotional climate. Their experiences of the care-giving relationship and the influence from different aspects of the care-giving situation and social processes in the work organisation are explored. Two hundred and twenty-two recipients and their home-care workers in three typical Swedish municipalities were studied. The emotional climate is described with the help of a scale of 85 adjectives. Results show that home-care workers are more likely to experience the climate with a higher degree of emotionality. There is symmetry between the parties in the perception of a negative climate. However, if one party perceives the climate as close the other party is more likely to perceive it as rational or instrumental. The organisational processes, especially the group climate of the work team, principally influence the home-care recipients' perceptions. The workers' perceptions are principally influenced by age and gender of the recipients and the workers' own age. The emotional climate is constructed in a process between the parties, depending on their responses to each other. Tendencies to perceive a specific climate are strengthened or weakened by context variables and this in turn changes the care-giving interaction.
