Att göra förändring: en studie av ledarskap och organisation vid förändringsarbete
(2007)School of Social Work
- Abstract
- The purpose of this essay is to analyse how the leadership and the structure of the organization affect the process of changes within a specific department in Lunds kommun socialdepartment, from the director of social work to the co-workers at Utredningsenheten för ungdom och familj. We aim to answer the following questions;
How does the structure of organisation affect the process of change?
What do the co-workers and the leaders believe is the best way to engage the co-workers in the change?
How does the leaders view their own leadership in the process of change?
How does the co-workers view the leadership in the process of change?
How does the leadership affect the process of change?
To develop an organisation and to make it a... (More) - The purpose of this essay is to analyse how the leadership and the structure of the organization affect the process of changes within a specific department in Lunds kommun socialdepartment, from the director of social work to the co-workers at Utredningsenheten för ungdom och familj. We aim to answer the following questions;
How does the structure of organisation affect the process of change?
What do the co-workers and the leaders believe is the best way to engage the co-workers in the change?
How does the leaders view their own leadership in the process of change?
How does the co-workers view the leadership in the process of change?
How does the leadership affect the process of change?
To develop an organisation and to make it a functional, change is a necessity. The leaders are they who create the change but the co-workers are they who make it happen. In the process of change, leadership and the leaders capacity to create motivation for the co-workers, is therefore a matter that is decisive to its success.
This is a study based on a qualitative method, where the interview is the main source of empirical material. We have interviewed three leaders on different levels in the organisation and four co-workers within Utredningsenheten för ungdom och familj. In our analysis we believe that we can see a connection between the leadership and the outcome of the process. The leaders are well recruited to their positions and we believe that this has a lot to do with the positive outcome of the process of change. The high positioned leaders have a developed conceptual capacity and a focus set on strategy and visions. The line manager is more directly involved with the co-workers and is therefore responsable for the motivationwork. Our conclusion is that becouse of the god relations between the line manager and the co-workers, there is a climate in the department that stimulates and activates change. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/1324425
- author
- Pamsjö, David and Larson, Anna
- supervisor
- organization
- year
- 2007
- type
- M2 - Bachelor Degree
- subject
- keywords
- Leadership, co-workers, process of change, organization, Social sciences, Samhällsvetenskaper, Organizational science, Organisationsteori
- language
- Swedish
- id
- 1324425
- date added to LUP
- 2007-10-10 00:00:00
- date last changed
- 2007-10-10 00:00:00
@misc{1324425,
abstract = {{The purpose of this essay is to analyse how the leadership and the structure of the organization affect the process of changes within a specific department in Lunds kommun socialdepartment, from the director of social work to the co-workers at Utredningsenheten för ungdom och familj. We aim to answer the following questions;
How does the structure of organisation affect the process of change?
What do the co-workers and the leaders believe is the best way to engage the co-workers in the change?
How does the leaders view their own leadership in the process of change?
How does the co-workers view the leadership in the process of change?
How does the leadership affect the process of change?
To develop an organisation and to make it a functional, change is a necessity. The leaders are they who create the change but the co-workers are they who make it happen. In the process of change, leadership and the leaders capacity to create motivation for the co-workers, is therefore a matter that is decisive to its success.
This is a study based on a qualitative method, where the interview is the main source of empirical material. We have interviewed three leaders on different levels in the organisation and four co-workers within Utredningsenheten för ungdom och familj. In our analysis we believe that we can see a connection between the leadership and the outcome of the process. The leaders are well recruited to their positions and we believe that this has a lot to do with the positive outcome of the process of change. The high positioned leaders have a developed conceptual capacity and a focus set on strategy and visions. The line manager is more directly involved with the co-workers and is therefore responsable for the motivationwork. Our conclusion is that becouse of the god relations between the line manager and the co-workers, there is a climate in the department that stimulates and activates change.}},
author = {{Pamsjö, David and Larson, Anna}},
language = {{swe}},
note = {{Student Paper}},
title = {{Att göra förändring: en studie av ledarskap och organisation vid förändringsarbete}},
year = {{2007}},
}