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Kommunikation och motivation vid förändring

Westerlund, Anna LU and Svensson, Josefina LU (2012) SKOK01 20121
Department of Strategic Communication
Abstract
This bachelor’s thesis base is placed in the research field change communication and aims to understand and problematize middle managers view of their communicative function during change. Through the research we also aim to understand what influence the middle managers view and how they can be motivated to make a contribution. To fulfill the aim of the study we have done ten qualitative interviews with middle managers in a public organization. The research shows that the middle managers believe that they have an important role during change, for instance by acting the role of an opinion leader but also by creating space for participation. The middle managers view of this function and what duties it involves vary depending on their earlier... (More)
This bachelor’s thesis base is placed in the research field change communication and aims to understand and problematize middle managers view of their communicative function during change. Through the research we also aim to understand what influence the middle managers view and how they can be motivated to make a contribution. To fulfill the aim of the study we have done ten qualitative interviews with middle managers in a public organization. The research shows that the middle managers believe that they have an important role during change, for instance by acting the role of an opinion leader but also by creating space for participation. The middle managers view of this function and what duties it involves vary depending on their earlier experiences of change and leadership. For the middle managers to be able to take their responsibility the organizations management has to guide them. The management has to create meaning and common frames of reference for the middle managers communicative function during change. Our research also shows that many of the middle managers think that change is positive and they do not find it hard to find the motivation to contribute. We have found four different kinds of motivators: change as something positive, the duty related to the human need for security, involvement in the process and the interest of the organizations assignment. (Less)
Abstract (Swedish)
Denna kandidatuppsats tar sin utgångspunkt i forskningsfältet förändringskommunikation. Syftet är att förstå och problematisera mellanchefers syn på sin kommunikativa funktion i en förändring, vad som påverkar deras synsätt och hur de kan motiveras att bidra. För att uppfylla studiens syfte har tio kvalitativa intervjuer genomförts i den valda kommunala organisationen. Studiens resultat visar att mellancheferna anser att de har en viktig roll i att bidra till en organisationsförändring, bland annat genom att agera opinionsledare och skapa delaktighet. Deras syn på denna funktion varierar dock beroende på vilken bakgrund och vilka tidigare erfarenheter de har av förändring och ledarskap. För att mellancheferna ska kunna ta sitt ansvar menar... (More)
Denna kandidatuppsats tar sin utgångspunkt i forskningsfältet förändringskommunikation. Syftet är att förstå och problematisera mellanchefers syn på sin kommunikativa funktion i en förändring, vad som påverkar deras synsätt och hur de kan motiveras att bidra. För att uppfylla studiens syfte har tio kvalitativa intervjuer genomförts i den valda kommunala organisationen. Studiens resultat visar att mellancheferna anser att de har en viktig roll i att bidra till en organisationsförändring, bland annat genom att agera opinionsledare och skapa delaktighet. Deras syn på denna funktion varierar dock beroende på vilken bakgrund och vilka tidigare erfarenheter de har av förändring och ledarskap. För att mellancheferna ska kunna ta sitt ansvar menar vi att ledningen måste vägleda dem. Ledningen måste således arbeta med att skapa mening och en gemensam förståelse kring den funktion mellanchefen ska inta i förändringsprocessen. Vidare har det visat sig att mellancheferna inte finner motivation lika enkelt vid förändringar som de anser är mindre bra som vid de förändringar som de anser är positiva. De fyra motivationsfaktorerna vi uppmärksammat är: viljan att förändra, plikten kopplad till människans trygghetsbehov, delaktighet i förändringen samt intresset för uppdraget och sakfrågan. (Less)
Please use this url to cite or link to this publication:
author
Westerlund, Anna LU and Svensson, Josefina LU
supervisor
organization
alternative title
En kvalitativ studie av mellanchefens kommunikativa funktion i samband med en organisationsförändring
course
SKOK01 20121
year
type
M2 - Bachelor Degree
subject
keywords
Change communication, sensemaking, motivation, middle manager, organizational change, communication, participation through dialouge, Förändringskommunikation, meningsskapande, mellanchef, förändring, kommunikation, delaktighet.
language
Swedish
id
2608226
date added to LUP
2012-08-29 10:46:00
date last changed
2014-09-04 08:36:22
@misc{2608226,
  abstract     = {This bachelor’s thesis base is placed in the research field change communication and aims to understand and problematize middle managers view of their communicative function during change. Through the research we also aim to understand what influence the middle managers view and how they can be motivated to make a contribution. To fulfill the aim of the study we have done ten qualitative interviews with middle managers in a public organization. The research shows that the middle managers believe that they have an important role during change, for instance by acting the role of an opinion leader but also by creating space for participation. The middle managers view of this function and what duties it involves vary depending on their earlier experiences of change and leadership. For the middle managers to be able to take their responsibility the organizations management has to guide them. The management has to create meaning and common frames of reference for the middle managers communicative function during change. Our research also shows that many of the middle managers think that change is positive and they do not find it hard to find the motivation to contribute. We have found four different kinds of motivators: change as something positive, the duty related to the human need for security, involvement in the process and the interest of the organizations assignment.},
  author       = {Westerlund, Anna and Svensson, Josefina},
  keyword      = {Change communication,sensemaking,motivation,middle manager,organizational change,communication,participation through dialouge,Förändringskommunikation,meningsskapande,mellanchef,förändring,kommunikation,delaktighet.},
  language     = {swe},
  note         = {Student Paper},
  title        = {Kommunikation och motivation vid förändring},
  year         = {2012},
}