Skip to main content

LUP Student Papers

LUND UNIVERSITY LIBRARIES

Konflikt och konflikthantering - Hur förändring och tillväxt kan utlösa friktion på arbetsplatsen

Persson, Sofie LU and Ernedal, Simon LU (2021) PSYK11 20211
Department of Psychology
Abstract (Swedish)
Syftet med studien var att bidra med förståelse och kunskap om konflikter och konflikthantering på mindre, privata bolag som genomgår stora, organisatoriska förändringar. Denna uppsats riktade sig därför in på ett privat företag som gått igenom en period av utmaningar och konflikter. Således undersökte vi, utifrån intervjupersonernas upplevelser, varför konflikterna uppstod, hur dessa kunde ha undvikits samt vilka lärdomar som har dragits från perioden. Studien var en kvalitativ fallstudie där metoden för insamling av empiri bestod av semistrukturerade intervjuer. Vår metodologiska ansats var tematisk, detta för att kunna identifiera teman och mönster i informanternas svar. Urvalet bestod av fyra personer som valdes ut ändamålsenligt. För... (More)
Syftet med studien var att bidra med förståelse och kunskap om konflikter och konflikthantering på mindre, privata bolag som genomgår stora, organisatoriska förändringar. Denna uppsats riktade sig därför in på ett privat företag som gått igenom en period av utmaningar och konflikter. Således undersökte vi, utifrån intervjupersonernas upplevelser, varför konflikterna uppstod, hur dessa kunde ha undvikits samt vilka lärdomar som har dragits från perioden. Studien var en kvalitativ fallstudie där metoden för insamling av empiri bestod av semistrukturerade intervjuer. Vår metodologiska ansats var tematisk, detta för att kunna identifiera teman och mönster i informanternas svar. Urvalet bestod av fyra personer som valdes ut ändamålsenligt. För att få en nyanserad bild och olika infallsvinklar på händelserna som inträffade valde vi att undersöka området utifrån två olika perspektiv: medarbetarperspektiv och ledningsperspektiv.
Studiens resultat visar att i samband med att företaget utvecklades och expanderade, samtidigt som rekrytering inte var aktuellt på grund av den ekonomiska situationen, blev arbetsbelastningen högre. Detta skapade otydliga gränsdragningar mellan avdelningar, en icke välfungerande kommunikation och en upplevd brist på information hos anställda. Således blev arbetsplatsklimatet alltmer dysfunktionellt och en känsla av frustration väcktes hos de anställda vilket ledde till ett kontraproduktivt beteende. Genom att sätta tydliga mål, utveckla grundregler och skapa ett klimat där både anställda och ledning agerar direkt och tar sig tiden att hitta kärnan till problemet skulle konflikterna möjligen kunnat undvikas. Lärdomar som drogs inbegriper i huvudsak att kommunikationen måste vara tydlig, få ut information effektivt för att stävja spekulationer och befästa etablerade rutiner. (Less)
Abstract
The purpose of the study was to examine conflict and conflict management in smaller, private companies amid major organizational changes. We identified a company that was experiencing conflict among staff while going through a period of expansion. Based on the interviewees' experiences, we examined why these conflicts occurred, how they could have been avoided and the lessons learned as a result. The study was a qualitative case study where the method for collecting empirical data consisted of semi-structured interviews. Our methodological approach was thematic to be able to identify themes and patterns in the interviewees' answers. The sample consisted of four people, representing upper management and staff, who were able to provide a... (More)
The purpose of the study was to examine conflict and conflict management in smaller, private companies amid major organizational changes. We identified a company that was experiencing conflict among staff while going through a period of expansion. Based on the interviewees' experiences, we examined why these conflicts occurred, how they could have been avoided and the lessons learned as a result. The study was a qualitative case study where the method for collecting empirical data consisted of semi-structured interviews. Our methodological approach was thematic to be able to identify themes and patterns in the interviewees' answers. The sample consisted of four people, representing upper management and staff, who were able to provide a nuanced picture and varied perspective on the events that occurred.
The study showed that the company's development and expansion coincided with delays in recruitment due to financial constraints. The result was an increased workload on existing staff which led to the conflict. Ineffective communication and a perceived lack of information among employees were the principle reasons for the conflict. The workplace climate became increasingly dysfunctional and led to counterproductive behaviour. The study showed that the lack of goal setting, clear rules of conduct and constructive input by all led to a conflict that could have otherwise been avoided or mitigated. Lessons learned included that communication must be open, that information flow should be ongoing to curb speculation, and routines should be responsive and adhered to by all. (Less)
Please use this url to cite or link to this publication:
author
Persson, Sofie LU and Ernedal, Simon LU
supervisor
organization
alternative title
Conflict and conflict management – How change and growth may cause friction in the workplace
course
PSYK11 20211
year
type
M2 - Bachelor Degree
subject
keywords
conflicts, conflict management, workplace, case study, konflikt, konflikthantering, arbetsplats, fallstudie
language
Swedish
id
9050661
date added to LUP
2021-06-09 16:09:09
date last changed
2021-06-09 16:09:09
@misc{9050661,
  abstract     = {{The purpose of the study was to examine conflict and conflict management in smaller, private companies amid major organizational changes. We identified a company that was experiencing conflict among staff while going through a period of expansion. Based on the interviewees' experiences, we examined why these conflicts occurred, how they could have been avoided and the lessons learned as a result. The study was a qualitative case study where the method for collecting empirical data consisted of semi-structured interviews. Our methodological approach was thematic to be able to identify themes and patterns in the interviewees' answers. The sample consisted of four people, representing upper management and staff, who were able to provide a nuanced picture and varied perspective on the events that occurred.
The study showed that the company's development and expansion coincided with delays in recruitment due to financial constraints. The result was an increased workload on existing staff which led to the conflict. Ineffective communication and a perceived lack of information among employees were the principle reasons for the conflict. The workplace climate became increasingly dysfunctional and led to counterproductive behaviour. The study showed that the lack of goal setting, clear rules of conduct and constructive input by all led to a conflict that could have otherwise been avoided or mitigated. Lessons learned included that communication must be open, that information flow should be ongoing to curb speculation, and routines should be responsive and adhered to by all.}},
  author       = {{Persson, Sofie and Ernedal, Simon}},
  language     = {{swe}},
  note         = {{Student Paper}},
  title        = {{Konflikt och konflikthantering - Hur förändring och tillväxt kan utlösa friktion på arbetsplatsen}},
  year         = {{2021}},
}