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  • 1.
    Alexandersson, Jenny
    et al.
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Arts and Sciences.
    Wikman, Anna
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Arts and Sciences.
    Nilsson, Barbro
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Faculty of Arts and Sciences.
    Wallo, Andreas
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Faculty of Arts and Sciences.
    Kock, Henrik
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Faculty of Arts and Sciences.
    Höglund, Cecilia
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Faculty of Arts and Sciences.
    HR-strategier för regional tillväxt och samverkan? En studie av två arbetsmarknadsintermediärer2011Report (Other academic)
    Abstract [sv]

    Syftet med denna rapport är att bidra till en ökad förståelse för hur två regionala intermediära organisationer, inom HR-området, arbetar med förändrings- och kompetensrelaterade frågor.

    En interaktiv forskningsansats har tillämpats vilket innebär att planering och genomförande av forskningsarbetet har skett i dialog med berörda praktiker. Det empiriska materialet utgörs främst av 12 intervjuer med personer som arbetar inom de studerade intermediära organisationerna.

    Resultaten i denna studie visar att det finns många likheter mellan de två studerade intermediära organisationerna. Båda erbjuder ett brett spektra av HR-tjänster, ägs av sina kundföretag och har en samverkande roll mellan kundföretagen. Resultaten visar också att de båda intermediärerna har utvecklat en relativt speciell roll som intermediärer som innebär att de, i vissa avseenden, arbetar både som en extern och en intern HR-resurs till sina kundföretag. Även när det gäller arbetets organisering visar resultaten på flera likheter mellan de studerade intermediära organisationerna. Personalen i båda intermediärorganisationerna arbetar mycket flexibelt och anpassar sitt arbetssätt efter kundernas behov och önskemål. Få standardiserade modeller eller arbetsverktyg används i arbetet och det finns inte något utvecklat system för dokumentation och kunskapsöverföring som används aktivt inom intermediärorganisationerna. Samtidigt tyder resultaten på att ena av de två organisationerna har en något mer fast struktur med tydligt definierade arbetsområden och roller. Det finns också vissa skillnader mellan organisationerna vad gäller hur man önskar att inrikta och organisera sitt arbete i framtiden. Vidare visar resultaten från denna studie att personalen, inom de båda studerade organisationerna, upplever att deras arbete kan bidra till att kundföretagen får nya perspektiv och synsätt. I bästa fall kan även arbetet bidra till att företagen kan arbeta mer strategiskt och att de lär sig hantera olika problematiska situationer på egen hand och får en ökad beredskap att hantera förändring och problem i framtiden. Samtidigt är många uppdrag av mer akut och kortsiktig karaktär vilket innebär att det kan vara svårt att bidra till mer långsiktiga resultat i kundföretagen.

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  • 2.
    Berglund, Martina
    et al.
    Linköping University, Department of Management and Engineering, Logistics & Quality Management. Linköping University, Faculty of Science & Engineering. Linköping University, HELIX Competence Centre.
    Elg, Mattias
    Linköping University, Department of Management and Engineering, Logistics & Quality Management. Linköping University, Faculty of Science & Engineering. Linköping University, HELIX Competence Centre.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Competence Centre.
    Tillmar, Malin
    Linköping University, Department of Management and Engineering, Business Administration. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Competence Centre.
    Wallo, Andreas
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Competence Centre.
    HELIX Competence Centre – Knowledge for Sustainable Working Life2017Conference paper (Other academic)
    Abstract [en]

    The purpose of this paper is to describe HELIX Competence Centre at Linköping University and its work to contribute to sustainable working life. Research in HELIX Competence Centre is based on an interactive approach between researchers from different disciplines and partner organizations, including industrial organizations, public organizations, labour market organizations, and civil society organizations. The research programme includes four research themes: 1) Sustainable development processes in industrial production systems; 2) Growth and development in small enterprises; 3) Sustainable, innovative, and coordinated health and welfare processes; and 4) Diversity and inclusion in working life. Other activities include seminars and partnership meetings with different topics and a yearly HELIX day. The research and activities led by HELIX Competence Centre constitute an approach to integrate social and economic sustainability, produce scientific knowledge, and add value to practice in the partner organizations.

  • 3.
    Coetzer, Alan
    et al.
    School of Business & Law, Edith Cowan University, Perth, Western Australia.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life.
    Wallo, Andreas
    Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life.
    Characteristics of the Small Business as a Site for Informal Learning2016Conference paper (Other academic)
  • 4.
    Coetzer, Alan
    et al.
    Edith Cowan University, Australia.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life.
    Wallo, Andreas
    Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life.
    Distinctive Characteristics of Small Businesses as Sites for Informal Learning2017In: Human Resource Development Review, ISSN 1534-4843, E-ISSN 1552-6712, Vol. 16, no 2, p. 111-134Article, review/survey (Refereed)
    Abstract [en]

    Few studies have examined workplace factors that influence informal learning in small businesses and in general the studies are not framed by the characteristics of small businesses. To address this weakness in existing literature, we conducted a review of literatures which examine (a) workplace factors that influence informal learning, (b) small-business characteristics, and (c) factors influencing informal learning in small businesses. The several workplace factors that influence learning were categorized as job and relational and organizational characteristics. Each category was examined in relation to characteristics of small businesses. We outline what is known about each category and what we need to learn about them as they relate to informal learning in small businesses. For each category, propositions are generated that should be examined in future research. We also produce a heuristic conceptual framework that can be used to focus and bound future research that tests a different set of propositions.

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  • 5.
    Coetzer, Alan
    et al.
    Edith Cowan University, Perth, Australia.
    Wallo, Andreas
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, HELIX Competence Centre. Linköping University, Faculty of Arts and Sciences.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, HELIX Competence Centre. Linköping University, Faculty of Arts and Sciences.
    The owner-manager’s role as a facilitator of informal learning in small businesses2019In: Human Resource Development International, ISSN 1367-8868, E-ISSN 1469-8374, Vol. 22, no 5, p. 420-452Article in journal (Refereed)
    Abstract [en]

    Few studies have examined the owner-manager as a facilitator of learning in small businesses. Furthermore, these studies are typically not framed by distinctive characteristics of small businesses. These limitations of the literature stimulated us to ask: How do the situational opportunities and constraints that emanate from the distinctive characteristics of small businesses affect the small business owner-manager’s role as a facilitator of learning? To address this question, we first conducted a narrative review of existing research on the owner-manager as facilitator of learning in small businesses (10–49 employees). Four themes emerged from our analysis of research findings, including a theme that owner-managers are seldom directly involved in facilitating employees’ learning. Next, we conducted an integrative review of literatures that discuss (a) indirect approaches managers can adopt to facilitate learning; and (b) small business characteristics. We focussed on four high-impact indirect approaches owner-managers can use and examined how employment of each approach might be enabled or constrained by distinctive characteristics of small businesses. The integrative review generated ten research propositions. We also synthesized a conceptual framework that illustrates the main variables to be studied and presumed relationships among them. Based on our analysis of literature, implications for policy and practice are proposed.

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    fulltext
  • 6.
    Elg, Mattias
    et al.
    Linköping University, Department of Management and Engineering, Logistics & Quality Management. Linköping University, Faculty of Science & Engineering. Linköping University, HELIX Competence Centre.
    Berglund, Martina
    Linköping University, Department of Management and Engineering, Logistics & Quality Management. Linköping University, Faculty of Science & Engineering. Linköping University, HELIX Competence Centre.
    Ellström, Per-Erik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Competence Centre.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Competence Centre.
    Tillmar, Malin
    Linköping University, Department of Management and Engineering, Business Administration. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Competence Centre.
    Wallo, Andreas
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Competence Centre.
    Sustainable Working Life development through interactive research2018Conference paper (Refereed)
    Abstract [en]

    Interactive research has emerged as a new approach to collaborative research in working life research, and it is characterized by a continuous joint learning process between the researchers and the practitioners. In this paper we argue that interactive research is a way to advance scientific knowledge about the development of new types of work arrangements and development of sustainable working life. We present the basic ideas and benefits of the interactive research approach, illustrated through a practical case, the HELIX Competence Centre and discuss potential limitation and challenges associated with this form of collaborative research.

  • 7.
    Elg, Mattias
    et al.
    Linköping University, Department of Management and Engineering, Logistics & Quality Management. Linköping University, Faculty of Science & Engineering. Linköping University, HELIX Vinn Excellence Centre.
    Ellström, Per-Erik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre.
    Tillmar, Malin
    Linköping University, Department of Management and Engineering, Business Administration. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre.
    Impact Evaluation report: Helix Vinn Excellence Centre 2006 - 20152016Report (Other academic)
    Abstract [en]

    This impact evaluation report concerns the activities of HELIX VINN Excellence Centre at Linköping University. HELIX is an established Centre within working life research, focusing specifically on sustainable development in organizations. This entails research and innovation activities that promote good working conditions, learning, health and gender equality in combination with an effective and innovative production system.

    In the HELIX VINN Excellence Centre, the interactive collaboration between researchers from different disciplines and the partner organizations has enabled us to face the challenges and the complexity of contemporary working life. The research strategy contained three key elements. Firstly, research and innovation activities were carried out with the well-established interactive research approach. Secondly, a multidisciplinary, integrative research approach was used. Researchers from different disciplines within behavioral sciences, management, business and public administration, entrepreneurship and innovation, as well the health and work sciences, collaborate within the Centre. Thirdly, a partnership approach was used, engaging universities and private firms as well as actors within the public sector and labour market organizations. The problems and issues defined in dialogue between partner organizations and researchers enabled the research activities.

    HELIX vision can be captured by the phrase Knowledge for Sustainable Development in Organizations. Our research programme has focused on organizational development across a broad front in working life, including attractive working environments, high welfare standards, and effective organizations, offering sustainable job opportunities.

    The research at HELIX has advanced scientific knowledge about development of new types of work arrangements and development of sustainable working life in Sweden. The Centre has also strengthened the potential for Swedish organizations to be more sustainable in the long-term and to stimulate endeavors between public and private organisations. As expressed by the partner organizations, they have joined HELIX to get support in developing their organization towards better economical and social sustainability. Our overarching goal has been to contribute significantly to scientific knowledge and, at the same time, add value to practice – that is, to put working-life research to use.

    The HELIX program has also had a considerable impact on partners and other organizations. Indeed, most partners report clear benefits from the research collaboration. These benefits may concern a direct, instrumental impact (e.g. changes in organizational policies and/or routines), an indirect impact (e.g. access to new knowledge and ideas or know-how), or impact in a broader sense (e.g. interactions with other participating companies, cross-fertilization of ideas). Participation in the HELIX partnership has also for many partners meant increased interaction with research and the university, and, thereby, a significantly increased access to research-based knowledge concerning issues covered by the HELIX research program.

    In spite of the often-reported difficulties in reaching direct and instrumental types of knowledge use, that is, types where research results are used more or less directly as input or guidelines for action or organizational change, our analysis shows that more than half of the respondents report direct, instrumental benefits from their engagement in HELIX, and almost three quarters of the respondents reported different forms of indirect impact. These findings are supported also by our impact cases.

    A closer analysis of the HELIX program and the cases reported above, indicate a number of key success factors. First, the multi-disciplinary and interactive research approach has made it possible to reach a high degree of relevance in research questions and projects. Second, the partner organizations have had a high degree of joint ownership of the HELIX program and the projects through the HELIX partnership. Third, in the most successful cases with respect to research use and impact, we have been able to anchor the projects at the top management level and, thereby, to assure a high degree of management attention and support for the research and innovation efforts. Fourth, that there is one or more enthusiasts or “idea champions” within the organization that can promote a project or a new idea. Fifth, in the most successful cases we have also been able to create opportunities for individual and collective learning through different types of learning activities, for example, joint analysis seminars and workshops for dissemination and use of research results.

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    ? Titel: Impact Evaluation report: Helix Vinn Excellence Centre 2006 - 2015
  • 8.
    Ellström, Per-Erik
    et al.
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, HELIX Competence Centre. Linköping University, Faculty of Arts and Sciences.
    Elg, Mattias
    Linköping University, Department of Management and Engineering, Logistics & Quality Management. Linköping University, HELIX Competence Centre. Linköping University, Faculty of Science & Engineering.
    Wallo, Andreas
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, HELIX Competence Centre. Linköping University, Faculty of Arts and Sciences.
    Berglund, Martina
    Linköping University, Department of Management and Engineering, Logistics & Quality Management. Linköping University, HELIX Competence Centre. Linköping University, Faculty of Science & Engineering.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, HELIX Competence Centre. Linköping University, Faculty of Arts and Sciences.
    Interactive research: Concepts, contributions and challenges2020In: Journal of Manufacturing Technology Management, ISSN 1741-038X, E-ISSN 1758-7786, Vol. 31, no 8, p. 1517-1537Article in journal (Refereed)
    Abstract [en]

    Purpose – This paper introduces interactive research as an emerging approach within a broad family of collaborative research approaches in management and organization research. Interactive research is a way to contribute to the dual tasks of long-term theory development and innovation and change processes in organizations. One of the distinguishing features of interactive research is a focus on continuous joint learning processes between the researchers and the involved practitioners. Design/methodology/approach – The basic concepts, contributions and challenges of the interactive research approach are presented and illustrated in the present paper through a practical case, the HELIX Centre. Findings – Interactive research is a way to advance scientific knowledge about the development of new types of work organizations and the development of sustainable operations. The multi-disciplinary and interactive research approach at HELIX has made it possible to reach a high degree of both rigour and relevance in research questions and projects. The authors identified five principles from the HELIX case that were instrumental in accomplishing the dual tasks of interactive research. Originality/value – The interactive research approach is a powerful method of collaboration between different stakeholders throughout the research process. This type of research makes it possible to interact at various levels of research, from the programme level, to research and development projects, to the individual level. The results from interactive research should not only be considered traditionally valid but also valid in relation to organizational and societal needs.

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    fulltext
  • 9.
    Ellström, Per-Erik
    et al.
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Fogelberg Eriksson, Anna
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Kock, Henrik
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Ledarskap i "nya" organisationsformer2009In: Mot ett förändrat ledarskap?: om chefers arbete och ledarskap i team- och processorganiserad verksamhet / [ed] Per-Erik ellström & Henrik Kock, Lund: Studentlitteratur, 2009, 1, p. 47-70Chapter in book (Other academic)
    Abstract [sv]

    Många organisationer har under senare år påbörjat ett förändringsarbete som syftar till en organisering i form av målstyrda arbetsgrupper/team, och en processorientering av hela eller delar av verksamheten. Detta innebär också att nya krav och förväntningar riktas mot chefer i organisationen, exempelvis vad gäller ledarskapets inriktning och den kompetens som ledare bör ha. Den kategori chefer som denna bok främst handlar om är vad som brukar kallas första linjens chefer - en grupp chefer som ofta möter förändrade och motstridiga förväntningar och krav på sitt ledarskap.

  • 10.
    Ellström, Per-Erik
    et al.
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Fogelberg Eriksson, Anna
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Kock, Henrik
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Traditioner inom ledarskapsforskningen2009In: Mot ett förändrat ledarskap?: om chefers arbete i team- och processorganiserad verksamhet / [ed] Per-Erik Ellström & Henrik Kock, Lund: Studentlitteratur, 2009, 1, p. 17-46Chapter in book (Other academic)
    Abstract [sv]

    Många organisationer har under senare år påbörjat ett förändringsarbete som syftar till en organisering i form av målstyrda arbetsgrupper/team, och en processorientering av hela eller delar av verksamheten. Detta innebär också att nya krav och förväntningar riktas mot chefer i organisationen, exempelvis vad gäller ledarskapets inriktning och den kompetens som ledare bör ha. Den kategori chefer som denna bok främst handlar om är vad som brukar kallas första linjens chefer - en grupp chefer som ofta möter förändrade och motstridiga förväntningar och krav på sitt ledarskap.I bokens inledande kapitel ges en översiktlig beskrivning av de teorier och skolbildningar som varit dominerande i ledarskapsforskningen. Här ges också en mer utförlig beskrivning av de riktningar som utvecklats under de senaste 10-15 åren och som har hög relevans för förståelsen av ledarskap i team- och processorganiserade verksamheter. Andra frågor/områden som behandlas är:

    • Vilka dilemman och utmaningar i arbetet möter första linjens chefer?
    • Vilken betydelse har en ökande användning av mätetal för ledarskapet i team- och processorganiserade verksamheter?
    • Hur ser första linjens chefer på betydelsen av delaktighet i den egna organisationen?
    • Hur kan ledarskapet i team- och processorganiserade verksamheter förstås från ett genusperspektiv?
    • I vilken grad framträder ett mer utvecklings- och lärinriktat ledarskap i de studerade organisationerna?

    Boken är lämplig som kurslitteratur vid universitet och högskolor, men också inom olika typer av personal- och ledarutbildningar. Den vänder sig också till forskare och alla som i olika praktiska sammanhang intresserar sig för frågor om ledarskap och ledarutveckling.

  • 11.
    Ellström, Per-Erik
    et al.
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Fogelberg Eriksson, Anna
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Wallo, Andreas
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Inledning2016In: Mot ett förändrat ledarskap?: Om chefers arbete och ledarskap i ett organisationsperspektiv / [ed] Ellström, P-E., Fogelberg Eriksson, A., Kock, H., & Wallo, A., Lund: Studentlitteratur AB, 2016, 2, p. 11-23Chapter in book (Other academic)
  • 12.
    Ellström, Per-Erik
    et al.
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Fogelberg Eriksson, AnnaLinköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.Kock, HenrikLinköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.Wallo, AndreasLinköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Mot ett förändrat ledarskap?: om chefers arbete och ledarskap i ett organisationsperspektiv2016Collection (editor) (Other academic)
    Abstract [sv]

    I många sammanhang diskuteras i dag behovet av ett ledarskap som bättre kan främja medarbetares lärande och utveckling och därmed även verksamheters utveckling. Det innebär att nya krav och förväntningar riktas mot chefer i organisationer, exempelvis vad gäller förändrade arbetssätt och förändrad kompetens. Syftet med denna bok är att bidra till ökade kunskaper om innebörden av och förutsättningar för chefers arbete och ledarskap i organisationer, samt att problematisera och empiriskt belysa de ofta allmänt hållna föreställningar, modeller och moden som finns i normativ chefs- och ledarskapslitteratur.

    I bokens inledande kapitel ges först en översiktlig beskrivning av teorier och skolbildningar som tidigare dominerat ledarskapsforskningen, och därefter presenteras inriktningar som utvecklats under senare decennier. I bokens följande kapitel diskuteras några aktuella teman mer ingående, till exempel:

    • dilemman och utmaningar i chefers dagliga arbete
    • ledarskap och kön
    • ledning genom delaktighet
    • chefers arbetsmiljö och hälsa
    • mätningars roll i styrning och förbättringsarbete
    • utvecklingsinriktat ledarskap
    • ledarskapsutveckling.
    Download (jpg)
    presentationsbild
  • 13.
    Ellström, Per-Erik
    et al.
    Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings.
    A Leadership for Learning? A Study of Leadership in Team-Based Organizations.2007In: The 8th International Conference on Human Resource Development Research Practice across Europe,2007, 2007Conference paper (Refereed)
  • 14.
    Ellström, Per-Erik
    et al.
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, HELIX Vinn Excellence Centre.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, HELIX Vinn Excellence Centre.
    Competence development in the workplace: concepts, strategies and effects2008In: Asian Pacific Education Review, ISSN 1598-1037, Vol. 9, no 1, p. 5-20Article in journal (Refereed)
    Abstract [en]

    The purpose of the article is to present an overview of research on competence development in organizations, their prerequisites and effects. More specifically, the following three questions will be addressed: (i) Why do organizations invest in competence development? (ii) What effects can realistically be achieved through competence development? (iii) What characterizes successful strategies for competence development in organizations? Before these questions are dealt with, different views of the meaning of the concepts of competence and competence development are presented and discussed.

  • 15.
    Ellström, Per-Erik
    et al.
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, HELIX Vinn Excellence Centre.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, HELIX Vinn Excellence Centre.
    Competence development in the workplace: concepts, strategies and effects2009In: International Perspectives on Competence Development: Developing skills and capabilities / [ed] Illeris, K. (Ed.), London: Routledge , 2009, 1, p. 34-54Chapter in book (Other academic)
    Abstract [en]

    In today’s complex and ever-changing world it has become obvious that even highly developed knowledge and skills are no longer sufficient to meet new challenges, situations and problems facing individuals, organisations and nations. This raises an enormous and potentially confusing issue for educators and trainers: how is it possible to generate and assess abilities to deal with challenges and problems unknown – or not even in existence – at the time when the learning takes place?

    The book builds on the experiences and insights of its expert contributors, all of whom have worked with, studied and analysed competences and how they are developed. Their collected work presents

    • Comprehensive explanation and analysis of the concept and nature of competence.

    • Specific contexts of competence development, e.g. in the public sector or small business.

    • Competence development as a national strategy for building an up-to-date education and training system.

    With chapters from around the world, including the UK, USA, Canada, Australia, Scandinavia, this book illustrates in an engaging and convincing manner the importance and innovative nature of the concept of competences, resulting in a varied, differentiated and empathetic guide to the topic. It will appeal to educators, both in academic and management circles, as well as students and administrators of education.

  • 16.
    Ellström, Per-Erik
    et al.
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Centre for Studies of Humans, Technology and Organization.
    Continuous Improvement and Learning. Two Sides of the Same Coin?1999In: International Conference on TQM and Human Factors,1999, Linköping: Linköpings universitet , 1999, p. 311-Conference paper (Refereed)
  • 17.
    Ellström, Per-Erik
    et al.
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences, Centre for Studies of Humans, Technology and Organization.
    Ledarskap i teamorganiserad verksamhet2003In: Ledarskap i teamorganiserad verksamhet / [ed] Per-Erik Ellström & Henrik Kock, Linköping: Filosofiska fakulteten, CMTO , 2003, p. 71-91Chapter in book (Other academic)
  • 18.
    Ellström, Per-Erik
    et al.
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, HELIX Vinn Excellence Centre.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, HELIX Vinn Excellence Centre.
    Mot en förändrad ledarroll2009In: Mot ett förändrat ledarskap?: Om chefers arbete i team- och processorganiserad verksamhet / [ed] Ellström, P.-E. & Kock, H. (red.), Lund: Studentlitteratur , 2009, 1:1, p. 161-182Chapter in book (Other academic)
    Abstract [sv]

    Många organisationer har under senare år påbörjat ett förändringsarbete som syftar till en organisering i form av målstyrda arbetsgrupper/team, och en processorientering av hela eller delar av verksamheten. Detta innebär också att nya krav och förväntningar riktas mot chefer i organisationen, exempelvis vad gäller ledarskapets inriktning och den kompetens som ledare bör ha. Den kategori chefer som denna bok främst handlar om är vad som brukar kallas första linjens chefer - en grupp chefer som ofta möter förändrade och motstridiga förväntningar och krav på sitt ledarskap. I bokens inledande kapitel ges en översiktlig beskrivning av de teorier och skolbildningar som varit dominerande i ledarskapsforskningen. Här ges också en mer utförlig beskrivning av de riktningar som utvecklats under de senaste 10-15 åren och som har hög relevans för förståelsen av ledarskap i team- och processorganiserade verksamheter. Andra frågor/områden som behandlas är: o Vilka dilemman och utmaningar i arbetet möter första linjens chefer? o Vilken betydelse har en ökande användning av mätetal för ledarskapet i team- och processorganiserade verksamheter? o Hur ser första linjens chefer på betydelsen av delaktighet i den egna organisationen? o Hur kan ledarskapet i team- och processorganiserade verksamheter förstås från ett genusperspektiv? o I vilken grad framträder ett mer utvecklings- och lärinriktat ledarskap i de studerade organisationerna? Boken är lämplig som kurslitteratur vid universitet och högskolor, men också inom olika typer av personal- och ledarutbildningar. Den vänder sig också till forskare och alla som i olika praktiska sammanhang intresserar sig för frågor om ledarskap och ledarutveckling.

  • 19.
    Ellström, Per-Erik
    et al.
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, Faculty of Arts and Sciences.
    Kock, HenrikLinköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, Faculty of Arts and Sciences.
    Mot ett förändrat ledarskap?: Om chefers arbete i team- och processorganiserad verksamhet2009Collection (editor) (Other academic)
    Abstract [sv]

    Många organisationer har under senare år påbörjat ett förändringsarbete som syftar till en organisering i form av målstyrda arbetsgrupper/team, och en processorientering av hela eller delar av verksamheten. Detta innebär också att nya krav och förväntningar riktas mot chefer i organisationen, exempelvis vad gäller ledarskapets inriktning och den kompetens som ledare bör ha. Den kategori chefer som denna bok främst handlar om är vad som brukar kallas första linjens chefer - en grupp chefer som ofta möter förändrade och motstridiga förväntningar och krav på sitt ledarskap.

    I bokens inledande kapitel ges en översiktlig beskrivning av de teorier och skolbildningar som varit dominerande i ledarskapsforskningen. Här ges också en mer utförlig beskrivning av de riktningar som utvecklats under de senaste 10-15 åren och som har hög relevans för förståelsen av ledarskap i team- och processorganiserade verksamheter. Andra frågor/områden som behandlas är:

    • Vilka dilemman och utmaningar i arbetet möter första linjens chefer?
    • Vilken betydelse har en ökande användning av mätetal för ledarskapet i team- och processorganiserade verksamheter?
    • Hur ser första linjens chefer på betydelsen av delaktighet i den egna organisationen?
    • Hur kan ledarskapet i team- och processorganiserade verksamheter förstås från ett genusperspektiv?
    • I vilken grad framträder ett mer utvecklings- och lärinriktat ledarskap i de studerade organisationerna?

    Boken är lämplig som kurslitteratur vid universitet och högskolor, men också inom olika typer av personal- och ledarutbildningar. Den vänder sig också till forskare och alla som i olika praktiska sammanhang intresserar sig för frågor om ledarskap och ledarutveckling.

    Download (jpg)
    presentationsbild
  • 20.
    Ellström, Per-Erik
    et al.
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences, Learning in Working Life and Educational Settings.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Centre for Studies of Humans, Technology and Organization.
    Nya organisationsformer - nya krav på ledarskap?2004In: Synopsis : informasjon om informasjon, ISSN 0332-656X, Vol. nr 5Article in journal (Other academic)
  • 21.
    Ellström, Per-Erik
    et al.
    Linköping University, Department of Behavioural Sciences. Linköping University, Faculty of Arts and Sciences.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences, Centre for Studies of Humans, Technology and Organization. Linköping University, Faculty of Arts and Sciences.
    Ständig förbättring som lärandeprocess1999In: Ständig förbättring - om utveckling av arbete och kvalitet / [ed] Tommy Nilsson, Solna: Arbetslivsinstitutet , 1999, p. 171-198Chapter in book (Other (popular science, discussion, etc.))
  • 22.
    Fogelberg Eriksson, Anna
    et al.
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Wallo, Andreas
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Ellström, Per-Erik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Traditioner inom ledarskapsforskningen2016In: Mot ett förändrat ledarskap?: om chefers arbete och ledarskap i ett organisationsperspektiv / [ed] Per-Erik Ellström, Anna Fogelberg Eriksson, Henrik Kock, Andreas Wallo, Lund: Studentlitteratur AB, 2016, 2, p. 25-54Chapter in book (Other academic)
  • 23.
    Gill, Andreas
    et al.
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings.
    Ellström, Per-Erik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings.
    Why do Small Enterprises Participate in a Programme for Competence Development?2005In: European Conference on Educational Research,2005, 2005Conference paper (Refereed)
  • 24.
    Halvarsson Lundkvist, Agneta
    et al.
    Örebro universitet.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre.
    Program steering by learning2015In: Sustainable development in organizations: studies on innovative practices / [ed] Mattias Elg, Per-Erik Ellström, Magnus Klofsten, Malin Tillmar, Cheltenham: Edward Elgar Publishing, 2015, p. 77-92Chapter in book (Refereed)
  • 25.
    Halvarsson Lundkvist, Agneta
    et al.
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Gustavsson, Maria
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Enabling learning environments in national competence development programmes2016In: 2016 Triennial Conference European Society for Research on the Education of Adults (ESREA), Imaging Diverse Futures for Adult Education: Questions of Power and Resources of Creativity: Book of Abstracts, 2016, p. 46-46Conference paper (Other academic)
    Abstract [en]

    Education and training for adults is sometimes developed and provided by temporary, publicly funded workplace development programmes (WPDPs). A WPDP is a complex programme, with various stakeholders, often including providers of adult education that, through the programme, act jointly as change agents in local workplaces. The aim of the paper is to identify conditions that enabled stakeholders’ learning and supported programme development processes in two studied WPDPs. A total of 73 interviews were conducted and 20 meetings were documented in this qualitative case study. The findings showed that WPDPs are dependent on rich learning environments with enabling conditions for stakeholders if development processes are to move forward. Among important enabling conditions, were the involvement of appropriate stakeholders in a sufficient number of learning activities and distinct steering of the programmes.

  • 26.
    Höglund, Cecilia
    et al.
    Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings.
    Östman, Lisa
    Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings.
    Wallo, Andreas
    Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings.
    Nilsson, Peter
    Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings.
    Effekter av ledarutveckling för individ och organisation2009Report (Other academic)
    Abstract [sv]

    Denna rapport är en delrapport inom ramen för ett longitudinellt forsknings- och utvecklingsprojekt vid HELIX VINN Excellence Centre vid Linköpings universitet. Det övergripande projektets syfte är att beskriva och analysera förutsättningar för en förbättrad koordination bland toppchefer i en växande och geografiskt expanderande organisation, samt hur koordinationen cheferna emellan kan förstås i termer av en kollektiv lärprocess. Som en del i detta större projekt har det även ingått att göra vissa fördjupningsstudier. Denna rapport är en sådan fördjupningsstudie där fokus varit på effekter av en ledarutvecklingssatsning som genomförts under ett antals års tid i en del av organisationen. Det empiriska underlaget samlades in under våren 2009.

    Rapporten har tagits fram i ett nära samarbete mellan forskarna i projektet. Cecilia Höglund och Lisa Östman, studenter vid PA-programmet i Linköping, har även samlat in och presenterat empirin inom ramen för sin kandidatuppsats ”Ledarutvecklingsprogram - användbart eller ej?”. Vi vill speciellt tacka de personer på fallföretaget som öppnat sina dörrar och tagit av sin tid för att möjliggöra vårt intervjuande.

    Download full text (pdf)
    Effekter av ledarutveckling för individ och organisation
  • 27.
    Karlström, Hanna
    et al.
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, HELIX Vinn Excellence Centre.
    Schyldt, Helena
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, HELIX Vinn Excellence Centre.
    Wallo, Andreas
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, HELIX Vinn Excellence Centre.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, HELIX Vinn Excellence Centre.
    Nilsson, Barbro
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, HELIX Vinn Excellence Centre.
    Kompetensöverföring i småföretag: En övervägande informell process2009Report (Other academic)
    Abstract [sv]

    Denna rapport är resultatet av ett forsknings- och utvecklingsprojekt inom HELIX VINN Excellence Centre i samarbete med IUC Öst AB och Industrikompetens AB. Syftet med projektet är att studera kompetensförsörjning i små och medelstora företag (SMF). Närmare bestämt presenteras här resultat som rör synen på, och arbetet, med kompetensöverföring i fyra företag. Det empiriska underlaget samlades in under våren 2009 och har tidigare redovisats i en magisteruppsats på PA-programmet vid Linköpings universitet (Karlström & Schyldt, 2009). Vi vill speciellt tacka de personer i de inblandade företagen som ställt upp på intervjuer, samt Karolina Hallstedt som medverkat i datainsamlingen. Ett stort tack även till Sune Karlsson vid IUC Öst och till Gunilla Åberg och Katarina Nyhammar vid Industrikompetens. Vidare vill vi också tacka Bodil Ekholm och Dan Rönnqvist vid Institutionen för beteendevetenskap och lärande, Linköpings universitet, för deras stöd och givande synpunkter.

    Download full text (pdf)
    Kompetensöverföring i småföretag: En övervägande informell process
  • 28.
    Klöfver, Helena
    et al.
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Sociology .
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences, Learning in Working Life and Educational Settings.
    Svedin, Per-Olof
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings.
    Delrapport - projekt Peking1983Report (Other academic)
  • 29.
    Klöfver, Helena
    et al.
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Sociology .
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences, Learning in Working Life and Educational Settings.
    Svedin, Per-Olof
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings.
    Slutrapport - Projekt Peking1983Report (Other academic)
  • 30.
    Kock, Henrik
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences, Learning in Working Life and Educational Settings. Linköping University, Faculty of Arts and Sciences.
    Arbetsplatslärande: Att leda och organisera kompetensutveckling2010Collection (editor) (Other academic)
    Abstract [sv]

    Idag finns det påtagliga brister i hur företag och andra organisationer använder och utvecklar medarbetarnas kunskaper och kompetens. Att förbättra lärande och kompetensutveckling är därför en viktig utmaning. Hur kan satsningar på kompetensutveckling lyckas? Hur ska företaget gå till väga för att stärka olika gruppers möjligheter till ett utvecklingsinriktat lärande i arbetet, ökad anställningsbarhet och en i övriga avseenden starkare position på arbetsmarknaden? Boken svarar på frågor som:- Varför satsar företag på kompetensutveckling?- Hur går företag konkret tillväga, vilka metoder och angreppssätt  används?- Vilka resultat och effekter når man?- På vilket sätt stödjer företaget bäst lärande och kompetensutveckling på arbetsplatsen? Boken är lämplig för studenter i pedagogik, vuxnas lärande och arbetslivets pedagogik och den vänder sig till företrädare för arbetsmarknadens parter samt de som arbetar med HR-frågor i företag och andra organisationer.

  • 31.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Centre for Studies of Humans, Technology and Organization.
    Continuous Improvement and Learning - Two Sides of the Same Coin?1998In: World Congress on Ergonomics for Global Quality and Productivity,1998, Hong Kong: Hong Kong University , 1998, p. 161-Conference paper (Refereed)
    Abstract [en]

      

  • 32.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Centre for Studies of Humans, Technology and Organization.
    Flödesgrupper och lärande. En fallstudie av operatörers lärande i ett verkstadsföretag2001Report (Other academic)
    Abstract [sv]

      

  • 33.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre.
    Kompetensutveckling i företag: motiv och drivkrafter2010In: Arbetsplatslärande: att leda och organisera kompetensutveckling / [ed] Henrik Kock, Lund: Studentlitteratur, 2010, p. 81-98Chapter in book (Other academic)
  • 34.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre.
    Kompetensutveckling i praktiken2010In: Arbetsplatslärande: att leda och organisera kompetensutveckling / [ed] Henrik Kock, Lund: Studentlitteratur, 2010, p. 49-80Chapter in book (Other academic)
  • 35.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre.
    Kompetensutveckling på arbetsplatsen: sammanfattande slutsatser och reflektioner2010In: Arbetsplatslärande: att leda och organisera kompetensutveckling / [ed] Henrik Kock, Lund: Studentlitteratur, 2010, p. 161-192Chapter in book (Other academic)
  • 36.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre.
    Kompetensutveckling: strategier och metoder2010In: Arbetsplatslärande: att leda och organisera kompetensutveckling / [ed] Henrik Kock, Lund: Studentlitteratur, 2010, p. 99-116Chapter in book (Other academic)
  • 37.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Centre for Studies of Humans, Technology and Organization.
    Learning in Team-based Production2002In: Arbete, människa, miljö & Nordisk ergonomi, ISSN 1402-859XArticle in journal (Other academic)
  • 38.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Centre for Studies of Humans, Technology and Organization.
    Learning in Transformed Work Systems. Three Cases of Team-based Production2002In: Annual Congress of the Nordic Ergonomics Society,2002, Linköping: Linköpings universitet , 2002, p. 469-Conference paper (Refereed)
    Abstract [en]

      

  • 39.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences and Learning, Education and Sociology. Linköping University, Faculty of Arts and Sciences.
    Lärande i arbetslivet: möjligheter och utmaningar : en vänbok till Per-Erik Ellström2014Collection (editor) (Other academic)
    Abstract [sv]

    Per-Erik Ellströms forskning spänner över ett vitt fält och rymmer frågor om lärande och kompetensutveckling, ledarskap, förändring soch utvecklingsprocesser i organisationer, m.m. För att karakterisera Per-Eriks kunskapsintressen går det att knyta an till ett perspektiv han själv gärna anlägger, nämligen den möjlighet som ligger i att se arbetsplatsen som en arena för lärande, utveckling och förnyelse, snarare än som enbart ett produktionsställe. Det är ingen överdrift att säga att Per-Erik i hög grad bidragit till att etablera och utveckla pedagogisk arbetslivsforskning i Sverige. Bidragen i denna publikation illustrerar detta. De är skrivna av kollegor och samarbetspartners som vill visa sin uppskattning för Per-Eriks insatser inom forskningsområdet.

    Per-Erik började läsa juridik vid Uppsala universitet (1967), läste sedan filosofi, psykologi och pedagogik. Efter avslutad grundexamen (1970) började han parallellt arbeta som forskningsassistent i psykologi och i pedagogik och antogs också till forskarutbildningen i båda ämnena. Han kom till Linköping hösten 1972, då verksamheten vid pedagogiska institutionen inom filosofiska fakulteten startade upp på allvar. Han arbetade dock kvar på psykologiska institutionen i Uppsala på halvtid fram till 1974, då han fick tjänst som adjunkt i pedagogik vid Linköpings högskola (från 1975 Linköpings universitet). Det var en hel forskargrupp under ledning av Lars Bäckström som lockades att ”emigrera” från Uppsala till Linköping, förutom Per-Erik även bland andra Carl Holmberg, Håkan Hult och Peter Nilsson. Samtidigt kom från Umeå universitet Rolf och Ulla Holm (numera Riis) samt Glenn Hultman. Per-Erik disputerade vid Linköpings universitet 1984, blev docent 1991 och tillträdde professuren i pedagogik med inriktning mot utbildning och lärande i arbetslivet 1998.

    Under sin tid som professor vid Linköpings universitet har Per-Erik i hög grad verkat som akademisk entreprenör och haft stor betydelse för flera större satsningar. Per-Erik var en av de engagerade och drivande personerna i ett informellt nätverk kring arbetslivsfrågor som startade vid Linköpings universitet i slutet av 1980-talet. Han var också engagerad i NUTEKs DUP-program, som behandlade utveckling av arbete och verksamhet i samband med drift och underhåll i processindustrin. Som akademisk entreprenör drev Per-Erik frågan om att bilda en  centrumbildning för forskning kring hur människor samspelade med teknik och organisation. Via ett långsiktigt basanslag från Rådet för Arbetslivsforskning kunde han starta CMTO, Centrum för studier av människa, teknik och organisation, och var dess föreståndare. Under nästan 10 år genomfördes flera breda mångvetenskapliga forskningsprojekt och ett 10-tal doktorander examinerades. CMTO blev en välkänd plattform för arbetslivsforskning i Sverige under senare delen av 1990-talet och första delen av 2000-talet.

    De olika samarbeten som etablerades under CMTO tiden blev sedan grunden för en ansökan till VINNOVA om att bilda ett VINN Excellence Centre vid Linköpings universitet. Det centrala temat för ansökan var att främja utveckling av vad som kan kallas för ”den goda rörligheten” i arbetslivet. I hård konkurrens med flera framstående forskningsmiljöer, bland annat Chalmers och Karolinska institutet, beviljades ansökan och 2006 startade Helix VINN Excellence Centre som det första (och hitintills enda) VINN Excellence Centre inom arbetslivsforskning. Per-Erik var den givne arkitekten och ledaren. Med fokus på flervetenskap, långsiktigt partnerskap, och interaktiv forskning har Per-Erik, tillsammans med kollegor, lyckats etablera HELIX som ett vitalt och innovativt inslag i svensk arbetslivsforskning och vi ser fram mot ett fortsatt givande samarbete.

    Boken Lärande i arbetslivet – möjligheter och utmaningar knyter an till Per-Eriks bidrag inom den arbetslivspedagogiska forskningen. Boken överlämnar vi, kollegor och vänner, som en gåva och hyllning vid en festlighet den 16 juni, 2014.

    Henrik Kock, Jörgen Eklund, Mattias Elg

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    Lärande i arbetslivet: möjligheter och utmaningar : en vänbok till Per-Erik Ellström
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    omslag
  • 40.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Centre for Studies of Humans, Technology and Organization.
    Lärande i teamorganiserad produktion. En fallstudie av montörers lärande i ett verkstadsföretag2001Report (Other academic)
    Abstract [sv]

       

  • 41.
    Kock, Henrik
    Linköping University, Department of Behavioural Sciences. Linköping University, Faculty of Arts and Sciences.
    Lärande i teamorganiserad produktion: en studie av tre industriföretag2002Doctoral thesis, monograph (Other academic)
    Abstract [en]

    The purpose of the thesis was to use case studies of three manufacturing companies to describe and problematize the significance of team-based production for the operatives' learning conditions and learning activities, and to describe how these change over a period of time.

    The view of learning on which the thesis is based can be described as an integrative view, where the learning perspective is directed towards work and the working duties of the team, the organizational context and the ideas. knowledge and approaches that exist and which develop among the individuals and the team. Learning is viewed as two integrated processes; an interaction between the individual and the surroundings, and a process of dedication and subjective construction.

    The study has a multiple case study design. comprising interviews, questionnaires, observations and study of documents. Several groups of actors have been interview at two occasions: production management, supervisors, operatives and union representatives.

    There are several interesting findings. First, the groups in the studied companies, and the change from a more functional organization towards a team organization, represent a real change in groups and work organization. The companies that have been studied can be described as "on the way" to team-based production, in which they show both common and individual qualities. These changes are to a limited extent the result of a similar and homogeneous process of change in the three companies. Second, the learning activities in the companies show limited integration between formal, non-formal and informal learning activities, and a limited integration between learning activities and operations-related development needs. The results also show a great need of support for learning in everyday work. Third, several relationships have been of importance for the way in which the companies have developed over time, and the way in which learning conditions and learning activities have been affected: the character of the external context, the design and structure of the team organization, change agents, organizational climate and team-leadership and the length of period of time that the production has been organized in teams.

  • 42.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Centre for Studies of Humans, Technology and Organization.
    Målstyrda grupper och lärande. En fallstudie av montörers lärande i ett verkstadsföretag2001Report (Other academic)
  • 43.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Centre for Studies of Humans, Technology and Organization.
    Team Production in New Manufactoring Systems1997In: International Conference on Production Research,1997, Osaka: Osaka University , 1997, p. 654-Conference paper (Refereed)
  • 44.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences, Learning in Working Life and Educational Settings. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life.
    Team som lärstrategi2004In: Lärande och förändring i organisationer: om pedagogik i arbetslivet / [ed] Per-Erik Ellström & Glenn Hultman, Lund: Studentlitteratur , 2004, p. 89-116Chapter in book (Other academic)
    Abstract [sv]

    I fokus för denna antologi står frågor om lärande, förändring och ledarskap inom olika typer av verksamhet. Syftet är att bidra till en bred genomlysning av dessa begrepp utifrån såväl teoretiska som empiriska analyser. Vi vill härigenom försöka utmana vanligt förekommande uppfattningar om lärande, förändring och ledarskap. Framställningen baseras i stor utsträckning på egna studier som genomförts under de senaste åren. Dessa studier har i samtliga fall utgått från människors dagliga arbete i olika lokala verksamheter - inom företag, hälso- och sjukvård, omsorgsverksamhet och skola. De studier som redovisas speglar därmed också vardagen på arbetsplatser inom olika sektorer av svenskt arbetsliv. I flera av studierna har det också varit möjligt att studera dessa verksamheter över längre tid och på så sätt belysa de studerade processernas drivkrafter och inre dynamik. Boken kan användas som kurslitteratur vid universitet och högskolor samt som fördjupningslitteratur i anslutning till ledar- eller personalutbildningar. Den vänder sig också till forskare, politiker, företrädare för arbetsmarknadens parter samt praktiskt verksamma med intresse för frågor om lärande, kompetensutveckling och förändringsprocessser i organisationer.

  • 45.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Centre for Studies of Humans, Technology and Organization.
    Team-based Production and Learning. Conditions for Innovation or Conservation?2002In: International Workshop on Teamworking,2002, Malmö: Högskolan i Malmö , 2002, p. 188-Conference paper (Refereed)
  • 46.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Centre for Studies of Humans, Technology and Organization.
    Teamorganiserad produktion. Lärande som symbolik, kontroll eller utveckling?2003In: HSS - Högskolor och samhälle i samverkan,2003, 2003Conference paper (Refereed)
  • 47.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences, Learning in Working Life and Educational Settings.
    The Role of Teams in Learning Strategies.2004In: Conference on Workplace Learning ¿ From the Learner´s Perspective,2004, 2004Conference paper (Other academic)
  • 48.
    Kock, Henrik
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, Faculty of Arts and Sciences.
    The team as a learning strategy: Three cases of team-based production in the Swedish manufacturing industry2007In: Journal of Workplace Learning, ISSN 1366-5626, E-ISSN 1758-7859, Vol. 19, no 8, p. 480-496Article in journal (Refereed)
    Abstract [en]

    Purpose: To increase our understanding of how the introduction of a team-based work organization can affect the opportunities to learn at work two research questions are addressed: (a) what conditions are important for learning and competence development in a team-based work organization, and (b) to what extent does a team-based work organization support and enhance favourable learning conditions for team members?

    Methodology/Approach: Investigations are based on longitudinal case studies of work-based learning and the development of a team-based organization in three manufacturing companies.

    Findings: Results demonstrate that there are no straightforward or linear relations between the introduction of team-based production and the expansion of learning conditions. The study also identifies several challenges and dilemmas organizations meet when they introduce a team-based production.

    Practical Implications: Several conditions important for learning in a team-based production are emphasized; the needs for challenging work tasks; the development of a team leadership and the significance of supportive learning conditions, etc.

    Originality/Value: The study contributes to an understanding of organizational change and development as a non-linear process which can be understood as a complex interplay between actors and internal and external organizational conditions.

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    fulltext
  • 49.
    Kock, Henrik
    Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning.
    Why do Small Firms invest in Competence Development? A Study of Managers Views2008In: The 9th International Conference on Human Resource Development across Europe,2008, 2008Conference paper (Refereed)
    Abstract [en]

    Considering available studies of competence development in SMEs some general notions can be made. First, there is a wide range of practices with respect to competence development in SMSs, activities take place in different forms and under diverse conditions. Second, SMEs differ with respect to the importance they attach to competence development, and how opportunities to take on competence development are perceive. Third, and this is an important point of departure for this paper, several recent studies indicate that owners/managers seem to play important roles in initializing and facilitating learning and competence development in small firms. The purpose of the paper is to describe and analyse the owners-managers motives to invest in competence development, and the measures/strategies for competence development used by the firms. The presented results originate from 15 SMEs which participated in a programme for competence development during 2003-2005, i.e. -Objective 3-, organized and sponsored by the European Social Fund (ESF).

  • 50.
    Kock, Henrik
    et al.
    Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Arts and Sciences. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings.
    Ellström, Per-Erik
    Linköping University, Faculty of Arts and Sciences. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Department of Behavioural Sciences and Learning, Work and Working Life. Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings.
    Formal and integrated strategies for competence development in SMEs2011In: Journal of European Industrial Training, ISSN 0309-0590, E-ISSN 1758-7425, Vol. 35, no 1, p. 71-88Article in journal (Refereed)
    Abstract [en]

    Purpose – The purpose of this paper is to increase understanding of the relationships among the workplace as a learning environment, strategies for competence development used by SMEs and learning outcomes. Specifically, there is a focus on a distinction between formal and integrated strategies for competence development, the conditions under which these strategies are likely to be used, and their effects in terms of individual learning outcomes.Design/methodology/approach – The study was based mainly on questionnaire data collected through a survey of 14 SMEs that had received support from the European Social Fund's Objective 3 programme. In addition, data collected through interviews and analyses of documents were used.Findings – The results indicate interactions between the strategy of competence development used by the firms (formal vs integrated) and the type of learning environment in the workplace (constraining vs enabling). The use of an integrated strategy in an enabling learning environment was the most successful combination in terms of learning outcomes, while the use of an integrated strategy in a constraining learning environment was the least successful combination.Research limitations/implications – There is a need to elaborate the theoretical and empirical basis of the distinction between formal and integrated strategies for competence development, and to study the effects of the two types of strategy, not only for individual learning outcomes, but also for effects at an organisational level.Practical implications – HRD practitioners need to question a traditional reliance on formal training, as the presented results indicate the importance of using competence development strategies that are based on an integration of formal and informal learning.Originality/value – The study indicates that the effects of competence development efforts are likely to be a function not only, nor primarily, of the training methods and strategies that are used, but also of the characteristics of the learning environment of the workplace.

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    FULLTEXT01
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