Themea | Typeb | Description |
---|---|---|
Absent Manager | I | The informant described a situation where the employer/line manager was physically absent or/and unable to give support to the employees. |
Agent of Change | D | The informant described a situation where she had an active role in the implementation of the changes. |
Already Ill | D | Means that the informant mentioned having already had a debilitating illness at the beginning of 1991. |
Control In | D | Informants described a feeling of being in control during day-to-day activities at work, e.g. regarding when and how the work tasks should be performed. |
Control Over | D | Informants felt that they had substantial influence over structural issues at the workplace, e.g. the setting of new goals, organisational decisions, hiring of new employees etc. |
Cost-Cutting | D | The informant expressed the view that the organisational changes were mainly driven by financial cuts. |
Disintegration | D | The informant described that subgroups were formed and that former colleagues were split up making cooperation more difficult. |
High Workload | D | The informant experiences a high workload with few pauses. |
Humiliating Position | I | The informant experienced a state of low status or belittlement and a feeling of being an outsider or not being wanted at the workplace. |
Insufficient Dialogue | D | The informant experienced a lack of, or insufficient, dialogue with her line manager and other superiors during the organisational changes. |
Investment | D | The informant felt that the organizational changes were aimed at improvement rather than cost-cutting, and that the management invested in the organization. |
Lacking Competence or Qualifications | I | The informant experienced a lack of competence or formal qualifications in relation to other employees and/or work tasks. |
Lacking Exit Possibility | I | The informant had not seen a realistic possibility to find another job. |
Mentor | I | The informant mentioned a person who gave support and inspiration, and who in different ways encouraged the informant during the changes. |
Multiple Roles | I | The informant worked in several teams in parallel. |
Pioneering Spirit | I | The term Pioneering Spirit (Swedish: nybyggaranda) was mentioned with enthusiasm in several interviews, a phenomenon which was described in terms of being there 'from the beginning' and 'building something new'. |
Problem with Colleagues | D | The informant mentioned conflicts or malfunctioning communication at the workplace. |
Stress in Private Life | D | The informant mentioned having experienced difficulties and/or stress in her social/private life. |
Support from Colleagues | D | The informant experienced good support from her colleagues, both at work and in private life. |
Support in Private Life | D | The informant experienced good support from her family. |
Unregulated Work | I | The informant experienced a lack of clear limits and guidelines regarding work tasks from the management and among the employees. |
Well Planned Change Process of change | I | The informant described a clear structure for involvement of the employees in the changes, e.g. in the form of meetings, clear information, and adequate dialogue. |