Cand.merc.HRM - MSc in Human Resource Management
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En kritisk diskursanalyse af ubevidste kønsbias i rekrutteringen på Copenhagen Business SchoolSloth, Anne Louise (Frederiksberg, 2018)[More information][Less information]
Abstract: Purpose: The purpose of this thesis is to reveal how unconscious gender bias occurs discursively in the assessments of a female and a male applicant for a position as Associate Professor of the Copenhagen Business School (CBS). Several earlier quantitative studies show that unconscious gender bias occurs in different contexts in academia, and one of these contexts is in the assessments of applicant’s Curricula Vitae. This study contributes to the research field by investigating these findings from a qualitative perspective so as to obtain understanding about how unconscious gender bias are initiated, expressed, and how they interact with societal structures and ideologies. Concretely, the thesis examines unconscious gender bias stored in the assessments of a female and a male applicant’s CV in three theoretical levels. Firstly, how biases are initiated on a textual micro logical level. Secondly it analyses which discourses are used and whether they are associated with reproduction or transformation of the traditional gender roles. Finally, on a macro logical level, the interaction between societal equality structures and ideologies and the assessments of the two applicants is discussed. Methodology: The study was carried out in a randomized double-blind with 28 participants who hold the positions of either Associate Professor or Professor at CBS. The participants were asked to assess the CV of an applicant, which had been randomly assigned either a male or female name, for a position as Associate Professor. The questions asked were addressing subjects in which unconscious gender bias, in particular, is revealed to appear based on the conclusions of earlier studies. Findings: This study show that unconscious gender bias is discursively expressed by a continuous tendency to favor the male applicant and devalue the female. Unconscious gender bias thus plays an important role in the assessments of, respectively, the female and male applicant as several of the assessments were not based on actual information given in the CV. Instead, the statements show a tendency to subjectively interpret the actual information, where the assumptions and interpretations reflect societal ideologies and structures about gender roles and gender equality. To a lesser extent, the statements also identify objective assessments based on meritocracy, as well as statements that transform the traditional gender role pattern. URI: http://hdl.handle.net/10417/6311 Files in this item: 1
Louise_Sloth.pdf (2.268Mb) -
Larsen, Signe (Frederiksberg, 2016)[More information][Less information]
Abstract: This study takes places at the crossroads of different domains such as philosophy, empowerment in the workplaces, biology and stress. Based on the concept of the post disciplinary workregime, this study seeks out to find an understanding of how power and control is exercised in modern workplaces, and furthermore, how these power relations compose new complexities in how the worker interacts with the workplace and stress. Through a preliminary analysis of power relations, this study seeks out different ways for the worker to be governed by the workplace. Based on these discoveries the study will shed light on the overall stress-epidemic that seems to be unraveling in modern society. By drawing upon the works of Michel Foucault and Gilles Deleuze, it will prove possible to see the focus on workers’ authenticity and “work life balance” in workplaces, as another way of controlling the workers. Furthermore, it becomes possible to take a critical view at how the worker is both given the freedom to govern and unfold themselves at work, as another means of control. Such a perspective is achieved by analyzing how capitalism penetrates how the human being understands themselves through HRM-practices, and generates a marketable identity that seems to be ‘natural’. By drawing on the work of English psychologist Paul Gilbert and his evolution theory, the study unfolds theories of why this ‘natural’ way of perceiving yourself in the post disciplinary regime affects what actually works natural in the human being, and can generate stress. Lastly this part of the study incorporates the Danish philosopher Søren Aabye Kierkegaard, to understand why it is difficult for the human being to resist the control of the post disciplinary regime. As a ‘line of flight’, the study makes a final analysis of stresscoaching to gain better knowledge on how stress is perceived and constructed within stresscoaching, and evidently to impose an answerer to why it is so difficult to solve and ‘cure’ stress. URI: http://hdl.handle.net/10417/6190 Files in this item: 1
Signe_Larsen.pdf (1.181Mb) -
en undersøgende iagttagelse af Forsvarets rekrutteringskommunikationIngemann, Marie (Frederiksberg, 2015)[More information][Less information]
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Hvilken effekt har medarbejdersamtaler?Dahøj, Tina (Frederiksberg, 2015)[More information][Less information]
Abstract: The purpose of this thesis is to take a deeper look at employees’ sensemaking according to performance. The design of the research involved selection of the case study method. Sensemaking among the employees is examined in relation to a performance review system in a specific financial organization’s department. This topic lacks broad research in the HR field, and the work presented herein adds another view within the traditional performance management literature. Weick’s sensemaking theory is used to examine the case from a sensemaking perspective. In the fourth part of the analysis a strategic HR perspective and a traditional performance management perspective is added to the sensemaking perspective. Methodologically this research paper is based on eight qualitative semi-structured interviews with employees working in a specific department. The analysis in this research paper concerned four areas. The first concerns which elements of performance are essential to sensemaking among the employees. The second examines how the sensemaking process works. The third considers employee performance reviews and how they affect sensemaking about performance among the employees. And in the fourth and last part of the analysis, sensemaking among the employees and the implications for the employee performance review process is examined. The case study shows that sensemaking among the employees about what constitutes good performance is very heterogenic. Sensemaking among employees can be described as occurring along a continuum. Here quantitative performance goals are at one end of this continuum and the qualitative aspect of performance is at the other. Although sensemaking among employees about what a good performance concerns is heterogeneous, the process in which the employees make sense of things is very much the same. Direct effects of the employee performance review process on sensemaking among the employees were not uncovered directly. Instead this case study shows that the employee performance review process is only is one of many clues that affects the sensemaking process. To make a change in the process among the employees, it is thus necessary to take the culture and HR processes into account. Sense-making theory, strategic HR, and performance management has involved a best fit perspective on the use of employee performance reviews. In the last part of the analysis the strategic HR perspective and the performance management perspective are seen as complementary in sensemaking theory in relation to how to improve the employee review process in specific departments. The results of this case study can be phenomenologically generalized to the specific department in which the respondents were employed, the generalizations valid only at that specific time when the interviews where held because of the ongoing nature of the process among the employees. URI: http://hdl.handle.net/10417/5590 Files in this item: 1
tina_dahoej.pdf (1.590Mb) -
Nybroe Nielsen, Brianne (Frederiksberg, 2015)[More information][Less information]
Abstract: This thesis addresses the problem regarding Region Hovedstaden Psykiatri’s ability to attract and maintain caretakers to the organization in a labor market that seems to become more and more under pressure. The organization, which is a part of the public service in Denmark, has a complicated relationship with the mother company Region Hovedstaden and have not yet developed any branding strategy. The theoretical foundation for the main subject, employer branding and the elements that affects it, are presented. Here it is emphasized how important the alignment between all the elements are. The body of the employer brand is constructed upon the factors that are similar within the company's identity, profile and image. To provide an overview of the elements that affect employer brand a flowchart is designed. The purpose of flowchart is to benchmark the extent to which the company lives up to the theory of employer brand and from that to see where the focus areas is in developing an employer branding strategy. The perspective of the thesis is social constructivism that supports the chosen method, qualitative interviews, used to collect data for the analysis. The analysis is based on 15 interviews with respondents who all have recently been through a recruitment process at Region Hovedstaden Psykiatri. To interpret the interviews the hermeneutical circle is used. The research showed that the organization has a very weak image. The organization also lacks external branding. However, the organization’s profile are in line with its visions and values. The employees’ perception of the organization as a working place are in line with the organization’s profile except for two centers, Glostrup and Hvidovre, where the employees’ perception deviates to some extent from the organization’s profile. This should be a focus area for the management. It is assessed that there is a need for HR related competences in the recruitment process in order for the organization to live up to its values in this process. A corporate brand must be developed and communicated externally to support the company image. The research shows that the employer brand should focus on the organization focusing on people. The people focus is expressed through working processed characterized by communication and diversity. The employees at Region Hovedstaden Psykiatri possesses a high professional level which is developed by the possibilities, that the organization provides in terms of education. Furthermore Region Hovedstaden Psykiatri offers a high financially compensation for the competences which the employees possesses. URI: http://hdl.handle.net/10417/5559 Files in this item: 1
Brianne_nybroe_nielsen.pdf (1.003Mb)
