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Scheel, Louise; Kildevang Madsen, Sine (Frederiksberg, 2009)

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Abstract:

Within this thesis we have studied the employee’s view towards the future Workplace Health Promotion (WHP) within the Danish Corporation “Danfoss A/S”. The study was setout to give the company recommendations on how they should manage WHP at a strategic level. The study was conducted based on a questionnaire and group interviews with the intention to understand opinions toward WHP within the company culture. However, a full understanding of the future state of WPH is only obtainable through an examination of WHP in a societal context. Therefore the thesis has a supplementary discussion on external factors that highlights both pros and cons regarding WHP that should be taken into consideration but also the pressure surrounding the company as WHP are becoming a more important factor. The thesis has argued that WHP consist of several corporate advantages such as reduced absenteeism, increased productivity, strengthened internal and external brand, improved staff welfare, and increased employee motivation. However WHP can also lead undesirable conditions as it sets new standards for the good employee with the risk of favouring the healthy employee rather than the employee with the best qualifications. Nevertheless it was concluded that WHP can strengthen their business as long as the organisation is aware of the negative aspects. Based on this conclusion and employee preferences regarding WHP, a strategy was devised for Danfoss’ WHP effort. On a strategic level, WHP leads to an organisational change which is the reason why the theory applied in this thesis is based on Beer & Nohria’s theory E & O from Breaking the Code of Change. The theory E & O, in combination with an analysis on the employee’s thoughts on preferable change process, was used to serve Danfoss with a complete solution on how to act within the perspective elements of the theory. Those elements being purpose of change, leadership of change, focus of change, planning of change, motivation of change, and consultants’ role in change. Since E & O are two opposite archetypes, the recommendation to Danfoss was built upon an analysis on the statements from both archetypes. The combination of the perspectives, derived from the theory E & O, coupled with the strategy presented based on employee preferences led to the overall recommendation which entailed both the WHP and the change theory perspective. The recommendation made for Danfoss is purely based on a nonfinancial approach to WHP. With that in mind, our recommendation regarding Danfoss’ strategic involvement should not be implemented unless it is within Danfoss’ financial flexibility range to make the necessary investments. It is important to bear in mind that it is almost impossible to remove WHP again, when it is already implemented in the company culture which is why Danfoss has to agree a long-term course of WHP.

URI:

http://hdl.handle.net/10417/903

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Olympiatoppen som murer – Olympiatoppen som maler

En studie av den kunnskapsbaserte toppidrettstilnærmingen og Olympiatoppens regionkontorer som identitetsskapere

von Schantz, Magnus (Frederiksberg, 2009)

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Abstract:

Norway (Olympiatoppen) is part of the Norwegian Olympic and Paralympic Committee and Confederation of sports with responsibility for training Norwegian elite sport. This is a Master’s thesis about learning and knowledge in Team Norway’s regional offices. The goal was to analyze the regional position, when it comes to learning and knowledge, compared to the main office. My research question is “how is the knowledge-based elite sport model carried out in Team Norway’s regional offices?” I have carried out an organizational analyzes in Team Norway’s offices in the western and middle regions of Norway. My qualitative approach is to conduct six depth interviews with employees and to analyze this data through a methodological position based on practice theories with a micro sociological focus. I collected data concerning internal processes in the regional offices, their relationship with the central office and their collaborators with, mainly coaches, athletes and teams. The findings of Kjell Åge Gotvassli in his PhD; “A practice based perspective on dynamic learning network in elite sport”, gave me background knowledge and perspectives on Team Norway’s practice at the central office. Also the theories from Wenger and Giddens have been important in this work. My findings show that the regional approach to the knowledge based elite sport model is focused on identity building, team processes and knowledge sharing communities. The tools they use for this are closely linked to a pragmatic epistemological knowledge methodology, and the offices have a learning philosophy associated with social learning theory. This differs from the central approach because of whom they are approaching in their work. The regional offices are working with young athletes, coaches and teams and their approach to the knowledge based elite sport model have taken this into account. There is a stronger focus on identity and training core abilities, hence the title of the thesis; Team Norway as masons-team Norway as painters. A study of the knowledge-based elite sport approach and Team Norway regional as identity builders. As a student in Human Resource Management at Copenhagen Business School, this paper tries to reflect theories and knowledge I have learned as a student here, but it also tries to reflect the core of Human Resource Management. It is one part a practical study of Team Norway’s regional offices but also an epistemological and ontological discussion of knowledge. I think this falls naturally for the HR profession and my paper reflects this with consisting of both sociological and managerial theories.

URI:

http://hdl.handle.net/10417/904

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Abstract:	”Hvordan spiller CEUS´ fortid og nutid fortalt i et narrativt perspektiv af medarbejderne ind på de ledelsesmæssige og organisatoriske præmisser for fremtiden?”
URI:	http://hdl.handle.net/10417/901