Kandidatafhandlinger / Graduate theses
Recent submissions:
-
Scheel, Louise; Kildevang Madsen, Sine (Frederiksberg, 2009)[More information][Less information]
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 Files in this item: 1
-
En studie av den kunnskapsbaserte toppidrettstilnærmingen og Olympiatoppens regionkontorer som identitetsskaperevon Schantz, Magnus (Frederiksberg, 2009)[More information][Less information]
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 Files in this item: 1
magnus_von_schantz.pdf (1.060Mb) -
Christiansen, Mary Ann; Frederiksen, Rudi S.F. (Frederiksberg, 2009)[More information][Less information]
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 Files in this item: 1
-
Change management from a human perspectiveKnapp, Stefan; Lund Petersen, Martin (Frederiksberg, 2009)[More information][Less information]
Abstract: The aim of this thesis is to examine why not anyone can carry out organisational changes. This aim is threefold. First, we wish to relocate the boundaries of change management. Specifically, it is our ambition to dispute the tradition of the social psychological approach to change management, nesting the limits of change management outside the change manager, within the space of the change targets. Second, we aim to achieve this relocation be reintroducing the human and social limits to change management. The human limits are made up of familiarity with the present context; they point to the fact that our existence is “bounded”, limited by our experiences and the life, we have lived. The social limits point to the fact that we are all products of social history and all are part of a symbolic capital distribution, influencing and influenced by the social positioning in hierarchies. As such, both sets of limits point back to the lived life of the change manager; her experiences, merits, former achievements, networks and even her upbringing and childhood. This has the paradoxical effect of enabling the change manager to think and act in certain ways, but also restraining her from alternative ways of thinking and acting. Hence, she is the ruler of her own life, but not least a captive in it. Third, we suggest ways to extend the relocated boundaries of change management to avoid sinking into scepticism; that we are in no control of our lives. The implied results relocation of boundaries amount to the paradox that to change others, the change manager must first change herself; she must question her habitual way of thinking and acting, suspending her immediate practical judgment. The dynamic learning propensity of humans are illustrated through Bourdieu’s concept of habitus and its capability of creating appropriate actions within familiar contexts; it simply acts as a device of practical judgment. By using metaphors as an analytical tool, we exemplify our theoretical grounds by accounts of change managers having had the responsibility of carrying out changes in an organisational context; by assuming that the post-reflexive statements “I did” or “I could” refers to a pre-reflexive “I can” present at the time of the situation in question, we illustrate our understanding of habitus; providing the change manager with a virtual space of possibilities based on previous impressions and experiences, habitus perceives and decodes reality from the individual position in the symbolic system of the field, making the sighting and seizing of certain opportunities natural and taken for granted. In relation to change management, habitus induces a kind of leadership from the middle; from the present, between past and future, and from the middle of a social context – but also as an acceptance of the change manager residing somewhere in the middle between omnipotence and impotence. URI: http://hdl.handle.net/10417/902 Files in this item: 1
stefan_knapp_og_martin_lund_petersen.pdf (1.407Mb) -
Et casestudie af relationerne mellem motivation og coaching som 5 coachees har oplevet detMeiner, Lars (Frederiksberg, 2009)[More information][Less information]
Abstract: The main objective of this research project was to explore the links between coaching and motivation in work related situations, and investigate which functions in coaching processes promote and enhance the level of motivation in individuals. The research found three core processes which promoted and enhanced motivation in individuals: 1) clarification which describes the process where an individual becomes aware of what it is motivated by and as important what reduces the motivation of the person. 2) goal setting which relates to assuring the creation of concrete and reachable goals 3) realisation which indicates the importance of setting realistic and reachable goals to keep motivation high. All three concepts were found to be crucial processes in increasing motivation in individuals. Furthermore, coaching was found to facilitate these processes. Hence, the conclusion was that coaching can promote and enhance levels of motivation in individuals. These conclusions were reached through an iterative research process, with mainly a qualitative and inductive research approach. The empirical evidence was collected through a multiple case study using grounded theory, and the Self Determination Theory by Ryan & Deci and the Goal Setting Theory by Locke & Latham were used as theoretical basis to explore the links between coaching processes and motivation. Hence, this research project has contributed to the existing coaching literature by adding a thorough and up-to-date empirical research which supports the Goal Setting Theories and Self Determination Theory. Furthermore, the research project has contributed to the existing literature by proving the links between coaching and motivation – an area which so far has been vaguely researched. URI: http://hdl.handle.net/10417/899 Files in this item: 1
lars_meiner.pdf (727.0Kb)
