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Sammanfattning:

Abstract

Thesis: We do because we want and we are able to

-about a group and their manager

and how they together have worked with, and today working with, resist to change.

Programme:

SO2030E:3, Linnaeus University

Level:

Bachelor Thesis

Year/semester:

Spring 2015

Authors:

Pia Steinbach Mastenstrand and Rebecca Welander

Supervisor:

Magnus Persson

Keywords:

Change management, leadership, mechanism of inertia, power, quality

improvement

Background:

The work with quality improvement within the geriatric care is a constant

work in progress where implementation of new guidelines and routines is an essential part.

This study highlights a workgroup that has over the last four years progressed from mainly

not following new guidelines and routines to be successful in 2014 at the audit performed

by The Health and Social Care Inspectorate where no deviations concerning quality were

found.

The purpose

with this paper is to understand how the studied working group and their

manager together have managed the resistance to change and the mechanics of inertia.

Theory:

Ahrne and Papakostas (2002) theory about the mechanism of inertia has been

used to highlight the obstacles that are present in an organization during change

management. Ahrne and Hedströms (1999) theory of distribution of power has been used

to understand the managers power of position and how this can be used to manage change

in a working group. Durkheim’s (2004) theory of structures describes the influence on the

wellbeing of the employee.

Method:

A qualitative case study has been performed on a working group and their

manager at a geriatric care home by interviews and observations, totally seven interviews

and two meeting observations.

Result:

For a group that is functioning in a god way a lot of what the previous science

provides about for example participation is important to work with to achieve quality

improvement. But when a group is working in a dysfunction way and the context more or

less is chaos, the manager first have to work with the structure. This to be able to make the

group grow first before the members can participate in daily work and quality

improvement.

Thanks:

Many thanks to the studied group and their manager for your time and thoughts

about their work. Many thanks also to Magnus Persson that has guided us within the

sociological way of thinking. Thanks for your time and your wise input!