“Det är svårt att veta hur mycket man ska jobba, närska man nöja sig, är det okej att ta pauser?” : En studie om arbetsplatsintroduktion på distans

Sammanfattning: In previous research, there have been several studies that examined the phenomena ofsocialization and introduction at the workplace. During the two ongoing years of theCovid-19 pandemic, many introductions have been converted to be conducted remotely. Thismeans that there is an extensive field to seek new knowledge about. The purpose of the studyis to contribute knowledge about workplace introductions remotely. We have chosen to do thisby interviewing recruitment assistants at a staffing company. To achieve the purpose of thestudy, the following questions have been investigated: How have the introductory activitiesbeen designed to be carried out remotely? What characterizes the practical tasks that havetaken place remotely in the informants' stories? In what ways, according to the candidates,does a sense of belonging to the Community be created remotely? The study was conducted at a well-established staffing company. Since the goal of the studyhas been to gain knowledge about workplace introductions, we have placed great emphasis onthe individual's experience. To gain deep and nuanced knowledge, we have usedsemistructured interviews as a method. The collected material has been analyzed based on thetheory of Communities of Practice (CoP), where we have limited ourselves to focusingpredominantly on learning as doing and learning as belonging in Wenger's model of learning.The theory can be used in advantage to understand the learning that takes place at theworkplace as it makes visible how learning takes place through socialization andparticipation. It has emerged in this study that the staffing company has succeeded intransferring the introductory activities shading and lecture days to be carried out digitally. Theintroduction at a distance was characterized by a liberating feeling when the candidates couldfocus on the practical tasks. During the digital introduction, the candidates had to solve a lotof problems on their own. Workplace introduction at a distance has given a lot of space forlearning as doing. Something that further characterizes the workplace introduction is a feelingof insecurity because of the lack of expressed expectations. One discovery is that thecandidates mainly experienced a diversified community at the staffing company becauseseveral smaller communities were created. This has resulted in a feeling of belonging to theclosest team.