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12 punkter om distansarbete efter Covid-19

PublikationRapporter
Jonas Grafström, Linda Weidenstedt, Lotta Stern
Rapport 20 – 12 punkter web
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Sammanfattning

I och med att Covid-19-pandemin tvingade många anställda att skifta arbetsplatsen från kontoret till hemmet, tycks stigmat kring distansarbete, och framför allt hemarbete, ha minskat. Med ett möjligt slut av pandemin i sikte är frågan hur (kontors-)arbetslivet kommer att se ut framöver: Vad behöver man tänka på när man som arbetsgivare och/eller HR person funderar kring om distans- och/eller hybridarbete ska bibehållas, utökas – eller avvecklas? För företag blir det nödvändigt att analysera och planera hur den nya post-Covid verksamheten ska utformas. Det är av vikt för företag att uppnå en ny status quo när framtidens arbetsplats planeras; målet behöver vara att hitta ett arbetssätt som är gynnsamt för både arbetsgivare och anställda, oavsett om det rör sig om kontors-, distans- eller hybridarbete.

Denna rapport syftar till att redogöra för forskningsläget kring hem- och distansarbete för att ge de som planerar för framtiden ett beslutsstöd. Forskningssammanställningen gör inte anspråk på fullständighet då det i nuläget är för tidigt att dra slutsatser om världens förändring efter pandemin. Rapporten diskuterar flera relevanta aspekter och presenterar konkret tolv punkter som är av vikt för den som leder och fördelar arbetet, samt dess stödfunktioner, på ett företag.

Nyckelord: hemarbete, distansarbete, covid-19, framtidens arbetsplats, framtidens kontor, framtidens arbetsmarknad, HR.


Liknande innehåll

Employee Empowerment and Paternalism: A Conceptual Analysis of Empowerment’s Embeddedness in Communicative Contexts
Artikel (med peer review)Publikation
Weidenstedt, L.
Publiceringsår

2020

Sammanfattning

Empowerment as a management technique builds on the assumption that employees desire more power. Consequently, to a large extent, research on employee empowerment has focused on defining the type of power that should be contained in empowerment, identifying relevant mediating and moderating effects of and for empowerment as well as empowerment’s boundary conditions such as individual and social attributes. However, less research has dealt with communicative and relational aspects and how these may impact the outcome of employee empowerment. This paper uses an interactional perspective to conceptually analyse communicative meanings entailed in employee empowerment. Building on sociological theories of communicative interaction, it is argued that focusing on leaders’ and members’ ascriptions of meanings to each other’s communicative messages reveals paternalistic power structures that are of relevance for the failure and success of empowerment. A communicative analysis of common structural and psychological empowerment efforts suggests that members’ sensemaking of their roles and situations, as defined by formal (written) and informal (psychological) contracts, may not necessarily be in line with the communicative meanings intended by leaders’ actions, and vice versa.

Ratio Working Paper No. 340: Job Creation in the Wind Power Sector Through Marshallian and Jacobian Knowledge Spillovers
Working paperPublikation
Aldieri, L., Grafström, J. & Paolo Vinci, C.
Publiceringsår

2020

Sammanfattning

The empirical evidence concerning the job-creation impact of wind power technology through knowledge spillovers is yet poor. Our objective is to contribute to the literature and bridge this gap. Specifically, our analysis explores to what extent investments in innovation activities of one firm affect the neighbouring firms’ generation of knowledge spillovers in the same sector (intra-industry) or to different sectors (inter-industry) and how this complex knowledge diffusion process impacts the employment dynamics. The econometric analysis relies on a sector-based panel dataset for the USA, Europe, and Japan between 2002 and 2017. The empirical findings suggest that there were negative employment spillovers from the same technology sector (Marshallian externalities) while the spillovers from more diversified activity (Jacobian externalities) have a positive impact on job-creation. The findings have relevant policy implications for governments who are developing an industrial strategy for wind power technology.

Ratio Working Paper No. 339: Broken commitments and unfulfilled expectations: An explorative study of Swedish Labor Court cases
Working paperPublikation
Stern, C. & Weidenstedt, L.
Publiceringsår

2020

Publicerat i

Ratio Working Paper

Sammanfattning

Little is known about what lies behind serious relational conflicts in the workplace. In this paper, we analyze conflicts emanating from perceptions of broken commitments and unfulfilled expectations as they appear in the Swedish Labor Court. Sweden is a highly regulated and formalized labor market, with high levels of unionization and collective agreement coverage. Yet in a social setting ripe with formal rules and regulation such as this, what role do informal promises and expectations have? The empirical material for this study consists of a sub-set of two years of Labor Court decisions dealing with situations where mutual consent of what has been agreed upon or what is to be expected from each other has broken down. We describe who, when and what causes workplace conflicts and provide examples of typical situations where relations break down to such an extent that the cases are taken to court. The results show some variation between employers and employees, men and women, as well as insiders and outsiders of the Swedish labor market model. Our exploration into court cases in a highly regulated and formalized labor market suggests that regardless of the amount of regulations, people build relationships that go beyond formal rules. And when they interpret and judge their social relations, they will sometimes do so differently – and sometimes the differences will cause severe conflicts. Even in Sweden.

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