Browsing by Author "Rydberg, Alice"

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    IT TAKES TWO SIDES TO BUILD A BRIDGE A qualitative study of the interaction between HR- and IT-professionals in cross-functional teams
    (2020-09-08) Božić, Aleksandra; Rydberg, Alice; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
    Purpose: This study aims to investigate cross-functional teams in a multinational setting. The purpose is to understand the perceptions among HR- and IT-professionals in cross-functional teams. Using sensemaking theory and the notion of boundary work, this study will contribute to the understanding of how individuals make sense of their professional role within cross-functional teams and furthermore their ability to cross existing boundaries between roles. The intention is further to contribute with practical insights regarding potential possibilities and challenges arising when composing and managing cross-functional teams. Theory: The empirical findings are analysed trough sensemaking theory and the notion of boundary work, alongside previous research concerning interprofessional collaboration. Method: The study is based on a qualitative research design where the primary data collection consists of 15 interviews conducted within three different cross-functional teams. Result: The findings demonstrate that cross-functional team members perceive their professional identity in connection to their previous work experience within the HR- and/or IT field. Their identity also seems to be shaped by their current environment in the cross-functional teams. The findings also show that different types of boundary work occur simultaneously in the analysed cross-functional teams and that several challenges emerge, hindering professionals to cross the existing boundaries. Finally, the study presents an example of how the fourth wave of HR is impacting HR-professionals as they are expected to work more business oriented.
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    “MAN JOBBAR JU FÖR ATT MAN SKA KUNNA LEVA” - En intervjustudie om Generation Z:s attityder och värderingar i arbetslivet
    (2018-09-10) Öster, Linnea; Rydberg, Alice; Göteborg University/Department of Sociology
    There is a new generation about to enter the labour market called Generation Z which in this paper comprises individuals born from 1990 to 2010. There does not seem to be an extensive amount of previous research about this generation, nor about its approach on work life. As the new generation enters the labour market, a number of consulting firms have established their operations in order to provide companies with information about how to manage this group of individuals. The aim of this study is to investigate what work values and attitudes Generation Z holds and compare the findings of this study to research about the previous generation which is called Generation Y. The purpose was to create wider understanding about the underlying causes of Generation Z:s perception on work life. Further knowledge about Generation Z:s work values and attitudes can provide HR-practitioners with information about how to attract, retain and develop personnel. There seems to be a limited amount of qualitative research within this area and therefore a need to understand why individuals possess certain work values and attitudes. In this study, ten qualitative interviews were conducted with individuals born between 1990 and 1997. The result was compared to previous research regarding Generation Y:s work values and attitudes. The result indicated that Generation Z tend to appreciate enjoyment at work, work-life balance and a good relationship with their manager. The data also showed that Generation Z did not experience technical devices as important as expected. The differences that were found were few and not crucial to understand how to manage the new generation. The result indicated for example that Generation Z tend to have less focus on career advancement and are not likely to take further responsibility for others at work. However, there were more similarities than differences between the generations such as the importance of work-life balance, enjoyment at work, feedback and variety in job assignments. Based on the result of this study, there does not seem to be vast differences between Generation Y and Z. Further scientific research must therefore be conducted for organizations to make correct strategic decisions regarding if external consulting firms should be purchased or not.