En vanlig dag på kontoret?

Hej vänner!

När jag började min praktik tänkte jag att dagarna skulle se ungefär likadana ut och att jag skulle bli uttråkad av att vara med på möte efter möte som handlade om ungefär samma sak. Detta har inte varit min upplevelse hittills och det är inte något jag längre förväntar mig ska inträffa då det är så himla mycket på gång här. Några av faktorerna som gör att det inte blir enformigt är att jag får följa med olika chefer runt om i organisationen, intervjua relevanta personer men också för den stora omorganiseringen.

En annan händelse som gör praktiken lite extra spännande är att de ska skifta avdelningschef den första december. Meddelandet om ledarskapsbytet har gått ut och ersättaren börjar redan denna veckan för att ha tid på sig att komma in i arbetet. Detta ger mig som ledarskapsobservatör mycket att reflektera kring då det påverkar väldigt många i organisationen på olika sätt.

En av de saker som intresserar mig mest är hur organisationskulturen påverkas när en avdelningschef byts ut. För att kunna börja resonera kring det tänker jag att det kan vara på sin plats att repetera vad vi menar med organisationskultur. Enligt Davies (1984) definieras organisationskultur som ett system av gemensamma värderingar och gemensamma idéer om hur saker fungerar och ska göras. Ur detta utvecklas normer och förväntningar om prestation. Som medlemmar i en organisation känner vi direkt av stämningen och det klimatet som råder. Detta bildar vi oss snabbt en uppfattning kring och med tiden kommer man till djupare insikt om vad som utgör de huvudsakliga strömningarna för arbetsmiljön (Kaufmann & Kaufmann, 1998).

När jag försöker sätta mig in i situationen att byta ledare känner jag att det beror så himla mycket på vilken relation man har till personen i fråga. Jag vill även påstå att det är starkt kopplat till hur stor del av kulturen som är inbyggt i ledare alltså hur stor kulturbärare ledaren är. Läser man på kring vad organisationskulturen kan bidra med är det allt ifrån att öka medarbetarnas identitetskänsla och engagemang till meningsskapande och stabilitet. Organisationskulturen kan även hjälpa till att styra beteenden, integrera organisationsmedlemmarna och även reducera ångest i viss mån (Kaufmann & Kaufmann, 1998).

En organisationskultur uppstår ju inte ur tomma intet så vilka faktorer bidrar egentligen till att en kultur skapas? Det man kan se som kritiskt när en ny kultur byggs upp är att grundläggaren(ofta ledaren) ofta är väldigt dynamiska personligheter med starka värden och visioner. Om deras värden accepteras av gruppen identifierar de sig med denna grundläggare. Det som sedan överför kulturen kretsar kring hur ledaren hanterar olika situationer och kriser. Ledaren är också viktig som förebild för denna identifikation. En annan central faktor som bygger kulturer är gemensamma erfarenheter och en gemensam förståelse som byggs upp vid regelbunden samvaro på arbetsplatsen (Kaufmann & Kaufmann, 1998).

Men vad är det som gör att en kultur upprätthålls när den väl har skapats? Här kan man tydligt se tre faktorer som påverkar mest. Dessa tre faktorer är selektion, socialisation och belöningsprocedurer. Selektion innebär att man helt enkelt rekryterar utefter personens förmåga att anpassa sig efter den rådande organisationskulturen. Kultursocialisationen är kanske den viktigaste faktorn och här syftar man på den process där medarbetaren anpassar sig till företagets kultur. Genom socialisationsprocessen kommer medarbetaren absorbera organisationens tänkesätt och beteenden vilket medför både för- och nackdelar. Den sista faktorn är att belöna beteenden som är gynnsamma för organisationen och därmed går i linje med kulturen. Detta kan göras genom olika typer av förmåner etc. men poängen här är att man helt enkelt kopplar ihop organisationsanpassade beteenden till någon form av belöning (Kaufmann & Kaufmann, 1998).

Sammanfattningsvis vill jag med dessa teorier säga att ledaren är eller kan vara extremt viktig för kulturens uppbyggnad. Det är även av stor vikt att försöka etablera flera kulturbärare för att inte kulturen ska bli beroende av endast en person. När avledningen nu ska byta ledare är det viktigt att se till att den nya ledaren kan anpassa sig till den befintliga kulturen. Om detta inte är möjligt behövs arbetsinsatser som ser till att avledningen och den nya ledaren genom socialisation kan mötas och hitta en ny kultur som alla kan trivas i. Detta är dock väldigt svårt att göra men det går om alla ser till att dra sitt strå till stacken.

Referenser

Davies S. (1984). Managing Corporate Culture. Cambridge, Mass.: Ballinger Press

Kaufmann G. & Kaufmann A. (1998). Psykologi i organisation och ledning. Studentlitteratur. Lund.

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  1. Väldigt kul att läsa dina inlägg! Du har intressanta tankar och skriver levande. Kom gärna med fler exempel där du kopplar in teori till hur det ser ut på din praktikplats 🙂

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