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Attractive Work Process
Dalarna University, School of Technology and Business Studies, Occupational science.ORCID iD: 0000-0002-6960-8861
Dalarna University, School of Technology and Business Studies, Occupational science.ORCID iD: 0000-0001-5953-2165
Dalarna University, School of Technology and Business Studies, Occupational science.ORCID iD: 0000-0001-5907-626X
2009 (English)In: USE2009: Understanding Small Enterprises – a healthy working life in a healthy business, Elsinor, Danmark, 2009Conference paper, (Other academic) Published
Abstract [en]

Many companies both in Sweden and other parts of the world are since the beginning of the 21st century faceing a lack of work force (1,2,3). The ability to recruit and retain skilled employees is seen as one of the most important questions for the survival and development of the companies (4,5). Labour shortage is seen as the biggest obstacle for expansion for small enterprises in Sweden (5). There is a need for workplaces to be attractive, but how can the attractiveness be increased? Researchers at Högskolan Dalarna have during almost a decennium conducted research concerning attractive work. Based on a modell of qualities that contributes to make a work attractive (6) has a method aiming for raised attractiveness been developed for SME:s. All employees participate by answering a questionnaire about the importance of different qualities and to what degree they are fulfilled. Further discussions at the workplace on what to preserve and what to develop make the base for an action plan. Important experiences: • Discuss and establish the aim of the method with management and employees. • The company must be prepared to follow up and realize the action plan. • Agree about expectations – they must be realistic and practicable. • Reserve time to start the process and to end up in an action plan. • Avoid negative thinking and put problems away. • Take all the time small steps in the right direction. • Keep employees engaged and avoid the manager or process leader to take the command. • Use the strategy with small work groups; it gives better possibilities for participation and outspokenness. • Follow up studies are necessary to keep up the motivation. The most positive aspects of the method is its promoting perspective and that it engages all the employees. 1.Rauhut, D. (2002). Arbetskraftsbrist och arbetskraftsinvandring: hot eller möjlighet för ekonomisk tillväxt? Östersund, ITPS, Institutet för tillväxtpolitiska studier. 2.Funch, M. and C. Ehrnooth. (2008, 08-10-2008). Labour shortage despite financial crisis? Retrieved 2008-12-16, 2008, from www.norden.org/webb/news/news.asp?id=8113&lang=6. 3.Manpower (2008). Talent Shortage Survey 2008 Global Results: 10. 4.Bakker, A. B. and W. B. Schaufeli (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior 29: 147-154. 5.Kennemar, J. and L. Jagrén (2008). Småföretagsbarometern. Stockholm, Swedbank Företagarna: 23. 6.Åteg, M., A. Hedlund, et al. (2004). Attraktivt arbete. Från anställdas uttalanden till skapandet av en modell. Stockholm, Arbetslivsinstitutet.

Place, publisher, year, edition, pages
Elsinor, Danmark, 2009.
Keyword [en]
Attractive Work, employee engagement, small enterprises, development process
Research subject
Komplexa system - mikrodataanalys, Attraktiv Konkurrenskraft
Identifiers
URN: urn:nbn:se:du-4252OAI: oai:dalea.du.se:4252DiVA: diva2:522018
Conference
USE2009: Understanding Small Enterprises – a healthy working life in a healthy business , Elsinor, Danmark, 20-23 oktober, 2009
Available from: 2009-10-26 Created: 2009-10-26 Last updated: 2017-04-06Bibliographically approved

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Citation style
  • apa
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