Etnisk mångfald som organisationsidé. Chefs- och personalpraktiker i äldreomsorgen
Sammanfattning: The dissertation’s research context is organisation, ethnic diversity and healthcare. The focus is on healthcare managers’ relations to the organisational idea of diversity and the problematisation of how ethnicity is constructed by eldercare staff. The dissertation’s research questions are: What kind of day–to–day normality is created by managers and how do they understand and work with the diversity idea? How is ethnicity constructed in organisations and what does ethnicity mean in terms of quality? What is ethnic diversity as an organisational idea and what does diversity management mean in terms of quality? The dissertation has gained inspiration from aspectual and interpretative reflection and ethnography. The methods used include reflexive interviews and fieldwork. The theories that have been made use of are micro– culture, reproducing and producing systems, interpretative ethnicity, diversity as an organisational idea and quality as a socially conditioned value. Managers interpret their daily work through the reproduction of professional values where the diversity idea plays a peripheral role. Diversity issues are not controlled by the managers from a quality perspective. Like the management, staff also interpret ethnicity from an everyday perspective, although in quite a different way and through censoring and self–censoring practices. Ethnicity’s social significance changes: within the staff group it is thin and outside it oscillates between thin and thick. The dissertation illustrates that while managers have difficulty in determining the value of the diversity issue, the staff value ethnic diversity in terms of learning, creativity and the charismatisation of routines. Reasons for this are to be found in the lack of communication between management and staff practices in the different systems.
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