First-Line Managers' Experiences of Working with a Structured Support Model for Systematic Work Environment Management.

Fredrik Molin,Magnus Svartengren,Therese Hellman

doi:10.3390/ijerph17113884

Fredrik Molin, Magnus Svartengren + Show 1 more

Open Access

https://doi.org/10.3390/ijerph17113884

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Abstract

Background: This paper describes the experiences of first-line managers when working with a structured support model for systematic work environment management in their work groups. First-line managers play a key part in influencing the work environment. Methods: In this study, a sample of managers implementing a structured support model, the Stamina model, in Swedish municipalities were interviewed. A total of 31 (n = 31) interviews were conducted at two time points during a one-year period. The collected data were analysed using a qualitative thematic approach. Results: The results showed that managers experienced discomfort when giving the responsibility of working with work environmental issues to employees. However, managers also experienced and were impressed by how well it worked in allowing employees to take on work environmental issues. Managers found that they balanced between being quiescent and, at the same time, actively monitoring progress in the work groups. Conclusions: The results from this study implicate that managers need to be sensitive to the needs and capacity of their work groups. The oracle in Delphi stated know yourself. We conclude: Know your group!

Highlights

Developing and maintaining good health and productivity in businesses requires a structured process that supports the development of good working environments [1]
The Stamina model has its theoretical roots in group development theory, the Integrated Model of Group Development (IMGD) [23,24] and has a participatory approach aimed at enhancing the work environment in participating work groups
The findings present the first-line managers’ perspective when working with the Stamina model

Summary

Introduction

Developing and maintaining good health and productivity in businesses requires a structured process that supports the development of good working environments [1]. Previous research has found that daily operations are more highly prioritised than these kinds of work environment initiatives, even though the involvement in such initiatives might save time and increase the organisation’s productivity. This paper describes the experiences of first-line managers when working with a structured support model for systematic work environment management in their work groups. Managers experienced and were impressed by how well it worked in allowing employees to take on work environmental issues Managers found that they balanced between being quiescent and, at the same time, actively monitoring progress in the work groups. Conclusions: The results from this study implicate that managers need to be sensitive to the needs and capacity of their work groups

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