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  • 1.
    Aarrevaara, Timo
    et al.
    Helsingfors Universitet.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Higher Education and Research: Who should pay?2014Report (Refereed)
    Download full text (pdf)
    FULLTEXT01
  • 2.
    Aarrevaara, Timo
    et al.
    Helsingfors Universitet.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Introduction2014In: Higher Education and Research in Academe: Who should pay?, Luleå: Luleå tekniska universitet, 2014, p. 11-17Chapter in book (Other academic)
    Download full text (pdf)
    FULLTEXT01
  • 3. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Women and men as managers: the importance of disappointment2007In: Gender, work and organization 2007 : 5th International Interdisciplinary Conference, 27-29th June 2007, Keele University, Staffordshire, UK. 2007, 2007Conference paper (Other academic)
  • 4.
    Barry, Jim
    et al.
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences. Royal Docks Business School, University of East London, United Kingdom.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human and technology. University of East London, United Kingdom.
    Chandler, J.
    Royal Docks Business School, University of East London, United Kingdom.
    Embedding European identity in context: Changing social solidarities in Europe2011In: Reinventing social solidarity across Europe / [ed] Marion Ellison, Policy Press, 2011, p. 83-98Chapter in book (Other academic)
  • 5. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, Johan
    Luleå University of Technology.
    Gender, social policy and the politics of care: the welfare mix in Mumbai2007Report (Other academic)
  • 6.
    Barry, Jim
    et al.
    University of East London, UK.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    University of East London, UK.
    Academic shape shifting: gender, management and identities in Sweden and England2006In: Organization, ISSN 1350-5084, E-ISSN 1461-7323, Vol. 13, no 2, p. 275-298Article in journal (Refereed)
    Abstract [en]

    This article considers gender and managerial identities in organizational life, taking the recent change in higher education in Sweden and England with the coming of the new public management as the context in which to explore these issues. In reviewing the literature on gender identity and organization/management, which has moved from a pre-occupation with difference to an examination of the complex inter-relationship between gender and organization, an attempt is made to operationalize the concept of ositionality, using insights from the work of Alcoff and Melucci. It is argued that Academic Shape Shifting is developed by academics during their time in academia, as well as in defensive and proactive response to the recent managerial reforms. A number of indicative responses to the recent changes are identified. These are: the Stressed Professor, the Managerial Advocate, the Administrative Patrician, the Accidental Female, the Academic Chameleon and the Resolute Researcher. As Academic Shape Shifting is used by social individuals in interaction with others, at particular moments in time and in different circumstances, it is concluded that the implications suggest complexity in the changing character of university life, with female academics in middle range positions facing more difficult compromises than their male counterparts. Key words. academic positioning; gender; higher education; identity; new public management; Sweden and England

  • 7. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    Changing leadership and movement in public sector organizations2009Conference paper (Refereed)
  • 8. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    University of New England.
    Contradictory reforms: gender equality in and new managerialism in Swedish and English higher education2004Conference paper (Other academic)
  • 9. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    Gender and management in the public sector2006In: Proceedings, EURAM 6th Annual Conference: Energizing European Management, 2006, p. 81-Conference paper (Other academic)
    Abstract [en]

    The public sector in Europe has been subject to much change in recent years, not least because of the pronounced but uneven impact of the New Public Management. But if change is prevalent, gender inequality, gender segregation and gender differences remain persistent - as much in the public sector as elsewhere. Papers in this track explore a number of these gender issues, including how public sector managerialism and leadership is ‘gendered', how managerialism is responded to (and sometimes resisted) by women and men, the patterns of gendered occupational segregation, and the continuing inequalities in opportunity despite decades of ‘equal opportunity' legislation and action. Papers also explore cross-cutting differences of ‘race' and ethnicity and ofsexualities. Generalisation across Europe and the public sector is, of course, problematic and the papers in this track understandably tend to focus on specific countries and specific parts of the public sector with studies of health, higher education and social care predominating. The track will thus provide an opportunity to discuss differences as well as similarities in the form gender relations and inequality take within the public sector in a range of European countries.

  • 10. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    Luleå University of Technology.
    Gender and the managerial Turn in Higher education: Accounts from experienced female academics in England and Sweden2004Conference paper (Other academic)
  • 11.
    Barry, Jim
    et al.
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    University of East London, UK.
    Gender, managerialsim, and performativity in higher education in England and Sweden2014In: Journal of Workplace Rights, ISSN 1938-4998, E-ISSN 1938-5005, Vol. 17, no 3-4, p. 491-503Article in journal (Refereed)
    Abstract [en]

    In this article, we consider the implications of managerial reforms and performativity in higher education in Sweden and England, following the introduction of new public management and the development of neoliberalism. The article examines some gendered implications by drawing on the experiences of eight experienced female academics. The data are drawn from a dataset of interviews. The first interviews we present were conducted at the beginning of 2001 with two long-serving academics from each country. The rest of the interviews we present were conducted 10 years later, with academics who were, like the previous interviewees, long serving. The same interview questions were used for all the interviews. We found differences between the two countries, in terms of social democratic and liberal traditions, as well as similarities. In the earlier interviews, we found the reforms to be viewed negatively, while the later interviews suggested some accommodation in respect of research and management. Yet, despite this, the female academics in both countries had become increasingly subjected to performativity and were experiencing difficulties in undertaking research as they took on more teaching and administration.

  • 12. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    Luleå University of Technology.
    Gender, women's movements: abeyant or still on the move?2007In: Gender, work and organization 2007: 5th International Interdisciplinary Conference, 27-29th June 2007, Keele University, Staffordshire, UK, 2007Conference paper (Other academic)
  • 13. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    Luleå University of Technology.
    Leadership, movement and change in the public sector organizations2007In: Leading the future of the public sector, 2007Conference paper (Other academic)
  • 14. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    University of New England.
    Managing intellectual labour in Sweden and England2003In: Cross Cultural Management, ISSN 1352-7606, E-ISSN 1758-6089, Vol. 10, no 3, p. 3-22Article in journal (Refereed)
    Abstract [en]

    Reports on findings from a research project, which has been examining the development of the New Public Management (NPM), a managerial reform movement for change in public sectors worldwide, and reports on a series of semi-structured interviews with academics in Sweden and England as elements of NPM are introduced into the daily routines of university work. The findings suggest that, despite evidence of common elements of the NPM appearing in Higher Education in the two countries in question, as well as many similarities of experience and response among those subjected to change, there are differences - with academics in England reporting longer hours and increased monitoring of their work than their Swedish counterparts. The article explores the nature of these similarities and differences.

  • 15.
    Barry, Jim
    et al.
    University of East London, Organisation Studies Research Group Business School, Docklands Campus, 4-6 University Way, London, E16 2RD England.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    University of East London, Organisation Studies Research Group, Business School, Docklands Campus, 4-6 University Way, London, E16 2RD England.
    Movement and change in the public sector: Bringing social movements into the analysis2006In: Public Management Review, ISSN 1471-9037, E-ISSN 1471-9045, Vol. 8, no 3, p. 433-448Article in journal (Refereed)
    Abstract [en]

    This essay seeks to develop a theoretical framework for public-sector managerial change that draws on social movement theory, an approach located within the domain of political sociology. The essay opens with a brief examination of the literature on the New Public Management and governance which, it is argued, draws on a neo-liberal agenda, displays a tendency to de-centre or marginalize considerations of democracy and politics and offers abstract, top – down, descriptions of change. Approaches to social movement theory are considered, with particular attention paid to two dominant schools: the political process approach and new social movement theory which account for ‘how’ and ‘why’ change occurs. By operating through grass-roots networks, and offering symbolic challenges to the dominant neo-liberal order, social movements help us to see more clearly the limitations of conventional wisdom on public-sector managerial change, and consider resistances, accommodations and messy compromises. The essay seeks to use such insights to re-conceptualize public-sector managerial change.

  • 16.
    Barry, Jim
    et al.
    University of East London, Organisation Studies Research Group, London, United Kingdom.
    Berg, Elisabeth
    University of East London, Organisation Studies Research Group, London, United Kingdom.
    Chandler, John
    University of East London, Organisation Studies Research Group, London, United Kingdom.
    Movement and coalition in contention: Gender, management and academe in England and Sweden2012In: Gender, Work and Organization, ISSN 0968-6673, E-ISSN 1468-0432, Vol. 19, no 1, p. 52-70Article in journal (Refereed)
    Abstract [en]

    The paper opens by considering recent change in higher education, examined through literature on new public management. In this literature the direction of change is decided in advance, assumed to emanate from above, and conceptualised as moments fixed in time. As a consequence, it is argued, the rich processes of change enacted through time, which seek to take account of the motives of those involved, are elided. It is further argued that change is more appropriately understood as contested rather than consensual, and that civil society is implicated in processes of public sector change in the organisations affected. An attempt is made accordingly to analyse the presence of civil society influences through social movement processes within universities as non-social movement organisations. Arguments are considered for and against the status of the new public management as social or managerial movement, which is taken to be a coalition rather than a social movement, acting as the organisational glue of many neo-liberal regimes. It is then shown that women's movements, understood conventionally as social movements within social movement theory literature, are alive and well in the halls of academe, engaged in direct and indirect struggle and forms of symbolic contestation in the furtherance of gender equity in the milieu of management reform. It is concluded that empirical work, which makes use of social movement theory, is necessary to explore management change attempts in order to take fuller account of those involved, and of movement and coalition in contention.

  • 17. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    Luleå University of Technology.
    Movement in contention: management and academe in England and Sweden2006In: Enhancing managerial responsiveness to global challenges: IFSAM VIIIth World Congress 2006, 2006Conference paper (Refereed)
  • 18. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    Luleå University of Technology.
    New identities and challenging work situations: middle managers in social welfare departments in Sweden and England2007In: The British Sociological Association annual conference 2007: Social connections : identities, technologies, relationships, London: The British Sociological Association , 2007Conference paper (Other academic)
  • 19. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    Luleå University of Technology.
    Problems facing middle managers in social work and higher education: some experiences of the 'neglected middle' in Sweden and England2007In: Dilemmas in human services, Staffordshire: Staffordshire University Press , 2007Chapter in book (Other academic)
  • 20. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    University of New England.
    Reforming managerialism: gender and the navigation of change in higher education in Sweden and England2003Conference paper (Other academic)
  • 21. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    Luleå University of Technology.
    Reshaping Managerialism: Navigating change in academe in Sweden and England2004In: Proceedings of the British Academy of Management Conference 2004: St. Andrew, UK, 30 August - 1 September 2004, British Academy of Management , 2004Conference paper (Refereed)
  • 22. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    Luleå University of Technology.
    The neglected middle: managing social work and higher education in Sweden and England2007Conference paper (Other academic)
  • 23.
    Barry, Jim
    et al.
    University of East London.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    University of East London.
    The new management of healthcare: ‘Rational' performance and gendered actors2012In: The Palgrave Handbook of Gender and Healthcare, Basingstoke: Palgrave Macmillan, 2012, p. 339-354Chapter in book (Other academic)
    Abstract [en]

    In many countries across the world, and especially in Europe, we have seen an increasing concern with management as a key component of new governance and policy reforms in healthcare (Dent, 2003). In this chapter we focus on the new management of healthcare and the gendered actors who work to deliver the human services involved. By ʼnew’ management, we are referring to what has been called New Public Management (NPM), thought to have developed in many countries around the world from the 1970s onwards with the purpose of reducing costs, increasing efficiencies and accountabilities, and generally enhancing the quality of human services and experience of users (see Chandler et al., 2002; Dent et al., 2004; McLaughlin et al., 2002). Accordingly, our focus is on the management and implementation of healthcare, and of those involved in its delivery. In the middle of these processes are the new managers, often professionals, charged with responsibility for delivery. This is not to suggest that healthcare, like other human services within the public realm, has not been managed and organized in the past. It is rather to point to the growth of a new group or cadre of workers involved in the implementation of the new work regimes who draw on private sector management techniques and mindsets in their attempt to achieve the desired ends. We consider these changes with particular reference to gender (Barry et al., 2003).

  • 24.
    Barry, Jim
    et al.
    University of East London.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    University of East London.
    The new management of healthcare: ‘Rational' performance and gendered actors2016In: The Palgrave Handbook of Gender and Healthcare, Basingstoke: Palgrave Macmillan, 2016, 2, p. 305-320Chapter in book (Other academic)
    Abstract [en]

    In many countries across the world, and especially in Europe, we have seen an increasing concern with management as a key component of new governance and policy reforms in healthcare (Dent, 2003). In this chapter we focus on the new management of healthcare and the gendered actors who work to deliver the human services involved. By ʼnew’ management, we are referring to what has been called New Public Management (NPM), thought to have developed in many countries around the world from the 1970s onwards with the purpose of reducing costs, increasing efficiencies and accountabilities, and generally enhancing the quality of human services and experience of users (see Chandler et al., 2002; Dent et al., 2004; McLaughlin et al., 2002). Accordingly, our focus is on the management and implementation of healthcare, and of those involved in its delivery. In the middle of these processes are the new managers, often professionals, charged with responsibility for delivery. This is not to suggest that healthcare, like other human services within the public realm, has not been managed and organized in the past. It is rather to point to the growth of a new group or cadre of workers involved in the implementation of the new work regimes who draw on private sector management techniques and mindsets in their attempt to achieve the desired ends. We consider these changes with particular reference to gender (Barry et al., 2003).

  • 25.
    Barry, Jim
    et al.
    University of East London, United Kingdom.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science. University of East London, United Kingdom.
    Chandler, John
    Business School, University of East London, United Kingdom.
    The new management of healthcare: ‘Rational' performance and gendered actors2010In: The Palgrave Handbook of Gender and Healthcare, Basingstoke: Palgrave Macmillan, 2010, p. 305-320Chapter in book (Other academic)
    Abstract [en]

    In many countries across the world, and especially in Europe, we have seen an increasing concern with management as a key component of new governance and policy reforms in healthcare (Dent, 2003). In this chapter we focus on the new management of healthcare and the gendered actors who work to deliver the human services involved. By ʼnew’ management, we are referring to what has been called New Public Management (NPM), thought to have developed in many countries around the world from the 1970s onwards with the purpose of reducing costs, increasing efficiencies and accountabilities, and generally enhancing the quality of human services and experience of users (see Chandler et al., 2002; Dent et al., 2004; McLaughlin et al., 2002). Accordingly, our focus is on the management and implementation of healthcare, and of those involved in its delivery. In the middle of these processes are the new managers, often professionals, charged with responsibility for delivery. This is not to suggest that healthcare, like other human services within the public realm, has not been managed and organized in the past. It is rather to point to the growth of a new group or cadre of workers involved in the implementation of the new work regimes who draw on private sector management techniques and mindsets in their attempt to achieve the desired ends. We consider these changes with particular reference to gender (Barry et al., 2003).

  • 26. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    Luleå University of Technology.
    The New Public Management and the Women's Movement2006In: Dilemmas for human services: papers from the 9th International Dilemmas Conference London, 2005 / [ed] John Chandler, London: University of East London , 2006Conference paper (Other academic)
  • 27. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    Luleå University of Technology.
    The women's movement and higher education in Sweden and England2005Conference paper (Refereed)
  • 28. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    Ungleichstellung der Geschlechter als Routine?: Die Auswirkungen der Hochschulreformen in Schweden und England2010In: Feministische Studien, ISSN 0723-5186, Vol. 28, no 1, p. 56-70Article in journal (Refereed)
    Abstract [en]

    In this article we consider organisation, gender and higher education, and what we term the routinisation of inequality, drawing on an empirical research investigation in Sweden and England. We understand the idea of as historically contingent human creations that reflect an imagined past as well as the interests, values, hopes and intentions of present members as they converge and diverge on specific issues at different times and in different places. We argue that the reproduction of inequality is an assumptive process, largely unchanging and not seen as exceptional or out of the ordinary in universities and that this is connected in the present period with increasing neo-liberalism in conjunction with the new managerialism. The main conclusion is that whilst inequality is experienced negatively by those it affects adversely and who would wish otherwise, it has become ingrained in everyday life as a part of our present taken for granted assumptive world. Consideration is given to future prospects.

  • 29. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    University of New England.
    Workplace stress in Sweden and England: reflections on some statistical indicators2004In: Dilemmas facing the public sector: issues for professionals, managers and users, London: University of East London , 2004Chapter in book (Other academic)
  • 30. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Chandler, John
    University of East London.
    Harlow, Elizabeth
    University of Salford.
    Neo-liberalism and the (re-)construction of social work in Sweden and the United Kingdom2008In: Dilemmas for Human Services: 12th International research conference Changing Contexts and Dilemmas for the Human services, University of East London, UK, 11th – 12th September 2008, London: University of East London , 2008Conference paper (Refereed)
    Abstract [en]

    Social work is now an organised occupation on all continents of the world (Barnes and Hugman 2002). Despite sharing a common basis however, the specific organisation and practice of social work is likely to vary between countries. In a general sense, local discourses concerning citizenship and the provision of welfare might contribute to the shaping of national configurations. If the typology offered by Esping-Anderson (1990) is relied upon, social work within the social democratic context of Sweden may well contrast with social work in the United Kingdom, which has evolved within the context of a liberal welfare regime. At the beginning of the twenty-first century however, the idea that nation states can retain their individual difference has been contested: globalisation is said to erode national borders and impact upon economic policies, social life, the construction of social problems and the welfare policies and practices that are pursued (Wilding 1997). One global trend is for neo-liberalism to modify or possibly even replace social democratic and liberal welfare regimes.According to Powell (2001), the implications of the neo-liberal discourse for the welfare state are ‘catastrophic' in that the fundamental commitment to distributive justice and social citizenship has gone. Policy theorists such as Clarke and Newman (1997) argue that neo-liberalism constructs welfare professionals such as social workers as expensive resources, pursuing their own interests and patronising the clients with whom they work. Whilst welfare services and some associated professionals may be required, this discursive framework dictates that these should be limited in number and remit and provided by the private and voluntary sector rather than the state. Importantly, market conditions should apply: the market in welfare would reduce cost and introduce ‘choice' for welfare ‘consumers' (Harris 2003). In consequence, the social work relationship is transformed as clients become ‘service users', ‘stakeholders' or customers in a service transaction. This paper considers the various ways in which neo-liberalism is impacting upon the provision of welfare in Sweden and the UK, but most specifically the way in which social work is currently being constructed and re-constructed. This has the potential to implicate the organisation, management and practice of social work. Commonalities and differences between social work in Sweden and the UK are identified in the light of the contrasting welfare histories, but also the way in which neo-liberalism is embraced and resisted

    Download full text (pdf)
    FULLTEXT01
  • 31. Barry, Jim
    et al.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Elsmore, Peter
    Dancing to a managerial tune: performing managerialism and enacting academe2003In: Global business perspectives / [ed] A.F. Alkhafaji; J. Biberman, Lanham, Md: Catholic University of America Press, 2003, p. 758-762Conference paper (Refereed)
  • 32.
    Barry, Jim
    et al.
    University of East London, London, UK.
    Chandler, John
    University of East London, London, UK.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Women's movements: abeyant or still on the move?2007In: Equal Opportunities International, ISSN 0261-0159, Vol. 26, no 4, p. 352-369Article in journal (Refereed)
    Abstract [en]

    Purpose - The paper seeks to offer a consideration of the adequacy of the concept of abeyance in accounting for women's movement processes in non-social movement organisations in periods characterised by quiescence rather than insurgence.

    Design/methodology/approach - The article is primarily conceptual.

    Findings - By extending the political process school of social movement theory, which relies heavily on visible activism to explain movement success, to include the new social movement approach, it is contended that underlying processes of change, associated with the values and affiliations of those involved in non-social movement organisations, become clearer. Less visible processes are identified through the variable rhythms and multiple, discontinuous experiences of women's movement supporters characterised as concealed adherents, informal networkers, and fellow travellers who can include male supporters.

    Research limitations/implications - Limitations: as the paper is primarily conceptual, there is a need to develop the practical implications beyond those mentioned below. Implications: there is a need to reorient research into organisational change to take fuller account of social movement processes.

    Practical implications - It is recognised that the literature on organisational and managerial change in non-social movement organisations needs to take account of the differing experiences and potential strategies of those likely to be affected.

    Originality/value - Originality of the paper lies in the use of insights drawn from the field of political sociology to enrich understanding of gender and organisational change.

  • 33. Barry, Jim
    et al.
    Chandler, John
    University of East London.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Women's movements and new public management: higher education in Sweden and England2007In: Public Administration, ISSN 0033-3298, E-ISSN 1467-9299, Vol. 85, no 1, p. 103-122Article in journal (Refereed)
    Abstract [en]

    This article considers change in academe in Sweden and England, focusing on gender equity and the new public management reforms. In drawing on social movement theory, it is argued that public sector agendas in these countries have been affected by the influences of their respective women's movements as well as by the new public management. The article explores these developments through the experiences of a group of employees whose voices are heard infrequently in the literature, those in middle-level academic positions in universities who are responsible for delivering change. It is argued that the rational, hierarchical, masculine discourses of the new public management offer challenges to women's movement supporters, whose influences and responses are examined. It is contended that the use of social movement theory, as a vehicle through which to conceptualize change, offers a number of insights. These are: the contribution made to gender equity by women who are not self-defined feminists or strongly committed to equal opportunities, known as femocrats; the contribution made by some supportive men to gender equity; and the potential for future collective opposition to the new public management from women's movements.

  • 34.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Alienation och utbrändhet: uttrycksformer för dåliga arbetsförhållanden1992Report (Other academic)
  • 35.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Arbetarkultur och tjänstemannakultur tillsammans: effektivisering av verksamheten genom färre tjänstemän och tjänsteled i organisationen1998In: Arbete, människa, miljö och Nordisk ergonomi, ISSN 1402-859X, no 2, p. 119-128Article in journal (Other academic)
  • 36.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Arbetsmiljöanpassning i det privata hemmet: vilka hinder finns det?1992Report (Other academic)
  • 37.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Career patterns for female management in middle positions1997Conference paper (Refereed)
  • 38.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Changes and New Directions in Human Services: Selected conference proceedings of the 14th international Research Conference held at Luleå University of Technology, Human Work Science, October 20112011Conference proceedings (editor) (Other academic)
    Abstract [en]

    Preface This Conference, organised jointly by Staffordshire University, the University of East London and the University of Luleå, have so far provided a forum for policy, organisational and multidisciplinary critical analyses of the dilemmas facing the organisation and delivery of health, housing, education, social services and the human services generally. The theme of the conference 2010 was Changes and new directions in Human services. Change has been a leitmotif of the Human Services and the Public sector more generally in recent years; and whilst it is an aspect of all organizational, social political and economic life, it has been especially rapid and far reaching in the human services, exuberated by the turbulence and fall-out from the present to initiate further change in new directions. We accordingly invited papers that examine the responses of public, private and voluntary sector organisations and governments in tackling the contemporary problems facing human services related to the changes and new directions in service delivery and organisational effectiveness (locally, regionally and globally), as well as ethical and gender issues concerning access to labour market, equity and quality of service. This years Dilemmas Conference presents a selection of short papers from the conference. The articles highlight the changes and potential directions of society where wealth is undergoing a shift towards more explicitly neo-liberal society, where the private market takes over part of what has previously been state and local government responsibility which has consequences for people who are in need of social services. These changes affect the welfare state actors in organizations such as education, social work and also affect the employability of the general, and over time these changes can have significant consequences for welfare and social rights. Three of these articles, “The Financial Meltdown and the Crisis of Reproduction: Imaginations of Performance, Participation and Social Justice” by Brigitte Aulenbacher and Birgit Riegraf, Vision: A Source of Innovation, Illusion or Social Control? by Kazem Chaharbaghi and Support and service for persons with intellectual disabilities: A study of changes and consequences in Finland and Sweden 1990 – 2010 Barbro Blomberg, Lena Widerlund, Anne-Marie Lindqvist have been published in a special issue in a Swedish journal called Socialvetenskaplig Tidskrift 2010 3-4, Vol 1. These articles have been published in Swedish in longer versions except for Kazem Chaharbaghis’ article which are the same article however in English in this Dilemmas proceedings.

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  • 39.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Det ojämlika mötet1994In: Social omsorg, ISSN 0280-848X, no 7Article in journal (Other (popular science, discussion, etc.))
  • 40.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Det ojämlika mötet: en studie av samverkan i hemvården mellan kommunernas hemtjänst och landstingets primärvård1994Doctoral thesis, comprehensive summary (Other academic)
    Abstract [sv]

    Enligt nya riktlinjer för den offentliga omsorgen för äldre och handikappade skall den omorganiseras till öppnare vårdformer. Nu är målet att äldre och handikappade i ökad utsträckning skall kunna bo i sina egna hem, även för de som har stora omsorgsbehov. Det här leder till att personalen från kommunens hemtjänst och landstingets primärvård möter varandra i omsorgsarbetet. I både socialtjänstlagen, 1982, och hälso- och sjukvårdslagen, 1983, uttalas att ansvariga organisationer skall samverka vid utvecklandet av "det nya öppna vårdarbetet" i det enskilda hemmet. Omorganiseringen till öppnare vårdformer har dock redan givit upphov till problem både för dem som behöver vård och omsorg och för personalen i hemvården vars arbetsuppgifter ständigt förändras. Jag menar att dessa problem i hög grad är strukturellt och organisatoriskt betingade och hänger samman med att de personalgrupper som skall mötas i samverkan kommer från två sinsemellan mycket olikartade verksamheter, mänligen socialtjänsten respektive sjukvården. Denna avhandlings huvudsyfte är att beskriva och analysera mötet som sker mellan personalgrupperna i de två organisationerna när de enligt de politiska målsättningarna skall samverka i och samordna det "nya öppna vårdarbetet". Utöver själva mötet mellan de två organisationernas personalgrupper har också respektive organisation i sig studerats. Syftet är att ge en bakgrund till i vilken utsträckning och på vad sätt mötena mellan personalen från de två verksamheterna påverkas av att de kommer från organisationer med sinsemellan olikartade målsättningar, arbetsuppgifter och kompetenser.

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  • 41.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Embedding European identity in context: changing social solidarities in Europe2008In: Dilemmas for Human Services 2008: 12th International Research Conference Changing Contexts and Dilemmas for the Human services, University of East London, UK 11th – 12th September 2008, London: University of East London , 2008Conference paper (Refereed)
    Abstract [en]

    This paper is concerned with contributing to an understanding of challenges facing an enlarged European Union, with a focus on issues of social cohesion and solidarity, linked to the idea of a European identity. This is of considerable importance at the present time as changes in lifestyle, immigration patterns, variations in culture and societal trends suggest a widening of differences - between nation states and within their regions - across Europe. Yet, as argued in this paper, it is in the very character of the tensions that the opportunity to build solidarity and achieve integration lie. Recent debates on the concept of democracy indicate a growing intellectual gulf between those, such as Habermas (1995), who seek democratic consensus, and those like Mouffe (1997) who seek acknowledgement of social and political conflict in a political context pervaded by an insistent neo-liberalism. Indeed, approaches from managerial and political elites, in offering top-down prescriptions for change (Pollitt and Bouckaert 2000, Hood 1995), fail to engage employees and electorates lower down the chain. This results in a mismatch with considerable consequences, since it elides the issue of involvement central to decision making in a democratic public sector. Little wonder perhaps that the new public management reforms have been contested (Barry, Chandler and Berg 2007) and political endeavour met with electoral apathy and a concomitant rise in social movement activity (Todd and Taylor 2004: 3) as those in civil society seek to make their oppositional voices heard, suggesting the need to take account of those involved since neo-liberalism is an incomplete project (Clarke 2004)It is accordingly contended that sustainable social solidarity in an enlarged Europe will be built by those who, directly or indirectly, it will affect. The challenge is, therefore, to engage with the ‘contested terrains' (Ellison 2007) embedded within the social processes and networks of European civil society in ‘conflictual democracy' (Balibar 2004:x). In this way, solidarity and integration will take embedded root within a plurality of diverse societies, with conflict resolution transparent and worked through in real-time. Recognition that nineteenth and twentieth century social policy and welfare provision were the fruit not necessarily of elite concession in order to maintain control (Saville 1957-8) but of agonistic labour movement struggle achieved at a price (Thompson 1958), indicates where to look today for the new drivers of social policy: partly through ‘governance' (Newman 2004: 203, 217), but also the autonomous organs of civil society in the guise of new social movements. It is this that the paper explores

  • 42. Berg, Elisabeth
    Från institutionsvård till omsorg i eget boende: några aktuella förutsättningar och begränsningar i två Norrlandskommuner1987Report (Other academic)
  • 43.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Förväntningar inför Ikeas öppnande: sociala frågor och hälsoaspekter2006Report (Other academic)
  • 44.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Förändringar och nya riktningar inom human service2010In: Socialvetenskaplig tidskrift, ISSN 1104-1420, E-ISSN 2003-5624, Vol. 17, no 3-4, p. 226-232Article in journal (Refereed)
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  • 45.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Grasping the poisoned chalice: managers and identity struggles in higher education2010In: GenderChange in Academia: Re-mapping the Fields of Work, Knowledge, and Politics from a Gender Perspective / [ed] Birgit Riegraf; Brigitte Aulenbacher; Edit Kirsch-Auwärter; Ursula Müller, VS Verlag für Sozialwissenschaften, 2010Conference paper (Refereed)
    Abstract [en]

    This paper considers higher education in Sweden and England and examines the managerial and organizational changes that have taken place in a context where academics are involved in ‘identity work’ in relation to New Public Management. The paper has two aims: first to explore understandings that women academics have of their work situation in academe in relation to New Public Management; and second in what way they shape their identities in academe in relation to teaching, research, management and managerial changes. The methodology is social constructionist and makes use of discourse analysis where the assumption is that people express through the way they talk how they understand their lives. Identities are conceptualised as multifaceted and fluid, located in processes that engage with increasing managerial control attempts, within specific sites and particular ‘cultures’. The findings indicate that an early decision in respect of managerial aspirations is important since respondents report difficulties in combining teaching, research and management. The findings also suggest that academics who, early in their career, choose to become managers lose research, something that can be a dead–end position for some academics. Some realize that acceptance of management positions are something of a poisoned chalice because of the sacrifices that follow– particularly if they identify themselves as research-active. The results indicate that women find it difficult to maintain a research active identity when competition for research funding has increasingly become the only means for realising individual research activity, especially in Sweden. Assuming management positions it seems, turns out to require unpleasant compromises and sacrifices for those academics who seek to develop a managerial identity in the fluid processes of change.

  • 46.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Hemvården: utveckling, förändring och samverkan1995Book (Other (popular science, discussion, etc.))
  • 47.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Kvinna och chef i offentlig förvaltning2000Book (Other academic)
  • 48.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Kvinnor i organisationer: fem texter1999Collection (editor) (Other academic)
  • 49.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Kvinnors positionering i byråkratisk miljö: kvinnor, karriär och konsten att kombinera arbete och barn1999Conference paper (Refereed)
  • 50.
    Berg, Elisabeth
    Luleå University of Technology, Department of Business Administration, Technology and Social Sciences, Human Work Science.
    Med fokus på ledarskapet: en utvärdering av effekterna av ett ledarutvecklingsprogram vid Luleå tekniska universitet2004Report (Other academic)
    Abstract [sv]

    Denna utvärdering syftar till att undersöka om ledarutvecklingsprogrammet har lett till förändrade attityder och beteenden hos deltagarna på ett sådant sätt att det gynnar universitet och det förändringsarbete som pågår. Utgångspunkt tas i de erfarenheter och upplevelser av ledarskap som anställda har i sitt dagliga arbete vid universitetet. Vid Luleå tekniska universitet har anställda i chefsposition samt presumtiva tänkbara ledare gått ett ledarutvecklingsprogram mellan januari 2001 - mars 2004. Ledarutvecklingsprogrammet har arbetat enligt metoden att pröva, uppleva och reflektera utifrån behov hos individen, gruppen och organisationen, det är professionen, relationerna och individen som har varit i fokus för ledarutvecklingsprogrammet. Syftet har också varit att öka kunskapen om relationer och förståelsen om grupper samt förändringsprocessens ledarskap. Det är 90 personer som har gått programmet under dessa tre år - 62 män och 28 kvinnor, varav 2 män och 2 kvinnor inte är kvar vid Luleå tekniska universitet. Universitetet har särskilt satsat på kvinnor som är intresserad av ledarskap. Upplägget är följande: Del I ger en teoretisk referensram vid beskrivning av intervjuerna, det nya ledarskapet vid universitet i Sverige (NPM), akademiskt ledarskap och chef, genusaspekter samt hur nya idéer implementeras i organisationer. Med stöd av tidigare forskning samt intervjuer som har skett både vid universitet i England och i Sverige i tidigare undersökningar. Del II därefter beskriver de 19 intervjuer som har skett med dem som har gått ledarskapsprogrammet. Del III beskriver 19 intervjuer med personal som inte har gått ledarskapsprogrammet. Del IV slutligen tar upp reflektioner och slutsatser. Universiteten i Sverige har sedan slutet av 80-talet stått inför stora förändringar med krav från staten att med mindre resurser effektivisera både utbildning och forskning samt utbilda fler studenter. Behovet av ett starkt offentligt ledarskap vid universiteten uppmärksammades redan 1987 när Martin Trow inbjöds till Lunds universitet för att tala om de nya förändringarna som skedde vid universiteten. Mot bakgrund av att akademiker som professionella har en stark relativ autonomi så blir målet att stärka ledarskapet vid universiteten problematiskt. Ledarskapet vid universiteten har av tradition internt rekryterats bland akademiker och är ett uppdrag under ett antal år för att sedan leda till andra typer av uppdrag eller åter till en lärar - eller forskartjänst. Det finns många myter kring ledarskap och ledare, framförallt att det är särskilda personlighets- eller ledaregenskaper som krävs för att bli en bra ledare. Det finns ingen forskning som stödjer uppfattningen att det är särskilda ledaregenskaper som leder till bra chefer. Intervjuerna har tagit upp följande teman; upplevelser av ledar- utvecklingsprogrammet, akademiskt ledarskap, förändringsarbetet, konkreta insatser i förändringsarbetet och uppgifter som chef och ledare, möjligheter att påverka, vilka och vad tror man sig påverka. Avslutningsvis har också frågan ställts till alla intervjuade; hur deras chefer förhåller sig till förändringsarbetet? Finns det några skillnader i deras attityder och beteenden efter utbildningen? Titlar som " Ett särskilt handlag", "Att dirigera solister", "Att styra i namn av akademisk kollegialitet" säger något om hur akademiskt ledarskap uppfattas. Det gäller oavsett om det är ett ledarutvecklingsprogram eller en pedagogisk utbildning, kritiken finns alltid närvarande. Det är flera dominerande diskurser som finns vid ett universitet som Luleå tekniska universitet, exempelvis, jämställdhets-diskurser, manliga och kvinnliga diskurser, allmänna diskurser som handlar om hur akademiker förhåller sig till sin disciplin, eller hur administratörer förhåller sig till sitt administrativa arbete. Akademiskt arbete består inte bara av renodlad forskning och utbildning utan även av administration, något som innebär att bland annat följa regler, föreskrifter och rutiner som omger både utbildning och forskning. Det finns inte några enkla lösningar för hur det akademiska ledarskapet ska förändras. Frågan är om och hur akademiker ska ledas samt på vilket sätt en ny ledningsdiskurs ska implementeras vid ett universitet? En strategi är den Luleå tekniska universitet har valt genom att utbilda en utvald grupp av ledare och presumtiva tänkbara ledare. Vid Luleå tekniska universitet har också personer valts som har en chefsposition och som anses vara i behov av en ledarutbildning. De som har gått programmet tar upp direkta insatser som de har genomfört på sina avdelningar och institutioner som de anser är ett resultat av att de har gått programmet. Vid frågor om akademiskt ledarskap tas det upp synpunkter som stöder det kollegiala ledarskapet, några av dem ifrågasätter dessutom de ledarskapsideal som kursledarna förmedlade, som inte enligt de intervjuade handlade om kollegialt ledarskap. Det finns dock, bland de som har gått programmet, de som uppfattar att det kollegiala ledarskapet är en passerad tid, särskilt mot bakgrund av att institutions- styrelsen har upphört. De som inte har gått ledarutvecklingsprogrammet stödjer det kollegiala ledarskapet i större utsträckning och ser det som ett inslag i det dagliga arbetet, de använder begrepp som att ledarskapet vilar på professionalitet och kollegialitet. Det här är synpunkter som lyfter fram en motsättning mellan olika förhållningssätt till det akademiska ledarskapet, dels den nya organiseringen med två beslutsnivåer, prefekt och rektor, som representerar en uppfattning, dels den tidigare organisationen som var baserat på ett kollegialt ledarskap. Med en administrativ chef blev det en tydligare administrativ organisation, något som uppfattades positivt av administratörerna. Det är framförallt kvinnorna som har upplevt kursen som mycket positiv. Det är tre avdelningschefer samt en lektor som beskriver programmet neutralt och direkt negativt. Majoriteten var dock kritisk till att kursen inte kunde förmedla relationen mellan ledarskap och det förändringsarbete som sker vid universitetet. Relationen mellan ledarutvecklingsprogrammet och det skapande universitet, särskilt arenorna, var inte integrerat i kursen och kursledarna förmådde inte att förmedla till kursdeltagarna en kunskap om hur de skulle hantera det konkreta förändringsarbetet när de återvände till det vardagliga arbetet. För kvinnorna har programmet stärkt deras identitet som ledare. Ledarutvecklingsprogrammet har också väckt en hel del skepticism hos dem som inte har blivit utvalda men också av några av dem som deltog i programmet och det har rest frågor om universitetet har utbildat en ledarelit, den så kallade 90-gruppen? Det finns också de som inte uppfattar ledarskapet i sig som något åtråvärt utan anser att det är de två kärnverksamheterna, utbildning och forskning, som är akademiskt arbete, det är där karriären finns. Det som också lyfts fram är att vissa grupper av akademikerna ställs utanför och om det sker leder det då till att universitetet förlorar erfarenhet och kunskap?

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