Att lyckas med en kvalitetsförändring
En fallstudie på OCS i Borås
Change is a natural state for both people and institutions, but as the surrounding world moves faster it becomes important to quickly be able to adjust to new conditions. Customers? force of negotiation increases as the global competition grows. One factor that becomes more vital to customers is the amount of quality standard a company can offer them. Several factors are essential if a work of change will be considered a successful investment, where the change can be perceived in both a positive and negative way for an employee. Many organizations have attempted a mayor structural change and failed.Overhead Conveyor Systems (OCS) is a company that develops and installs internal transport systems in Borås. They develop a Quality Management System in line with the international standard of ISO 9001:2000. The question is how the management at OCS will accomplish a work of change with consideration to the employee?s demands and at the same time fulfills the standard requirements. The objectives of this report are to investigate the user demands of a Quality Management System in a defined case as well as indicate important factors for a successful work of change.A qualitative approach has been used with a deductive research perspective. Different theoretical aspects have been used, which together with the standard requirements of ISO constituted the foundation for the paper. This was followed by an empirical investigation, where the primary information came from a small amount of employees at OCS, who where selected and interviewed.In the description of the present situation the results of the interviews are presented. The employees described how certain activities are performed at the current time. They expressed their demands and what they feel is lacking. The answers from the interviews where compared to questionnaires from a previous organization analysis, in order to understand the importance of the mentioned demands. The results show that a number of the demands made in the previous questionnaire are still valid today.In the analysis the results where compared to aforementioned theoretical aspects and the standard requirements. The analysis shows distinct demands in all areas of the standard requirement. Furthermore the respondents request more participation during the process of change, which will generate a higher extent of motivation and engagement. The conclusion illustrates that the crucial factors to a successful work of change, from an employee?s perspective, are participation, access to information, dialogue between the parties concerned and leadership.