Hinder och möjligheter med jobbcoachning

Abstract This qualitative interview study focuses on job coaching by examining what thoughts, views and opinions the involved parties, such as job applicants and job coaches, have of the contribution. The aim is to highlight the obstacles and opportunities by examining the expectations that exist from both parties as well as how to look at job coaching and its different areas. In this context, examine the similarities and differences between the two parties approach to the contribution. This is made possible through four interviews with job applicants as well as four interviews with job coaches. A grounded theory inspired approach was used to obtain the results of the study. The analysis consisted of coding to develop and present categories of the collected interview material. The results show that there are some obstacles and opportunities associated with the contribution. These obstacles and opportunities are due to the similarities and differences job coaches and job applicants have in their view of the contribution. In particular there exists an obstacle in the different expectations that the involved parties have of the contribution. Some job applicants have unrealistic expectations of job coaching, both low and too high. However the study also shows that expectations may change to a more realistic and positive outlook among the participants depending on the time spent in job coaching. We see that this is a great opportunity for development in job coaching. We also see that, after time, job coaches and job applicants state a greater similarity in the description of job coaching?s different areas. The similarities are about how to look at goal setting, the flow of information and responsibilities within job coaching. In order for this to change it?s required, however, that a good relationship is formed. This involves actions like active listening and feedback between participant and coach. Research has long shown how unemployment contributes to a lower wellbeing which is why we also argument for the opportunities that the relationship between coach and participant may form. Finally we find a lack of information flow, which can be an obstacle to the contribution. This is primarily because of the unrealistic expectations and feelings of insecurity that exists towards job coaching.   

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