Rollkonflikter inom IT-konsultföretag
En kvalitativ studie om hur interna rollkonflikter kan uppkomma, hanteras och förebyggas
RollkonflikterIT-konsultföretagKonflikterKonflikthanteringRollkonflikthanteringRollkonfliktförebyggande
Background/Problem: Since the IT-burst in 2000 it has been recession within IT-consultant firms (Sif 2004). The tendency is, however, changing slightly and IT-consultants firms are getting more assignments again (Arbetsmarknadsstyrelsen ? AMS, 2004). IT-consultants firms are however still related to stressed per-sonnel (Handelskammaren 2004; Hallstedt 2001). Another critical factor is the communication between management and workers. Many leaders are poor communicators and give insufficient instructions (Höij, 2004 och Wallström, 2003). These two circumstances, stress and poor communication, can cause role conflicts and disagreements within the organisation (Cooper et al., 2001). IT-consultants have difficulties to define their roles and reflect over other roles. Information about stress- and conflict resolution is therefore one important tool in this process (Bjurman, 2003 & Handelskammaren, 2004).Purpose: The purpose is to build a perceptive about internal role conflicts through knowledge about roles, role conflicts and internal role conflicts origin, prevention and resolution in organisations. Through this knowledge and empirical finding, in IT-consultant firms in Jönköping/Huskvarna, Sweden, our goal is to give advice about how IT-consultants firms can manage and prevent internal role conflicts. Our aim is also to make a brief conclusion about how role conflicts can occur.Method: The foundation of the thesis is a theoretical study. Through this study we created the empirical and analytical methods. The empirical part consists of a qualitative approach which is based upon eleven interviews at six different IT-consultants firms in Jönköping/Huskvarna, Sweden, with 20-50 employees.Results: The hardest thing with role conflicts is not to manage them but to find them. It is important to discover the conflicts and then solve them in time. Knowledge about these issues are therefore necessary. In order to mange and solve the role conflicts it is important, especially for leaders, to have regulated information meetings and instructions about how to deal with conflict resolution. If this is managed in the right way it can lead to better communication and less stressed employees and then fewer role conflicts.