Belønning av innsats, prestasjoner eller resultater? En undersøkelse av ønskede og utførte lederhandlinger ved døgnenheter i barnevernet

Abstract

Even though management holds a high priority and focus in our organization we experience little consciousness and reflection over the subject management or the actions of leaders. At the same time, we experience that the subject of management are degraded compared to the subject of child care. We have conducted a survey to examine this claim and if there are consistency between wanted and executed actions of leaders in residential care homes. We have found reasons to claim that the described executed actions of leaders can be characterized as relational, dialogue based and to a little extension conscious of the possibilities that exists in the range of management actions. The answers give little indication that it is common to use contingency or risk assessments to prioritize actions, which leads us to claim that it is highly possible that actions executed is not adjusted to the organizations distinctiveness, risk and materiality. The survey shows that described executed actions of leaders to a little degree secures the workers the necessity competence to improve implementation force, performance or results. This is mainly the result of a vast variation and little consensus of actions to secure that workers acquire and use the necessity skills, inadequate regulatory requirements, assessment issues regarding government approval of competence. The described executed actions are to a little extent focused on measuring the effect of training or worker performance. It is not established a baseline as a starting point to measure the effect of treatment, which makes it hard to measure effect both on the individual and society level. This mainly regards that the census of wanted leader actions are concerned of effort and process, not output, outcome or impact on individuals or society, so called throughput-steering. Together we claim that this makes it highly probable that the described leader actions to little extend secure the organizations goals. There is no ground to support that actual executed actions of leaders do the same based on the limits of this survey.