Hvordan oplever vejledere ansat ved Friskgården udviklingssamtalen?

Abstract

Det norske langtidssygefravær har de sidste årene haft store økonomisk konsekvenser for velferdsstaten Norge. Som reaktion til dette ses en øgning i antal arbejdsrettede tiltag og arbejdsorienteret vejledning, hvor udvikling og ændring udgør vigtige delmål i processen mod det overordne mål, nemlig genetablering på arbejdsmarkedet. Som indgående i disse tiltag findes også enkeltmennesket – både i form af den som modtager vejledning og den som udøver vejledningen. Vejlederen kan, med udgangspunkt i dette, betragtes som en betydningsfuld aktør i forsøget på at løfte samfundsopgaven, at minimere antallet der befinder sig helt eller delvist udenfor arbejdslivet. Den arbejdsrettedevejleders rolle, en rolle der involverer en ansvarstagen for at ivaretage og fascilitere til den sygemeldtes proces hen imod målet om at kunne stå stabilt i arbejde, bliver således væsentlig. Hvordan vejlederne oplever sig selv – i relation til denne rolle og samtalen med den sygemeldte, synes dog at være noget mangelfuldt belyst. Dette masterprojekt kan fohåbentligvis være et bidrag til at udvide og nuancere forståelsen af hvordan vejledere ansat ved Friskgården er – i mødet med sig selv og vejsøgeren og i mødet med udviklingssamtalens facetter. Masteropgaven har, med dette in mentè, søgt at besvare problemstillingen: Hvordan oplever vejledere ansat ved Friskgården udviklingssamtalen? Set i relation til problemstillingen har opgavens også belyst to forskningsspørgsmål: Hvordan oplever vejledere stilhed i udviklingssamtalen? Hvordan oplever vejledere sin tilstedeværelse i udviklingssamtalen? For at besvare og udforske problemstillingen, har jeg udført en Q-metodologisk undersøgelse med 22 vejledere, som alle arbejder i Friskgården, lokaliseret forskellige steder i Norge. For at fange deltagerne af projektets subjektive oplevelser og erfaringer i samtalen, gennemførte de 22 vejlederne en Q-sortering af 36 udsagn som dannede grundlaget for at gennemføre en faktoranalyse. Faktoranalysens matematiske fund resulterede i tre faktorsyn der afspejler studiens deltageres uensartede oplevelser af udviklingssamtalen. Ved en fortolkning af faktorsynene, trådte tre differentierede meningsmønstre frem – som danner grundlag for beskrivelsen af de tre faktorsyns navngivning; en autentisk brobygger, lederen af vej og en realist med selvindsigt. I lys af relevant teori har jeg drøftet faktorsynenes subjektivitet i relation til projektets tema. Dette viste at alle vejlederne var optaget af at skabe ændring og udvikling i samtalen med den vejsøgende, men at de påvirker, relaterer og forstår denne oplevelse på forskellig vis. Diskussionens formål er at skabe en udvidet kundskab og indsigt i hvordan faktorsynene relaterer sig til blandt andet tilstedeværelse, stilhed, opmærksomheds- og påvirkningsfærdigheder samt erfaring, intuition og personlig kompetence i udviklingssamtalen.

The Norwegian long-term sick leave has in recent years had noteworthy economic consequences for Norway’s welfare state. In response to this, an increase in the number of work-oriented initiatives and guidance programs can be seen, where development and change constitute important objective in the process towards the overall goal, namely a re-establishment into the labor market. The individual is also an integral part of these initiatives - both in the form of the individual receiving guidance and the supervisor providing the guidance. Based on this premise, the supervisor can be regarded as an important part of the social exercise of minimizing the number of individuals who are entirely or partially excluded from a working life. The role as a supervisor is therefore seen as having significant impact and a role which involves taking responsibility for maintaining and facilitating the sick person’s process towards the goal of a stable work life. What the supervisors experience themselves - in relation to this role and in the conversation with the supervisee, however, seems to be inadequately explored. This master's project aims to contribute to expanding the understanding of how supervisors employed at Friskgården are - in the meeting with themselves and the supervisee, as well as in the interactions with various facets of the development conversation. With this in mind, this master's thesis will seek to answer the research question: How do supervisors employed at Friskgården experience the development conversation? The thesis will also attempt to shed light on two immersive questions, here seen as connected to the research question: How do supervisors experience silence in the development conversation? How do supervisors experience their presence in the development conversation? To answer and explore the research question, this thesis involved a Q-methodological study with 22 supervisors, all of whom are employed at Friskgården, located in various places across Norway. To capture the participants’ subjective experiences and experiences in the conversation, the 22 supervisors conducted a Q-sorting of 36 statements which formed the basis for carrying out a factor analysis. The mathematical findings of the factor analysis resulted in three factors views, which reflect the participants' disparate experiences of the development conversation. Through the interpretation of these factor views, three differentiated patterns of meaning and opinion emerged - which form the basis for explaining the naming of these three; an authentic bridge builder, the leader of road and a realist with self-insight. In light of relevant theory, this paper discusses the subjectivity of the factors in relation to the project’s overall theme. This showed that all the supervisors were concerned with creating change and development in the conversation with the supervisee, but that they influence, relate to and understand this experience in different ways. The purpose of this work’s discussion is to create an expanded knowledge and insight into how the factors relate to, among other things, presence, silence, attention- and influence-skills as well as experience, intuition and personal competence in the development conversation.