Tilbakemeldinger blant team i arbeidslivet : En Q-metodologisk undersøkelse av hvordan team-medlemmer opplever at tilbakemeldinger påvirker deres selvbevissthet

The aim of this Master thesis has been to analyze the experience team-members have with feedback they get from others when working in a team, and how the feedback affects their self-awareness. The goal with the study was also investigate how the work environment is organized for feedback and increased self-awareness, and how the relations between the team-members can influence this. This leads to the following research question: How do team-members experience increased self-awareness on the basis of the feedback they get from working in a team? The method used to investigate this topic is based on Q-methodology, where 14 informants have sorted 36 statements. The participants are employees in a private enterprise. The statements concern different opinions and aspects about feedback and teamwork. The sorting gives a picture of the employee’s subjective experience with the topic. By data analyzing the informant’s sorts, a 3-factor solution was chosen. They represent three different views on the theme. Factor 1: My self-development is formed by the others’ support, feedback and challenges. Factor 2: Security and acknowledgement contributes to self-improvement. Factor 3: I believe that feedback stimulates personal growth and improves my job performance. There are some similarities among the factors. They have a positive approach to feedback and want to develop. Also they are open to handling challenges and think that the leaders’ feedback is important for their self-awareness. Nevertheless there are some differences among the three factors. Factor 1 needs support from the others in order to engage in the job, and also expresses a fear of giving others feedback because it’s difficult. Factor 2 voices a need for both safety and interdependence in order to be able to make some selfimprovements. They blame external reasons for not giving each other feedback on a daily basis. Factor 3 expresses the important link between feedback and improved job performance. The dialogue in the team is important for this to happen. The findings in the research are further examined in the discussion chapter in light of relevant theory.Formålet med denne masteroppgaven var å undersøke hvordan team-medlemmer opplever at de andre i teamet sine tilbakemeldinger påvirker deres selvbevissthet. Jeg ønsket å se nærmere på hvordan arbeidsmiljøet kan tilrettelegge for dette, samt relasjonene innad i teamene. Følgende problemstillingen utgjorde grunnlaget for studien: Hvordan opplever team-medlemmer at deres selvbevissthet øker på bakgrunn av de andre i teamet sine tilbakemeldinger? For å besvare problemstillingen ble forskningsmetoden Q-metodologi anvendt. Datamaterialet ble hentet inn av 14 deltakere som sorterte 36 utsagn. Deltakerne er ansatte i en privat bedrift som arbeider i team. Utsagnene omhandler ulike meninger og aspekter knyttet til tilbakemeldinger og teamarbeid. Sorteringen gir et bilde av de ansattes subjektive opplevelse i forhold til emnet som det forskes på. Dataanalyse av forskningsmaterialet førte til tre faktorer, som representerer tre ulike syn på sammenhengen mellom tilbakemeldinger og økt selvbevissthet. Faktor 1: Min egenutvikling formes av de andres støtte, tilbakemeldinger og nye utfordringer. Faktor 2: Trygghet og bekreftelse gjør at jeg kan strekke meg. Faktor 3: Jeg har troen på at de andres tilbakemeldinger kan bidra til vekst og forbedre mine prestasjoner. Det er noen likheter mellom synene i faktorene. Deltakerne i alle tre faktorene har en positiv innstilling til tilbakemeldinger, og ønsker å utvikle seg, samt betraktes nye utfordringer som stimulerende. I tillegg er lederens tilbakemeldinger viktig. Likevel er det ulike nyanser som skiller faktorene fra hverandre. Faktor 1 sitt syn trenger støtte og bekreftelse av de andre, og beskriver det som mer eller mindre vanskelig å gi og få tilbakemeldinger. Faktor 2 sitt syn uttrykker at trygghet og selvstendighet henger sammen som en premiss for egenutvikling, og at ytre rammer kan stå i veien for at tilbakemeldinger utveksles. Faktor 3 sitt syn belyser hvordan tilbakemeldinger bidrar til forbedringer av arbeidsprestasjonene, og at dialogen i teamet bidrar til dette. Funnene drøftes opp mot relevant teori, og omhandles nærmere i diskusjonsdelen

Characterisation and engineering properties of Tiller clay

A detailed characterisation of the quick clay underlying the NTNU research site at Tiller, Trondheim is presented. The objective of the work is to provide guidance on quick clay parameters to engineers and researchers working with similar clays in Scandinavia and North America especially on landslide hazard assessment. The material is lightly overconsolidated and is characterised by its high degree of structure and very high sensitivity (quick clay). Clay and water contents are both about 40%. The plasticity index is low (5%). This relates to the low active minerals of the clay and silt fractions (illite/chlorite and quartz/feldspars respectively). Undrained shear strength is of the order of 30 kPa to 50 kPa (medium stiff) and increases with depth. The deposit is consistent across the site and its properties are similar to other Norwegian quick clays. Significant efforts have been made into examining sample disturbance effects on the material. It was found that thin walled steel fixed piston samples can yield results similar to those of block samples provided the work is carried out with extreme care and storage time is minimised. The piezocone (CPTU) test proved very useful in characterising the material.Deposited by bulk impor