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The aim of this study is to reach an understanding as to the impact of and reactions to cultural and value aspects in connection with a changeover from a socio-technically inspired station assembly production model to a Japanese oriented lean production model in a Japanese acquired Swedish plant. Results show that culturally based clashes were common, indicating that not only for mergers and acquisition between Swedish and Japanese companies but also when implementing Japanese oriented lean production models in general, the notions of participation, self-government and equality, on the one hand, and perfection, obedience and respect for authorities, on the other, as basic points of departure must be considered. These notions are indicative of two very different mindsets connected not only to Swedish and Japanese national cultures, but also to the two different production models. These differences have to be taken into consideration in order to successfully implement a new production system and thereby avoid reactions such as organizational misbehaviour and misbehaviour based on cultural unawareness.

In this article, we discuss important aspects of the perceived problematic relationship between self-management and standardization. The article presents data from three case studies conducted within manufacturing companies in Sweden, where the popularity of lean production has led to a renaissance for short-cycle and standardized assembly work in settings that traditionally have made use of sociotechnical production design. The data suggest that the implementation has not contributed to an increased commitment, smooth operations, and capacity for change and innovation. Despite these not so positive results, it is argued that it is possible to combine self-management principles with lean production and standardization if 1) the implementation of lean is done with a contextual sensitivity, 2) a balance is reached between the use of standards on the one hand and work enrichment on the other, and 3) a feeling of ownership as regards both implementation and production process is upheld among the product on personnel.

Abstract:The majority of employees on passenger ferries consist of the catering staff: those who operate in restaurants, shops, and in the hotel on board. Research on this category is scant. The aim of this study is to investigate the catering staff's experiences and perceptions of safety practice on board passenger ferries. The methods are semi-structured interviews and a qualitative content analysis of official documents and research articles. Results: Increased safety regulations and directives on an international and a national level have taken place after the major ferry disasters of late 1990s. Changes in the safety organization on the passenger ferries have resulted in more involvement of the catering crew in safety on board. Safety awareness and the way the catering staff think about safety have improved. The risk of terrorism has further reinforced safety awareness. A clear challenge for safety work on ferries is the reduction of catering crew. The transition to job flexibility for catering crew may constitute risk factors regarding safety and security.

The Volvo Bus Plant at Borås, Sweden, is one of the largest bus‐chassis assembly plants in the world. Some years ago a new organization model, FLiSa, was implemented as an attempt to construct well‐functioning teams consisting of multi‐functional individuals, eager to learn, be flexible and to take on more responsibilities. Moreover, the FLiSa‐model with its line‐organization, was expected to bring about higher levels of productivity and quality. However, by the end of 2003 it is evident that the FLiSa‐model is facing serious problems as regards expected results. What factors contributed to this outcome? In this paper the author argues that imbalances or different competitive socio‐technical aspects inherent in the FLiSa‐model have been decisive. Moreover, the author suggests that difficulties to find productive solutions to these imbalances have – as an unintended consequence – brought about what she defines as “the individualised team”.