The Danish unemployment insurance funds are at the moment in a period of time characterized by change. During the last couple of years there has been a series of remarkable amendments to the laws on the area that has changed the conditions under which the unemployment insurance funds function. Furthermore, the competition for members has increased, and many of the unemployment funds are experiencing a decrease in their membership. This has brought along a discussion of the relevance of the funds in their current form. The present Minister of employment has declared that the unemployment insurance funds should consider themselves as being examined in their handling of new responsibilities that the ‘welfare reform’ from 2007 has assigned to them. The circumstances position the unemployment insurance funds under pressure. They have to be both economically efficient, have a controlling and authoritative function towards the unemployed members, and at the same time attend to the interest of the members. This thesis takes its starting point in HK’s unemployment insurance fund that implemented major organisational changes in October 2007 centralising the unemployment insurance fund and dividing the employees into specialised sections, each with a specific part of the fund’s functions. The focus is on how HK’s unemployment insurance fund, through the organisational changes, has adapted to the conditions on the area, and how this affects the relation to the members. The thesis analyses this focus through a case study based on qualitative interviews in a local section of the unemployment insurance fund, supplemented with a survey sent to the majority of the employees in HK’s unemployment insurance fund. The theoretical foundation of the analysis is theory on institutional change, isomorphism, by DiMaggio and Powell and organisation theory by Mintzberg concerning organisational structures and configurations. The analysis has shown that the organisational changes in HK’s unemployment insurance fund have meant a significant change in the employees work, and the relation to the members. We found resistance towards the changes and a negative attitude among the employees. However, at the same time they also expressed advantages in the new way of dividing the functions and understanding relating to the need for change. The relation to the members has changed both due to the political and organisational changes. The employees feel the stress and difficulties due to the pressure on the unemployment insurance fund to be both controlling, a service organisation and economically sustainable. This affects the contact with the members, both because the form of communication has changed away from personal meetings towards electronic communication, and because they are the ones directly facing the challenges of being both controlling and service minded towards the members.
|Uddannelser||Forvaltning, (Bachelor/kandidatuddannelse) Kandidat|
|Udgivelsesdato||4 nov. 2008|
|Vejledere||Lise Lotte Hansen|
- HK's A-kasse