What happens in a workplace where employees don’t dare to speak up? And what consequences does that have for both the work environment and overall efficiency? These are some of the questions that P-O Börnfelt, affiliated with IGDORE, focus on in his research.
“My focus is on how organizations handle criticism and feedback. In some workplaces, dialogue is encouraged; in others, employees face reprisals. I want to understand why there is such a difference – and what the consequences are,” he says.
Börnfelt is the author of several well-regarded textbooks in work science. In “Work Organization in Practice” he takes a critical look at organizational theories and shows how the control and management of employees affect learning, work environment, and development.
His research interest is whistleblowing. In his book ”Visselblåsande och kritik på arbetsplatsen: Från tystnadsklimat till dialogklimat” (“Whistleblowing and Criticism in the Workplace: From a Climate of Silence to a Climate of Dialogue”), he describes how workplaces can be shaped into environments where criticism is seen as a resource rather than a threat.
“A voice climate lays the foundation for a sustainable organization. When employees are included and listened to, you can both improve efficiency and create a better work environment,” Börnfelt explains.
IGDORE – a free platform for research
When Börnfelt chose to engage with IGDORE (Institute for Globally Distributed Open Research and Education), it was about finding a platform for his research.
“I attended a Meetup in Gothenburg that IGDORE organized and became curious. It seemed like an organization that could both manage research funding and serve as a platform for researchers who want to work more openly, he says.
For him, openness is a crucial issue – both for the credibility of research and for democracy itself.
“Research must be presented openly – how it was conducted, what theories were used, which methods and analyses were applied. Otherwise, it’s impossible to assess the results. Openness also creates room for critical discussion, and that’s how research progresses,” Börnfelt says.
New questions – is it getting quieter in schools and elderly care?
Right now, Börnfelt is applying for research funding for a new study. He wants to examine whether it has become harder for employees in upper secondary schools and elderly care to speak up.
“Even though legislation has been strengthened to protect whistleblowers, evidence suggests that problems with silence cultures persist – and may even have worsened. I want to understand why, and how we can create more space for constructive voice,” he says.
For Börnfelt, the goal is clear: to contribute to workplaces where dialogue and participation are not just buzzwords on paper, but a natural part of everyday life.
“Ultimately, this is about democracy at work. If we don’t dare to talk about problems, then we can’t solve them either,” he concludes.