• Maria Do Carmo Lohse
  • Sonia Bavnbæk Støvring
Speciale, Kandidatuddannelsen
This thesis seeks to develop a holistic approach to document management (DM). DM initiatives have seen to fail as a result of lack of understanding of the organisational and national culture. Oliver & Foscarini propose a framework to deal with these failures in records management (RM), the Information Culture Framework (ICF). This thesis combines literature on RM, cultural understanding and change management in a new approach that takes Oliver & Foscarini’s steps even further. We found that ICF has little focus on information behaviour related to RM. Therefore we have developed a document management behavioural matrix to stress the importance of understanding how people act in order to change this behaviour going forward. Regardless of which initiatives an organisation takes to improve their DM it is important that employees understand these improvements and how to deal with them. Developing information related competencies can help employees meet the requirements. Changes in work tasks should be supported by change management initiatives that will help employees adapt to the new situation. This is especially important in a case where the changes are being applied in a secondary work area, which is the case for DM. We have applied the above theory to a museum context. A museum has functioned as case-study. We have conducted 5 interviews and a records-survey of their shared drive. The survey has provided us with insight to conduct an analysis of their current DM behaviour and how it affects information sharing. Employees have trouble finding information in the shared drive due to inconsistent naming, lack of structure and technological barriers. This has resulted in employees having their own way of doing things, and no overview of the current information situation. Our analysis has led to 5 recommendations for improvement of the DM situation at the museum: They should 1) choose one repository, 2) develop a function-based structure and apply consistent naming, 3) develop information related competencies, 4) involve employees, and 5) take a holistic approach. These recommendations are developed for the case-museum but they can be applied to other museums and industries. However they are a result of the current situation at the museum, which might be different in other organisations. The holistic approach and the recommendations have yet to be tested.


  • dokumenthåndtering, records management, forandringsledelse, informationskultur, informationsadfærd