Organisationer har i och med globaliseringen fått en allt större makt och med det även ett större ansvar över den omgivning de verkar. Att företag implementerar corporate social responsibility (CSR) i sin verksamhet har blivit allt vanligare på grund av yttre påtryckningar och förväntningar. Implementeringen av CSR kräver att företag har en fungerande intern kommunikation. Detta för att abstrakta mål och strategier ska kunna omsättas till en mer konkret nivå längre ner i verksamheten. Det förutsätter att medarbetare förstår arbetet med CSR och sin roll i det hela. Syftet med denna studie är att undersöka om CSR kan anses vara implementerat i ett större industriföretag och vilken betydelse den interna kommunikationen har för detta. Utifrån formulerat syfte har dessa frågeställningar härletts:   <ul type="disc">Hur kan organisationens arbete med att leda och planera implementeringen av CSR beskrivas? På vilket sätt kan organisationens interna kommunikation av CSR beskrivas? Vilka hinder och möjligheter gällande intern kommunikation av CSR kan identifieras och hur kan dessa förstås?     Empirin har insamlats via intervjuer med strategiskt utvalda personer inom det valda industriföretaget. Studien utgår från teorier om intern kommunikation och strategisk implementering. Undersökningen visar att företaget inte har lyckats implementera CSR på grund av en bristande intern kommunikation. Analysen indikerar att en komplex organisationsstruktur skapar variationer i kommunikation och implementering samtidigt som ansvariga på strategisk nivå har valt att inte kommunicera CSR-strategin i sin helhet. Det kan därav tänkas påverka medarbetares förmåga att kunna relatera sina dagliga arbetssysslor till det övergripande hållbarhetsarbetet. Vilket i sig kan ha resulterat i att en motivationsklyfta har uppstått mellan strategisk och operativ nivå. Det kan förklaras med att en informations- och kunskapsförskjutning har minskat medarbetares förståelse för CSR-strategin och därmed deras möjligheter att omsätta CSR från ord till handling. Ett till synes bristfälligt internt kommunikationssystem kan därmed sägas göra CSR till en pappersprodukt. / Due to globalization, organizations have gained ever-increasing power, and also have greater responsibility in the environment they operate. The fact that companies implement corporate social responsibility (CSR) in their business has become more common due to external pressure and expectations. The implementation of CSR requires of companies to have an effective internal communication system. This allows abstract objectives and strategies to be transformed into a more concrete level further down the organization. It assumes that employees understand the CSR- related work and their part to play. The purpose of this study is to investigate if CSR permeates a major industrial company and the importance of internal communication. Based on the stated purpose, these questions have been derived:   <ul type="disc">How can the organization's management and planning implementation of CSR be described? In what way can the organization's internal communication of CSR be described? <ul type="disc">What obstacles and possibilities regarding internal communication of CSR can be identified and how can these be understood?   The empirical data has been collected through interviews with strategically selected individuals within the chosen industrial company. Due to ethical reasons, the company will be anonymous and so also the informants. The study is based on theories of internal communication and strategic implementation. The analysis indicates that a complex organizational structure creates variations in communication and implementation while at the same time, trategic-level managers have chosen not to communicate the CSR-strategy in its full context. It may therefore affect the ability of employees to relate their daily work to the overall sustainability work. Which may have resulted in a motivational gap having arisen between strategic and operational levels. This can be explained by the fact that an information and knowledge shift has reduced employee understanding of the CSR-strategy and thus their ability to transform CSR from word to action. An apparently inadequate internal communication system can thus be said to make CSR a paper product.

The purpose of this thesis is to analyze internal communication in a specific company and propose possible improvements. Such proposal is based on surveys and interviews with company owner. Theoretical part includes definition of internal communication, its effect on company´s functioning process and factors that influence it. Mentioned are also different communication instruments, mainly ICT instruments that can be effectively used for company´s internal communication. Practical part applies acquired findings on a specific situation in a specific company. Aim of this research is to analyze current situation of internal communication, determine its weaknesses and propose possible solutions of their removal.

The thesis compares internal communication and organizational structure of arts organizations with general theoretical knowledge from economy theory. In the first part, the thesis presents an enquiry in the field of internal communication and structure of organizations and puts it into the context on a theoretical level. It concerns outlined historical development and types of organizational structures and communication flows. The second part addresses the application of theoretical knowledge in the area of culture. Furthermore, it analyses two particular arts organizations, inquiring especially into the nature of internal communication flows and development of organizational structure. Subsequently, it confronts the results with theoretical basis presented in the first chapter. Apart from other conclusions, it reveals several flaws and suggests possible solutions for necessary corrections.

The presented study focuses on online social media and possibilities of their use in human resource management. The aim of the study is to define recommendations for a more effective application of social media and their tools in HR management, based on an analysis of social media tools and evaluation of results of a research carried out among Czech organizations. The study also attempts to identify the potential use of individual online social media in the respective HR activities. The study consists of a theoretical and an analytical part. The theoretical part first describes social media as a whole and then presents a description of the most common social networking services. The analytical part comprises three chapters. One chapter includes an analysis of social media tools and their potential use in the respective HR activities, while another chapter contains a description and analysis of the results of a research examining the use of social media in HR practice of Czech organizations. The final chapter presents a comparison of the outputs of both analyses. Recommendations for a more effective use of social media in HR practice are then defined based on this comparison. The outcomes of this comparison include the finding that practical use is in accordance with the defined potential only in the case of LinkedIn, which is by far the most used social networking service in Czech organizations. Facebook is the second; however, the extent to which it is used does not fully match the possibilities it offers. This also holds for other social media, particularly in terms of their use for recruitment and HR marketing, the most suitable HR activity for social media. The recommendations defined for using social media in HR practice of Czech organizations therefore mainly include greater diversification of the range of these tools used in recruitment and HR marketing, leading to addressing different types of job candidates and to better employer branding, and screening job candidates on various social networking services, using as many resources as possible.

Submitted by Renata Lopes (renatasil82@gmail.com) on 2015-12-11T17:39:21Z No. of bitstreams: 1 carmemlucianunesdepaulacalheiros.pdf: 4711050 bytes, checksum: 1a0ba63ecb85bf2cb778b282de0ecd35 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2015-12-14T15:48:53Z (GMT) No. of bitstreams: 1 carmemlucianunesdepaulacalheiros.pdf: 4711050 bytes, checksum: 1a0ba63ecb85bf2cb778b282de0ecd35 (MD5) / Made available in DSpace on 2015-12-14T15:48:53Z (GMT). No. of bitstreams: 1 carmemlucianunesdepaulacalheiros.pdf: 4711050 bytes, checksum: 1a0ba63ecb85bf2cb778b282de0ecd35 (MD5) Previous issue date: 2015-08-31 / Esta dissertação objetiva analisar as causas e efeitos do emprego da afetividade na comunicação, sobretudo, na comunicação organizacional. Para a avaliação do objeto de estudo, utilizamos como procedimentos metodológicos uma ampla pesquisa bibliográfica, entrevistas qualitativas em profundidade e grupo focal, a fim de medir os efeitos da campanha de marketing interno da MRS Logística sobre os maquinistas – o maior contingente de empregados da empresa. Foram analisadas também as peças da campanha interna de sensibilização para as questões relativas à prevenção de acidentes do trabalho. Partindo das questões identitárias, notadamente da identidade brasileira, o estudo utiliza-se de elementos constituintes da identidade nacional – como a figura do Homem Cordial - para mostrar a importância que as mensagens que suscitam a emoção despertam no imaginário da recepção. O estudo sobre a história da ferrovia também nos permite considerar aspectos simbólicos e traços de identidade que reforçam a mensagem de fundo mais emotivo para esse público. Também a neurociência, os estudos do comportamento humano nas empresas e o apelo ao sensível nos ajudam a compor a pesquisa. / This assay aims to analyze the causes and effects of the use of affective communication, especially in organizational communication. For the assessment of the subject matter, we use as instruments a wide bibliographical research, qualitative in-depth interviews and focus groups in order to measure the effects of internal marketing campaign MRS Logística about drivers - the largest contingent of company employees. It also evaluates the parts of the internal campaign to raise awareness of the issues concerning the prevention of occupational accidents. Building on identity issues, notably the Brazilian identity, the study makes use of the components of national identity - as the figure of the man Cordial - to show the importance of the messages that arouse emotion awaken at the reception imaginary. The study on the history of the railroad also allows us to consider symbolic aspects and identity traits that reinforce the more emotional background message to that audience. Also neuroscience, the study of human behavior in business and appeal to sensitive help us compose the research.

Syftet med studien är att undersöka hur företagsledningen internt kommunicerar och effekten av intern kommunikation på organisationsidentifiering vid en större organisatorisk förändring. En kombination av kvalitativ och kvantitativ metod används vilken innehåller deskriptivstatistik av både det kvalitativa och det kvantitativa urvalet. Sju hypotestester genomförs på ett urval av 53 respondenter. Studien genomförs på ett företag i Sverige vilket nyligen genomgått en större organisatorisk förändring. Resultatet visar på en tydlig skillnad mellan ledarnas uppfattade effekter av deras interna kommunikation jämfört med medarbetarnas attityd. Resultatet visar också att ledarnas val av kommunikationskanaler stämde väl överens med vadmedarbetarna föredrar. Däremot finner vi att en tydlig kommunikationsplan saknas in omorganisationen. Vidare visar resultatet att medarbetarna uppvisar en hög grad av organisationsidentifiering efter den organisatoriska förändringen. Studien indikerar att organisationer bör fokusera på den interna marknadsföringen efter att de varit med i ett uppköpför att åstadkomma en hög nivå av organisatorisk identifiering inom organisationen och mellanmedarbetare. / The purpose of the study is to examine how the corporate management communicates internally and the effects of internal communication on organizational identification within a major organizational change. We use a mixed qualitative and quantitative approach including descriptive analysis on both the qualitative and quantitative samples. Seven hypothesis tests are conducted on a sample of 53 participants. The study is carried out at a specific company in Sweden that recently went through a major organizational change. Our findings reveal a difference in leaders perceived effects of their internal communication compared to what the employees perceived. On the contrary, our findings also reveal that the leaders use of communication channels fits well with the employees though a lack of a structured communication plan is identified. The findings also show that the employees show a high degree of organizational identification after the organizational change. The study indicates that organizations should focus on internal marketing after a merger or acquisition in order to gain a high level of organizational identification within the organizations and its employees. This thesis is written in Swedish.

This graduation theses deals with study of employees relations in company P&L, spol. s r.o. It observes communication between company and employees and also communication employees with one another. The main target is evaluation current situations in the company and design of various conceptions of building relations with employees.

Det har under flera århundranden pågått en process där människors arbetsplikt har ersatts av en efterfrågan av balans, meningsfullhet och kvalitet för individen på arbetet. Denna förändring har motiverat organisationer att utveckla sitt arbetsgivarvarumärke, då ”starka varumärken får sin kraft inifrån” (Parment, Dyhre &amp; Lutz, 2017, s. 28) vilket gör att det krävs en konsekvent organisationsidentitet som har sin utgångpunkt i gemensamma värderingar och kommunikationsstrategier (Parment, Dyhre &amp; Lutz, 2017, s. 13–30).   Värderingar som styrmedel innebär att ledningen styr organisationen med en utvald värdegrund för att uppnå uppsatta mål och skapa en önskvärd företagskultur. Tidigare forskning har visat att medarbetare som trivs och känner sig stolta över sin arbetsplats är en viktigare faktor för medarbetares motivation än vad ekonomiska förmåner är (Philipson, 2004, s. 56–58). Medarbetare som trivs och lever kulturen är ett viktigt strategiskt verktyg för att förankra kulturen inom organisationen (Falkheimer &amp; Heide, 2007, s. 90–91). Både kommunikation och värderingar som styrmedel kan hjälpa organisationer, om de används på rätt sätt. Vi valde därför att utföra en fallstudie på en statligt ägd organisation, som kommer att vara anonym i studien. En innehållsanalys på insamlad empiri från observationer, intervjuer och enkäter utfördes för att studera den interna kommunikationen genom olika kommunikationskanaler, för att se om värdeorden uppfattas som genuina av medarbetarna och därmed fungerar som ett styrmedel.   Slutsatsen visar att organisationen inte använder värdeord som styrmedel fullt ut men att värdeorden påverkar det mellanmänskliga interna beteendet. Kommunikationskanalerna används parallellt för att maximera och anpassa effekten av kommunikationen men då beslut som tas inom organisationen går stick i stäv med värdeorden uppfattas kulturen inte som genuin och fungerar därför inte fullt ut som ett styrmedel, vilket det har möjlighet att vara. / For several centuries, there has been a process where people's duty to work has been replaced by a demand for balance, meaning and quality for the individual at work. This change has motivated organizations to develop their employer brand, since "strong brands gain their power from within" (Parment, Dyhre &amp; Lutz, 2017, p. 28) which requires a consistent organizational identity that is based on shared values and communication strategies (Parment, Dyhre &amp; Lutz, 2017, p. 13–30).   Values as a means of management mean that the organization leads itself with a selected value base to achieve set goals and create a desirable corporate culture. Previous research has shown that employees who enjoy and feel proud of their workplace are a more important factor for employee motivation than financial benefits (Philipson, 2004, p. 56–58). Employees who thrive and live the culture are an important strategic tool for anchoring the culture within the organization (Falkheimer &amp; Heide, 2007, p. 90-91). Both communication and value management can help organizations, if used properly. We chose to conduct a case study on a Swedish state-owned organization, which will be anonymous in this study. A content analysis on collected empirical data from observations, interviews and surveys was conducted to study internal communication through various communication channels, to see if the employees perceive the values as genuine and therefor if the values are used ​​as a means of management.   The conclusion shows that the organization does not fully use value words as an instrument of management, but that the value words affect the interpersonal internal behaviour. The communication channels are used in parallel to maximize the effect of communication but since decisions are made within the organization that contradicts the values, the culture is not perceived as genuine and therefore does not function fully as a means of management, which it has the opportunity to be.

In recent years, the concept of Corporate Social Responsibility (CSR) has been widely studied. Scholars agree that employee involvement is crucial for successful implementation of CSR, however complexities exist as employee involvement in CSR is not always evident in organisations. While existing literature commonly address the importance of employee involvement, it seldomly devote attention to what factors affect this involvement and as such, does not focus of why certain factors are brought up. Moreover, as employees are key stakeholders in organisations, there is a need of including their voice to contribute with valuable insights to the field. The purpose of this study is first to examine what factors contribute to employee involvement in CSR activities, followed by the second aim of understanding why these factors are considered important with regard to employee involvement. As the nature of the study is qualitative, an interpretivist design is applied, with four companies acting as foundation for data. Primary data is collected through semi-structured interviews with the use of open-ended questions. A thematic approach is applied for analysing data. The empirical findings reveal five factors contributing to employee involvement in CSR and why those factors are important. These are (1) Coordination, as it helps provide clear guidelines anchored in deeper purposes, (2) Conditions, since varying tools enable those guidelines to be implemented, (3) Communication, because it allows employees to learn and be updated regarding CSR, (4) Concretisation of actions, by making CSR visible and easier to apply, and finally, (5) Community, since it fosters the mindset of shared responsibility and solidarity. These findings are visually presented in Figure 2 - The 5C-Model for Employee Involvement in CSR.

Titel: Att härska genom internkommunikation – En observationsstudie om kvinnliga ledare Nivå: Examensarbete på grundnivå i ämnet företagsekonomi Författare: Rama Malki och Malin Frisell Handledare: Monika Wallmon och Svante Brunåker Datum: 2020 - juni Syfte: Syftet med denna studie är att öka förståelsen för hur kvinnliga ledare använder och utsätts för härskartekniker, med fokus på internkommunikation. Metod: Denna studie är kvalitativ och utgår från en deduktiv ansats. Den empiriska insamlingen av data har genomförts med hjälp av fem ostrukturerade observationer som sedan har tolkats och analyserats. Analys &amp; slutsats: Kvinnliga ledare använder och utsätts framförallt för härskartekniker som är av snällare art eller spelar på känslor, dessutom finns det indikationer på att både biologiskt kön och kommunikationsstil kan påverka vilka tekniker som används. Flera olika härskartekniker används av kvinnliga ledare, och det finns en risk att teknikerna försämrar effektiviteten i kommunikationen. Vi kan därför dra slutsatsen att de kvinnliga ledare vi har observerat bör fortsätta utveckla sin kommunikation genom ökad medvetenhet om härskartekniker, för att den ska bli mer framgångsrik. Examensarbetets bidrag: Härskarteknikerna som har observerats har synliggjorts genom verbal och icke-verbal kommunikation, men även via skämt och seriösare tonläge. Studien har indikerat att kvinnliga ledare som har en mer relationsorienterad kommunikation tenderar att använda sig av härskartekniker som är av snällare art.Studien har även indikerat att de kvinnor som använder sig av en mer manlig kommunikationsstil kan riskera att misstas för att använda härskartekniker. Förslag till vidare studier: Jämförelser mellan män och kvinnor inom olika branscher, och genom större studier, för att kunna dra slutsatser om huruvida det går att generalisera användningen av härskartekniker till biologiskt kön och kommunikationsstil. Ytterligare ett förslag på vidare studier är att studera vilken påverkan stereotyphot har på härskartekniker. Nyckelord: Härskartekniker, internkommunikation, kvinnliga ledare, ledarskap, stereotyper. / Title: To rule through internal communication – An observational study about female leaders Level: Student thesis, final assignment for Bachelor Degree in Business Administration Authors: Rama Malki and Malin Frisell Supervisor: Monika Wallmon and Svante Brunåker Date: 2020 - June Aim: The aim of this study is to increase the understanding of how female leaders uses and are exposed to master suppression techniques, focusing on internal communication. Method: This study is qualitative with a deductive approach. The empirical material has been conducted and implemented through five unstructured observations and has later been interpreted and analyzed. Analysis &amp; conclusions: Women use and are exposed to master suppression techniques that are more kind or utilizes feelings, and that there are indications that both biological gender and communication styles can affect which techniques that are used. Various master suppression techniques are used by female leaders and risk to impair the effectivity of the communication. Therefore, we can draw the conclusion that the female leaders we have observed should continue to improve their communication by increasing awareness about master suppression techniques, in order to communicate more successfully. Contribution of the thesis: The master suppression techniques have been observed through nonverbal and verbal communication, but also through jokes and a more serious tone. This study has indicated that female leaders have more of a relationship-oriented communication, tend to use master suppression techniques of a kinder nature. The study has also indicated that those women using a masculine communication style, risk to be misunderstood for using master suppression techniques. Suggestions for future research: Comparisons between men and women, in various branch of industries and through larger studies to draw conclusions whether it is possible to generalize master suppression techniques to biological gender and communication style. Furthermore, the effects that stereotypical threats have on master suppression techniques could be researched. Key words: Master suppression techniques, internal communication, female leaders, leadership, stereotypes.