[pt] A comunicação interna é uma ferramenta estratégica para compatibilizar os interesses dos funcionários aos da organização, mediante o incentivo ao diálogo, à troca de informações e vivências e à cooperação em qualquer nível. No cenário da pandemia de COVID-19 enfrentado pelo Brasil e pelo mundo, muitas empresas adotaram o regime de trabalho remoto, o que é um desafio tanto para as empresas quanto para os colaboradores. Isto posto, o objetivo principal do presente estudo é compreender o papel da comunicação interna em uma empresa do setor de educação no atual cenário de pandemia e seus possíveis impactos no clima organizacional. Para tal, foi realizado o estudo de caso da empresa X, a partir de dados documentais da organização e de levantamentos da percepção dos colaboradores sobre a comunicação interna da mesma. A análise dos resultados evidencia que é necessário manter uma comunicação interna honesta e próxima com os colaboradores, fornecendo informações e o suporte necessário ao cumprimento das tarefas no modelo de home office, mantendo-se o comprometimento com a instituição, os valores da marca e os colaboradores, ainda mais em tempos incertos como os do período de pandemia. Essa pesquisa teve como implicação gerencial gerar insights para a empresa objeto do estudo. / [en] Internal communication is a strategic tool to reconcile the interests of employees with those of the organization, by encouraging dialogue, the exchange of information and experiences and cooperation at any level. In the scenario of the COVID-19 pandemic faced by Brazil and the world, many companies have adopted the remote work regime, which is a challenge for both companies and employees. That said, the main objective of this study is to understand the role of internal communication in a company in the education sector in the current pandemic scenario and its possible impacts on the organizational climate. To this end, a case study of company X was carried out, based on documentary data from the organization and surveys about the employees perception of its internal communication. The analysis of the results shows that it is necessary to maintain an honest, crystal clear and close internal communication with employees, providing information and the necessary support to fulfill the tasks in the home office model, maintaining the commitment to the institution, the brand values and the employees, even more in uncertain times like those of the pandemic period. This research had the managerial implication of generating insights for the company studied in this essay.

Tidigare forskning har visat på att kommunikation är betydelsefullt för alla organisationer, däribland även för den hierarkiska revisionsverksamheten. Kommunikation beskrivs vanligen som en nyckelfunktion för att utföra en god revision och skapa komfort mellan medarbetare och i sin tur till samhället. Forskning visar däremot på att den hierarkiska strukturen motarbetar god kommunikation, vilket resulterar i ett problematiskt dilemma. Samtidigt finns det annan forskning som menar att strukturen främjar god kommunikation vilket tyder på att den befintliga forskningen är motstridig. Ett fåtal studier har studerat den interna kommunikationen i revisionsverksamheten, men dessa har främst haft ett ledarskapsperspektiv eller syftat till att förklara underordnades svårigheter att tala ut. Denna studie syftar till att täcka dessa brister genom att beskriva vilken påverkan den hierarkiska organisationsstrukturen har på den interna kommunikationen inom revisionsverksamheten och i sin tur på revisionskomforten. För att besvara studiens forskningsfrågor har tio semistrukturerade intervjuer genomförts med revisorer på olika hierarkiska nivåer i de fem största revisionsbolagen. Studiens resultat indikerar att den interna kommunikationen i revisionsverksamheten påverkas av den hierarkiska organisationsstrukturen i termer av dess medföljande auktoritet, destruktiva beteende och kunskapsgap. Den befintliga auktoriteten och tillkommande normer medför att den interna kommunikationen förväntas att följa den hierarkiska befälskedjan. Det befintliga kunskapsgapet, men även auktoriteten har resulterat i en respekt för seniora revisorer, vilket i sin tur medfört att underordnade blir återhållsamma med vad de väljer att kommunicera uppåt i organisationen. Det är främst den uppåtgående kommunikationen som påverkas av de ovannämnda faktorerna. Vidare har den horisontella kommunikationen påverkats i termer av att den ökat i mängd, främst bland underordnade då de vill minimera de sociala kostnaderna som tillkommer vid uppåtgående kommunikation. Slutligen indikerar studien på att intern kommunikation är av betydelse för komfortskapande. Det har dock framkommit att komfortskapande skiljer sig beroende på vilken hierarkisk nivå revisorerna är på. / Previous research has shown that communication is important for all organizations, including the hierarchical audit operations. Communication is often described as a key function for performing a good audit and for the creation of comfort between employees and in turn, comfort to the society. Research, on the other hand, shows that the hierarchical structure counteracts good communication, which results in a problematic dilemma. At the same time, there is other research that believes that the structure fosters good communication, which indicates that the existing research is contradictory. Few studies have studied internal communication in the auditing operation, but these have mainly had a leadership perspective or aimed at explaining subordinates’ difficulties in speaking out. This study thus aims to cover these shortcomings by describing the impact of the hierarchical organizational structure on the internal communication within the audit operations. Furthermore, the study aims to investigate the impact of internal communication on audit comfort. In order to answer the study’s research questions, semi-structured interviews were conducted with auditors at different hierarchical levels in the five largest auditing companies.  The results of the study indicate that the internal communication in the auditing operations is affected by the hierarchical organizational structure in terms of its accompanying authority, destructive behaviour and knowledge gap. The existing authority and additional norms entail that internal communication is expected to follow the hierarchical chain of command. The existing knowledge gap, but also the authority, has resulted in a respect for the senior auditors, which in turn has meant that subordinates become restrained with what they choose to communicate upwards in the organization. It is mainly the upward communication that is affected by the above-mentioned factors. Horizontal communication has also been affected in terms of the fact that it has increased in quantity, mainly among subordinates as they want to minimize social costs that fall upon upward communication. Finally, the study indicates that internal communication is important for comfort creation. However, it has emerged that comfort creation differs depending on the hierarchical level the auditors are at.

Syftet med den här uppsatsen är att få djupare förstelse och kunskap för om hur medarbetare på ett företag uppfattar arbetsgivarvarumärket och hur det kan bidra till att medarbetare känner ett engagemang för arbetsplatsen som arbetsgivare.  I studien tillämpas en kvantitativ metod med en enkät som skickades ut till en specifik avdelning på ett företag som har 300 anställda tjänstemän. Företaget arbetar aktivt med employer branding som en del av strategiarbetet för att upprätthålla arbetsgivarvarumärket. Av de 300 svarade 185 medarbetare på enkäten.  Studiens resultat visar att medarbetare på företaget uppfattar arbetsgivarvarumärket positivt ur den aspekt att de kan identifiera sig med det. Att identifiera sig bidrar till att de känner ett stort engagemang inför tanken att ha arbetsplatsen som framtida arbetsgivare. / The purpose of this thesis is to gain a deeper understanding and knowledge of how employees in a company perceive the employer brand and how it can contribute to employees feeling a commitment to the workplace as an employer.  The study applies a quantitative method with a questionnaire that was sent out to a specific department of a company that has 300 employees. The company works actively with employer branding as a part of the strategy work to maintain the employer brand. Of the 300, 185 employees responded to the survey.  The results of the study show that the employees at the company perceive the employer brand positively from the aspect that they can identify with it. Identifying themselves contributes to them feeling a great commitment to the idea of having the workplace as a future employer.

Inledning: Företag har idag ett större krav på sig att värna om miljön eftersom produktion och konsumtion står för en stor del växtgasutsläpp. Ledning och chefer behöver därför organisera sitt hållbarhetsarbete över hela verksamheten. Detta gör att internkommunikationen blir avgörande för att engagera medarbetarna och skapa hållbarhetstänk på alla nivåer i företaget. Syfte: Syftet med uppsatsen är att skapa en förståelse för hur det ekologiska hållbarhetsarbetet organiseras i svenska livsmedelsbutiker. Utifrån hållbarhetsarbetet undersöks även hur hållbarhetsmålen tillämpas och kommuniceras internt till anställda i verksamheten.  Metod: Denna studie har tillämpat en kvalitativ metod där fyra butikschefer från olika livsmedelsbutiker har intervjuats utifrån ett strategiskt urval. Kompletterande information har även hämtats genom dokumentanalyser från livsmedelskedjornas hemsidor. Metoden valdes för att skapa en djupare förståelse för ämnet. Slutsats: Organiseringsprocessen hos butikerna visar på deras engagemang för det ekologiska hållbarhetsarbetet. Användandet av experter samt styrning med regler, värderingar, delegering samt utbildningar bidrar till engagemang i deras utförande. Det hållbara arbetet och målen kommuniceras främst genom program, möten och utbildningar för att skapa medvetande hos personalen och motivera deras utförande. / Introduction: Companies today have a greater requirement to protect the environment because production and consumption account for a large part of the world's greenhouse gas emissions. Management and managers therefore need to organize their sustainability work throughout the business. This makes internal communication crucial for engaging employees and creating sustainability thinking at all levels in the company. Purpose: The purpose of the study is to create an understanding of how the ecological the sustainability work is organized in swedish grocery stores. Based on the sustainability work, it is also examined how the sustainability goals are applied and communicated internally to employees in the company. Method: This study has applied a qualitative method where four store managers from different grocery stores have been interviewed based on a strategic selection. Supplementary information has also been obtained through documents analyzed from the food chains websites. The method was chosen to create a deeper understanding about the subject.  Conclusions: The organizational process of the stores shows their commitment to its ecological sustainable work. The use of experts and governance with rules, values, delegation and education contribute to commitment in their execution. The sustainable work and goals are communicated mainly through programs, meetings and education to create awareness among the staff and motivate their execution.

Denna kvantitativa studie undersöker faktorer som kan ha påverkat resultatet på Sandvik Manufacturing Solutions medarbetarundersökning relaterat till påståendet "There is open and honest two-way communication at our company” och varför. Studien tillämpade en enkät som distribuerades på Sandvik Manufacturing Solutions intranät och via e-post och fanns att tillgå för cirka 1900 medarbetare. Totalt besvarade 34 medarbetare på studiens enkät.  Sara von Platens avhandling “Internkommunikation och meningsskapande vid strategisk organisationsförändring: En studie av Sveriges Television” och Mats Heides avhandling “Intranät - En ny arena för kommunikation och lärande” används för perspektiv med relevans för denna studies forskning. Vidare utgår studiens teoretiska ramverk från tvåvägskommunikation, organisationskommunikation och organisationskultur. Studien berör och diskuterar utöver dessa teorier även internkommunikation i relation till studiens resultat.  Inhämtad empiri tyder på att brist på återkoppling, dålig kommunikation och information mellan Sandvik Manufacturing Solutions olika divisioner, utebliven information och brist på att alla får ta del av information kan vara faktorer som påverkat att Sandvik Manufacturing Solutions fått ett lägre resultat på deras senaste medarbetarundersökning kopplat till påståendet "There is open and honest two-way communication at our company”. Upplevd kultur inom organisationen, brist på engagemang från medarbetare och brist på att involvera medarbetare i kommunikationen kan även ha bidragit till att medarbetarundersökningen fick ett lägre resultat kopplat till påståendet som nämnts. / This qualitative study examines factors that may have influenced the results of Sandvik Manufacturing Solutions employee survey related to the statement “There is open and honest two-way communication at our company” and why.  The study applied a survey that was distributed on Sandvik Manufacturing Solutions intranet and was sent out by their internet and e-mail. The survey was available to about 1,900 employees. A total of 34 employees responded to the study’s questionnaire. Sara von Platen’s thesis “Internal communication and meaning-making in strategic organizational change: A study of Swedish Television” and Mats Heide’s thesis “Intranet – A new arena for communication and learning” intended for perspectives with relevance for this study. The study's theoretical framework is based on two-way communication, organizational communication, and organizational culture. In addition to these theories, the study also addresses and discusses internal communication. Collected empirical evidence indicates that lack of feedback, poor communication and information sharing among Sandvik Manufacturing Solutions different divisions and lack of information and failure to provide information to all employees may have affected the results of Sandvik Manufacturing Solutions employee survey related to the statement “There is open and honest two-way communication at our company”. The study further interprets that the culture perceived within the organization, as well as lack of engagement and involvement of employees in communication may also contributed to the lower result.

La presente investigación planteó describir la valoración de los flujos de comunicación interna en los colaboradores de la I.E. 10024 Nuestra Señora de Fátima, 2022 y como objetivos específicos se planteó: diagnosticar los tipos de comunicación interna, describir cuales son las herramientas de comunicación interna que utilizan los colaboradores e identificar cual es el flujo de comunicación interna que contribuiría en el proceso comunicacional de los colaboradores de la institución educativa. Para esto, se empleó la metodología cuantitativa de tipo descriptivo correlacional, no experimental, y el instrumento aplicado fue la encuesta a través de un cuestionario de 20 preguntas dirigido a 30 colaboradores de la institución educativa. La investigación demostró que la comunicación interna se practica frecuentemente de acuerdo a los flujos de comunicación entre los directivos y los colaboradores de la institución educativa y la conclusión a la que se llegó fue que una comunicación horizontal, permite una comunicación eficaz, participativa, asertiva, y sobre todo un ambiente laboral agradable. / The present investigation proposed to describe the evaluation of the internal communication flows in the collaborators of the I.E 10024 Nuestra Señora de Fátima, achieved specific objectives was to detect the types of internal communication, describe what are the internal communication tools used by the collaborators and identify the flow of internal communication that would contribute to the communication process of the collaborators of the educational institution. For this, the qualitative, non-experimental, descriptive correlational methodology was used, and the instrument applied was the survey through a questionnaire of 20 questions addressed to 30 employees of the educational institution. The research shows that internal communication is frequently practiced according to the communication flows between the managers and the collaborators of the educational institution.

The purpose of this study was to explore and describe Kenya Power employees’ perceptions of their adoption and implementation of online internal communication tools as a means of creating and managing long lasting relationships among all employees in the organisation. The theoretical point of departure for this study was framed within online internal communication and relationship management while principles of e-government were also considered. A single case study design was adopted for the study which combined both quantitative and qualitative data collection techniques while data was triangulated using an online self-administered questionnaire, focus group moderator’s guide and an interview schedule. The results guided by the theoretical criteria indicate that the implementation of online internal communication tools was done at Kenya Power without considering the internal stakeholders’ needs and preferences. The consequence is that employees have developed negative perceptions about internal online communication resulting in low adoption for relationship management activities. The findings of this study could be useful for other public sector organisations in that it will help them to positively change employees’ perceptions as well as enhance the implementation and adoption of internal online communication tools for the purposes of relationship building which could result in better internal communication and public sector services. / Communication Science / M.A. (Communication)

Internal communication is essential for every company. However it is not always perceived as such. Internal communication is a conveyor of information and company's values. It is based on corporate culture and it also influences in. It affects atmosphere and performance of the company, engagement and overall happiness of employees. It is also related to the rate of their fluctuation. Diversity, which is the key to the diversity of approaches and perspectives, is also comparatively important to the functioning of the company. Diversity brings more effective problem solving or team functioning. In this respect, companies should strive for gender equality in their working environment and take supportive initiatives to help women overcome barriers in the labor market. The Czech Republic is one of the worst-ranked countries in the European Union in terms of gender equality in the labor market. This diploma thesis deals with the interconnection of internal communication and topics related to promoting women in work and personal life. The aim of this thesis is to use qualitative research to find out how selected domestic companies work with these topics in internal communication.

The purpose of this study was to explore and describe Kenya Power employees’ perceptions of their adoption and implementation of online internal communication tools as a means of creating and managing long lasting relationships among all employees in the organisation. The theoretical point of departure for this study was framed within online internal communication and relationship management while principles of e-government were also considered. A single case study design was adopted for the study which combined both quantitative and qualitative data collection techniques while data was triangulated using an online self-administered questionnaire, focus group moderator’s guide and an interview schedule. The results guided by the theoretical criteria indicate that the implementation of online internal communication tools was done at Kenya Power without considering the internal stakeholders’ needs and preferences. The consequence is that employees have developed negative perceptions about internal online communication resulting in low adoption for relationship management activities. The findings of this study could be useful for other public sector organisations in that it will help them to positively change employees’ perceptions as well as enhance the implementation and adoption of internal online communication tools for the purposes of relationship building which could result in better internal communication and public sector services. / Communication Science / M.A. (Communication)

There is global agreement that in today's business environment an integrated approach to communication is a necessity. Although there is a need to evaluate the application and quality of integrated communication, after almost 20 years of existence, it is still viewed as a difficult concept to implement. Definitions of integrated communication still vary, with no universal consensus. Although the literature on communications does propose various implementation models for evaluating integrated communication, these models are predominantly marketing-related, with parameters pertaining to the customer-experience. As such, these models have serious shortcomings when it comes to measuring the employee-experience. In this study, employee relationships are seen as the building blocks of the strategic management of communication between an organisation and its external publics. Recognising this significance of employee relationships two decades ago, Cutlip, Center, and Broom (1985) proposed that no organisational relationships are as important as those with employees. They advocated that the first step in promoting positive external relationships is achieving good internal communication. The central thrust is that employees who are truly customer-focused need to work within an employee-centric environment. Customarily, the traditional internal communication audit is used to evaluate the employee environment, employee perceptions of communication and employee attitudes. However, traditional audits have limitations when it comes to measuring integration. Traditional audits do not evaluate the role of the employee in building customer relationships, or the extent to which employees are integrated into an organisation. There is, therefore, a need to extend the traditional internal communication audit, so as to evaluate integrated internal communication and its application and quality. Duncan (2001) maintains that integrated communication must first exist internally if a company is to effectively communicate externally. Therefore, the primary research objective of this study was to develop a measuring instrument (using elements from existing audits and models) to evaluate integrated internal communication. This entailed a literature review to determine the theoretical status of the concept of integrated communication and internal communication. A measuring instrument was then developed to evaluate integrated internal communication. The second objective was to apply the developed instrument so as to measure employee perceptions of communication at the International Colleges Group (ICG). These perceptions were measured through a group administered perception survey and personal interviews. Research results where used to determine the extent of integrated internal communication at ICG in accordance with four identifiable stages. Findings signifyed some success in the first stage of integrated communication. However, there was no indication of integrated communication in the later stages. The final objective was to test the shortcomings of the proposed instrument. / Communication Science / M.A. (specialisation in Organisational Communication Research and Practice)