Submitted by isabela.moljf@hotmail.com (isabela.moljf@hotmail.com) on 2017-07-06T13:49:43Z No. of bitstreams: 1 flaviacadinelli@gmail.com.pdf: 5181287 bytes, checksum: 69165ad41312cdffc51be3d482a3de23 (MD5) / Rejected by Fabíola Rubim (fabiola.rubim@ufjf.edu.br), reason: on 2017-07-19T12:55:58Z (GMT) / Submitted by isabela.moljf@hotmail.com (isabela.moljf@hotmail.com) on 2017-08-11T15:28:34Z No. of bitstreams: 1 flaviacadinellicruzeiro.pdf: 5181287 bytes, checksum: 69165ad41312cdffc51be3d482a3de23 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2017-08-14T17:12:54Z (GMT) No. of bitstreams: 1 flaviacadinellicruzeiro.pdf: 5181287 bytes, checksum: 69165ad41312cdffc51be3d482a3de23 (MD5) / Made available in DSpace on 2017-08-14T17:12:54Z (GMT). No. of bitstreams: 1 flaviacadinellicruzeiro.pdf: 5181287 bytes, checksum: 69165ad41312cdffc51be3d482a3de23 (MD5) Previous issue date: 2015-02-27 / A proposta da dissertação é compreender a articulação da tríade Identidade Organizacional – Facebook – Educação por meio da análise dos elementos e estratégias do Instituto Metodista Granbery em sua Fan Page, espaço onde almeja estreitar os vínculos com seus públicos de interesse e alavancar reputação pelo relacionamento online. Observa-se a pertinência da hipótese de que o Facebook, a rede social mais acessada no mundo, se consolida atualmente como expressivo canal de comunicação de uma organização com seus stakeholders, sendo palco de negociação de identidades, construção de percepções e uma grande cadeia de influências a partir das opiniões e experiências do outro. Entre o imenso alcance e as possibilidades de segmentação, a rede social demanda uma nova postura das instituições para serem capazes de agregar conteúdo nessa era do compartilhamento, e ao mesmo tempo manter o alinhamento com sua identidade. Quando se trata se uma organização centenária, religiosa, e da área educacional, o desafio em equilibrar tradição e modernidade pode ser ainda maior. Neste sentido, trabalha-se a questão da identidade inicialmente e, em seguida, o conceito é deslocado ao âmbito organizacional, juntamente à imagem e reputação. No percurso, traz-se reflexões atuais sobre a gestão do Facebook sob o olhar da comunicação, além do panorama das novas gerações que ocupam as cadeiras escolares. Por meio das metodologias de Etnografia Virtual e Análise de Conteúdo, e da técnica Entrevista em Profundidade, busca-se compreender o processo de imersão da instituição de ensino no território interativo, bem como os desafios e resultados alcançados. / The aim of this work is to understand the articulation of the triad Organizational Identity – Facebook – Education through the analysis of the elements and strategies of the Instituto Metodista Granbery on its Fan Page, where it intends to get closer to its public and enhance its reputation by means of online relationship. We observe the relevance of the hypothesis that Facebook, the most accessed social network in the world, is now consolidated as an expressive communication channel for an organization with its stakeholders, a space of identities negotiation, elaboration of perceptions and a great chain of influences from the impressions and experiences of the other. Among the vast reach and the segmentation opportunities, the social network demand a new attitude of the institutions to be able to aggregate content in this age of sharing, while maintaining alignment with its identity. When it comes to a religious century-old organization, and of the educational area, the challenge of balancing tradition and modernity can be even greater. Thereby, we work the identity issue initially and then the concept is shifted to the organizational level, along with the image and reputation. The route includes current reflections on the management of Facebook from the perspective of communications, and the panorama of the new generations that occupy the school chairs. Through methodologies as Virtual Ethnography and Content, and the technique Interview Analysis in Depth, we seek to understand the immersion process of the educational institution on interactive territory, as well as the challenges and achievements.

This study investigates the personal experience of newly appointed chief executives in transitioning into the CEO role. Adopting an exploratory qualitative design, data was obtained from two semi-structured interviews with 19 newly appointed chief executives, for a total of 38 interviews. The main contribution of this thesis to the extant literature is to show the ways in which CEOs go through an identity construction process when transitioning into the role, which is characterized in two ways. First, there exists a bi-directionality of influence between the personal identity of the CEO and the organizational identity. Second, this process comprises strong identity demands (lack of specificity of the role and weak situation) and identity tensions (personal identity intrusion and identity transparency) that dispose new CEOs towards an unbalance that promotes individuality. This disequilibrium might hinder the integration of new chief executives into the organization, since the data suggests that new CEOs are responsible for fostering their own integration by connecting aspects of their personal identity with the identity and culture of the organization. The thesis offers a theoretical model of the CEO identity construction process and concludes with a series of propositions that address the ramifications of these findings to our understanding of CEO succession.

Stakeholder demands on corporations to take environmental responsibilities are increasing and an environmentally responsible image could add values such as competitive advantage and a better reputation. To create a favorable image the corporation needs to develop a strong and sincere environmental identity that involves the whole organization. The identity is the way that the organization perceives itself and its self-expression and an environmental identity is one of the multiple identities that an organization can have. Communication is important both internally for establishing the identity and externally to create an environmentally responsible image. The organizational members need to be informed and involved in the responsibilities that the corporation is taken to be able to communicate them further to important external stakeholder groups. This thesis connects theories on corporate and organizational identities with organizational communication, culture and image to explain how the environmental identity and image is constructed. A case study has been conducted on a large Swedish company in the building and property management industry, Riksbyggen. The empirical material has mainly been gathered from interviews and also from participant observations. Nineteen employees and one consultant involved in the environmental communication process were interviewed individually or in focus group. The results showed that the case study organization had created a strong corporate environmental identity with clear visions and symbolic representations. However, the organizational environmental identity where the organizational members identify with the environmental activities was not yet developed fully. One reason behind this is the lack of dialogue opportunities in the organization, which means that the corporate identity is communicated from a top-down perspective. An environmentally responsible image was not established at organizational level either, even if some local initiatives had been successful.

Planned change and change-related communication are perceived very differently by the members of an organization. Strongly varying perceptions of new tasks, work processes and goals make joint action difficult and cause the failure of many change initiatives. The purpose of this study is to investigate how internal communication and sensemaking processes contribute to the perception of strategic change among the members of a public service organization. The following questions are answered: How does the management plan and perform internal communication during a strategic change of the Swedish public service television company Sveriges Television (SVT)? How do the members of the organization make sense of a strategic change and the internal communication related to the changes that are planned and carried out? A social constructivist perspective combined with theories of sensemaking, communication, social identities, roles, groups, power and status constitutes the analytical framework. The investigation is designed as two case studies of the SVT production facilities in Malmö and Örebro. The empirical material consists mainly of personal interviews. Written documents and observations have also been used. The case studies took place between 2002 and 2004. Some main conclusions are as follows: 1) Internal communication is central for how members of an organization make sense of, and participate in, major change. Yet, not even in ideal communication situations do the employees experience that the information has been sufficient and that they have been included in the change process. There are thus reasons for more balanced expectations of what is possible to achieve with internal communication during strategic change. 2) The most influential factor determining how people make sense of change-related communication is the practical everyday reality that constitutes their frames of reference. The reluctance to consider, and act upon, how other individuals conceive of a situation leads to misdirected internal communication and gaps of understanding. 3) Organizational identities, group membership, roles and status function as frames of reference when employees make sense of changes. But irrespective of whether the changes take place on an organizational, departmental or group level, personal identities are the most influential frames of reference for interpreting organizational change. The investigation thus establishes an order of precedence for frames of reference that has important implications for internal communication during strategic change. The thesis contributes to sensemaking theories by demonstrating their extensive ability to explain mutually related phenomena, such as attention, resistance and self-fulfilling prophecies. The apparent ability to explain basically all sensemaking-related issues in organizations, and thus leading to reductionism, is also concluded to be one of the weaknesses of the theories. By connecting sensemaking theories with roles, social identities and power, the study contributes to clarifying the frame concept.

The aim of this thesis is to examine the construction of Nordic and organizational identities performed by the libraries of two Nordic cultural institutions: the Nordic Culture Point in Helsinki, Finland, and the Nordic House in Reykjavik, Iceland. To do this, three main methods were used: (a) Fairclough’s critical discourse analysis was employed to interpret the institutions’ self-representations, (b) the topics of debates and talks organized by the institutions were analysed and (c) interviews were performed with librarians currently working at these libraries. The results show that the institutions are (re)presented as two separate units rather than two parts of the same organization. The Nordic Culture Point is more explicitly connected to the Nordic Council of Ministers while the Nordic House presents itself as an iconic building in a marketing manner. The institutions are affected by politically defined themes and values, which permeate their events. The most common themes for talks and debates were literature, environmental issues or sustainable development, and politics. Even though there is a clear influence from political strategy documents, many topics with little or no connection to these documents were found. In addition, the literature selection processes at these libraries do not seem to be largely affected by politically defined priorities, based on the librarians’ views. According to the librarians who were interviewed, the aim of the Nordic libraries is to offer literature in the Nordic languages that would otherwise be difficult to access, gather this literature in one location, and promote interest in the Nordic region. While they agree that the main point of reference for the Nordic libraries is public libraries, the librarians differ on the role digital technology should play in the library. This is a two years master’s thesis in Library and Information Science.

Syftet med föreliggande studie var att undersöka arbetstagares upplevelser av organisatorisk osäkerhet, procedural rättvisa och organisationsidentitet vid en potentiell organisationsförändring. Den potentiella organisationsförändringen skulle innebära en separering av ett affärsområde från resterande koncernen. Studien baserades på en kvalitativ metod med deduktiv ansats. Datainsamling bestod av semistrukturerade intervjuer med sju anställda från det affärsområde som eventuellt skulle beröras av organisationsförändringen. Det insamlade materialet analyserades genom en deduktiv tematisk analys med utgångspunkt i fyra förutbestämda teman; organisatorisk osäkerhet, procedural rättvisa, emotionell organisationsidentitet och kognitiv organisationsidentitet. Respondenterna uppvisade olika uppfattningar av organisatorisk osäkerhet utifrån olika upplevelser av aspekter relaterade till procedural rättvisa som informationstillgång, inflytande i beslutsprocessen samt möjligheter att uttrycka tankar och känslor avseende förändringsprocessen. Respondenterna gav vidare ambivalenta uttryck för organisatorisk stolthet, anseende samt engagemang gällande deras emotionella organisationsidentitet. De gav uttryck för en tydlig identifikation med organisationen men däremot en mer ambivalent assimilering och inkorporering med/av organisationen gällande deras kognitiva organisationsidentitet. / The aim of the present study was to examine employees’ perceptions of organizational uncertainty, procedural justice and organizational identity in the event of a potential organizational change. The potential organizational change would result in a separation of a business area from the remaining company. The study was based on a qualitative method with a deductive approach. The data collection consisted of semi-structured interviews with seven employees from the business area who might be affected by the organizational change. The collected material was analyzed through a deductive thematic analysis based on four predetermined themes; organizational uncertainty, procedural justice, emotional organizational identity and cognitive organizational identity. The respondents expressed different perceptions of organizational uncertainty based on different experiences of aspects related to procedural justice such as information access, influence in the decision-making process and opportunities to express thoughts and feelings about the change process. The respondents also expressed ambivalent expressions of organizational pride, esteem and affective commitment regarded their emotional organizational identity. They expressed a distinct identification with the organization but a more ambivalent assimilation and incorporation with the organization regarding their cognitive organizational identity.

Cette thèse explore l’identité organisationnelle des entreprises familiales à travers le prisme des employés non familiaux. L’identité familiale de ces entreprises constitue pour elles à la fois un atout – « action intangible » difficilement imitable – et en même temps un enjeu, puisque l’imprégnation de la famille et de ses valeurs au sein de l’entreprise pose question à mesure que sa croissance l’amène à intégrer des membres extérieurs. Cet enjeu est d’autant plus sensible que la famille dirigeante cherche souvent à maintenir son influence identitaire sur l’entreprise, leurs histoires et réputations respectives étant intimement liées. Pour autant, peu de travaux ont jusqu’à présent étudié le rôle des employés non-familiaux dans l’identité de ces entreprises. Cette thèse interroge la façon dont les employés non-familiaux contribuent à la perpétuation de l’identité familiale de l’entreprise, à travers l’étude du cas d’une entreprise familiale française. Trois résultats principaux découlent de ce travail. D’abord, l’exploration des perceptions identitaires des employés non-familiaux révèle que la famille est, à leurs yeux, indissociable des éléments caractérisant leur entreprise. Les mécanismes conduisant à ces perceptions sont ensuite examinés : incarnation, rappel, diffusion et adaptation sont identifiés comme « amenant » dans l’entreprise une image spécifique de la famille, de ses valeurs et de son rôle. Ensemble, ils constituent le processus de « familisation » de l’entreprise. Enfin, une typologie est proposée pour classer les employés non familiaux selon leurs motivations et capacité à contribuer à ces mécanismes. Deux catégories d’employés (les adoptés et les convertis) jouent un rôle déterminant dans ces mécanismes. Occupant une place prédominante dans le top management, ils utilisent cette famille comme outil de management ayant une fonction d’exemple incarnant un système de valeurs qu’ils associent à la Famille comme entité générique. Les apports théoriques et pratiques, ainsi que les limites de ces résultats sont discutés en conclusion. / This dissertation explores family firms’ organizational identity from a non-family member’s perspective. The family identity of these firms constitutes both an intangible asset, that is difficult to imitate – and a crucial stake as during their growth process, family firms incorporate external members who tend to progressively represent the majority of the payroll. This stake is even more salient as owning families aim at durably influencing their firms’ identity since the family’s and the firm’s history and reputation are interrelated. However, the role of non-family members’ in the family firm’s identity has not been directly investigated by researchers so far. My dissertation aims at filling in this gap, by investigating the way non-family members contribute to enacting the family identity of the firm. The case study I conducted in a French family firm leads me to formulate three main sets of results. First, the exploration of non-family members’ perceptions of the firm reveals that they associate what they consider to be the core attributes of the firm with the owning family. Secondly, I investigate the mechanisms leading to such perceptions and identify that the family’s image and values are “brought” into the organization through four mechanisms – embodiment, reminding, spreading and adaptation – that together constitute the overall process of “familization” of the firm. Lastly, I suggest a typology of non-family members depending on their motives for contributing to “familization” mechanisms. Two categories (the adopted and the converted) play a crucial role in these mechanisms. Moreover, I show that the top management is composed of adopted and converted, who use this specific family of owners as a managerial tool having a role-modeling function. They do it because they perceive this family as embodying an axiology that is symbolized by the Family – as a generic entity –, an axiology that they consider to be valuable in an organizational context. The theoretical and practical contributions of these results are discussed.

No description available.

As technology evolves, companies face both new opportunities and challenges in staying competitive. Traditionally, businesses focused on branding related to their products or services. But nowadays, having a skilled and dedicated workforce is seen as the key competitive advantage—a concept known as employer branding. Employer branding is about how a company is perceived as an employer, not just by consumers but also by potential employees. It involves both external communication, like advertising, and internal activities within the organization to build its reputation as an employer. This study focuses specifically on how large Swedish companies use internal employer branding to attract, engage, and retain employees. It uses a qualitative research approach, comparing three well-known Swedish companies: IKEA, Volvo, and Spotify.The study finds that the internal employer branding process revolves around five main factors: leadership vision, organizational identity, corporate culture, HR-marketing communication, and the company's efforts to define its value proposition for employees. It also highlights the importance of management innovation and transparent, inclusive leadership styles. On a practical level, the study enhances comprehension of how employers can effectively attract prospective employees, and engage, and retain employees.

The concept of identity is complex, as it is mainly associated with a person’s core values but can also be applied to today’s companies/organizations. The identity of companies/organizations is affected by both internal and external aspects. By being aware of its identity, a business/organization has the opportunity to answer the question “who are we and where do we come from?”. This study examines the company Zound Industries and how its internal identity is perceived by its employees. Zound Industries operates in both technology- and fashion industry. The aim of the study is to examine an organization’s internal identity and if that identity is supported by the organization’s vision and mission. To answer the purpose of the study and its research questions, focus has been put on aspects such as the organization’s vision and mission, culture, personality and characteristics. The study also examines whether or not the employees have experienced changes in the organization’s identity. The study has been conducted using qualitative research methods with data from semistructured interviews and Zound Industries’ own data. A total of 11 semi-structured interviews were conducted to get information from various employees. The results show that employees in the organization Zound Industries have a common picture of its identity, which is in line with the organization’s vision and mission. Through strong internal identity, Zound Industries has advantages in both technology- and fashion industry. / Begreppet identitet är svårt att identifiera, då det främst associerar med centrala värden hos en person men också kan appliceras på dagens företag/organisationer. Identiteten i företag/organisationer påverkas av både interna och externa aspekter. Genom kännedom av sin identitet har företaget/organisationen möjligheten att besvara frågan “vem är vi och var kommer vi ifrån?”. Denna studie ser närmare på företaget Zound Industries; hur deras interna identitet upplevs ur medarbetarnas perspektiv. Zound Industries verkar både i teknik- och modebranschen. Syftet med studien är att undersöka en organisations interna identitet och om identiteten stöds av organisationens vision och mission. För att besvara studiens syfte och forskningsfrågor har fokus lagts på aspekter vilka är organisationens vision och mission, kultur, personlighet och egenskaper. Studien undersöker också om medarbetarna har upplevt förändringar av organisationens identitet. Studiens har genomförts med hjälp av kvalitativa forskningsmetoder med underlag från semistrukturerade intervjuer samt Zound Industries egen data. Totalt har 11 semistrukturerade intervjuer genomförts för att ta del av information från olika medarbetare. Resultatet för denna studie visar att medarbetarna i organisationen Zound Industries har en gemensam bild av organisationens identitet, vilket går i linje med organisationens vision och mission. Genom en stark intern identitet har Zound Industries fördelar i både teknik- och modebranschen.