Dado o crescente uso da Internet e a importância da linguagem do e-mail no ambiente corporativo, o presente trabalho tem como objetivo principal analisar as estratégias de polidez e os mecanismos de preservação de face em trocas de e-mails entre um grupo de gerentes de uma instituição privada de ensino de língua inglesa no Brasil. A pesquisa é um estudo de caso e faz uso de uma abordagem interpretativista, assim como, em partes, também usa dados quantitativos. Para tanto, neste estudo foram integradas à Pragmática outras áreas de pesquisa como a Linguística Sistêmico-Funcional e a Linguística de Corpus. O enfoque nos mecanismos de polidez e proteção de face tem o objetivo de estudar de que forma estes elementos da linguagem utilizada nas trocas de e-mails entre o grupo de gerentes envolvido no estudo estão refletidos na cultura organizacional da instituição. Para tal foram usados os conceitos de Brown e Levinson (1987) para polidez, o de Goffman (1998) para footing e enquadre. Na área de categorização de grupos padronizados de palavras achados frequentemente dentro de um corpus foram usados os parâmetros de Hyland (2008), parâmetros esses que são calcados nas três metafunções de Halliday. Por fim tecem-se comentários sobre as trocas escritas dentro da instituição através de e-mails, buscando entender se essas trocas fazem parte de um gênero estabelecido ou de uma forma de comunicação única e com características próprias. As análises realizadas neste estudo estudam formas de polidez e proteção de face nas saudações e fechos de e-mails do corpus de estudo, a linguagem usada em pedidos de ajuda/informações, na resolução de conflitos e em outras situações do cotidiano dos gerentes da instituição alvo. Os resultados das análises da linguagem usada nas mensagens eletrônicas trocadas pelo grupo sugerem uma relação direta entra a cultura organizacional e os típicos mecanismos característicos de proteção de face e polidez adotados nas mensagens dos gerentes da empresa / Given the increasing use of the Internet and the importance of the e-mail language in the corporate environment, this paper aims at analyzing Politeness Strategies and mechanisms to avoid or minimize face-threatening acts in exchanges of e-mails between a group of managers in a private language school in Brazil. The research is a case study and uses an interpretative approach as well as quantitative data. Hence, in this study were integrated into Pragmatics other research areas such as Systemic Functional Linguistics and Corpus Linguistics. The focus on the mechanisms of politeness and face protection aims to investigate how these elements of language, used in the exchange of e-mails among the group of managers involved in the study, are reflected in the Company Culture. To this end, we used the concepts of Brown and Levinson (1987) for politeness and Goffman (1998) for framing and footing. In the area of standardized categorization of groups of words frequently found within a corpus Hyland (2008) parameters were used, those parameters are founded on the three metafunctions by Halliday. Finally, there are some considerations regarding written exchanges through e-mails within the institution, seeking to understand whether these exchanges are part of an established genre or a way of communicating with unique characteristics. The analyses performed in this research investigate ways of politeness and face protection in greetings and closures of e-mails in the study corpus, the language used in requests for help / information, resolving conflicts and other situations of everyday life of managers of the target institution. The results of the analysis of the language used in electronic messages exchanged by the group suggest a direct relationship between the Company Culture the typical and characteristic strategies for protection of face and politeness adopted in the company managers messages

Dado o crescente uso da Internet e a importância da linguagem do e-mail no ambiente corporativo, o presente trabalho tem como objetivo principal analisar as estratégias de polidez e os mecanismos de preservação de face em trocas de e-mails entre um grupo de gerentes de uma instituição privada de ensino de língua inglesa no Brasil. A pesquisa é um estudo de caso e faz uso de uma abordagem interpretativista, assim como, em partes, também usa dados quantitativos. Para tanto, neste estudo foram integradas à Pragmática outras áreas de pesquisa como a Linguística Sistêmico-Funcional e a Linguística de Corpus. O enfoque nos mecanismos de polidez e proteção de face tem o objetivo de estudar de que forma estes elementos da linguagem utilizada nas trocas de e-mails entre o grupo de gerentes envolvido no estudo estão refletidos na cultura organizacional da instituição. Para tal foram usados os conceitos de Brown e Levinson (1987) para polidez, o de Goffman (1998) para footing e enquadre. Na área de categorização de grupos padronizados de palavras achados frequentemente dentro de um corpus foram usados os parâmetros de Hyland (2008), parâmetros esses que são calcados nas três metafunções de Halliday. Por fim tecem-se comentários sobre as trocas escritas dentro da instituição através de e-mails, buscando entender se essas trocas fazem parte de um gênero estabelecido ou de uma forma de comunicação única e com características próprias. As análises realizadas neste estudo estudam formas de polidez e proteção de face nas saudações e fechos de e-mails do corpus de estudo, a linguagem usada em pedidos de ajuda/informações, na resolução de conflitos e em outras situações do cotidiano dos gerentes da instituição alvo. Os resultados das análises da linguagem usada nas mensagens eletrônicas trocadas pelo grupo sugerem uma relação direta entra a cultura organizacional e os típicos mecanismos característicos de proteção de face e polidez adotados nas mensagens dos gerentes da empresa / Given the increasing use of the Internet and the importance of the e-mail language in the corporate environment, this paper aims at analyzing Politeness Strategies and mechanisms to avoid or minimize face-threatening acts in exchanges of e-mails between a group of managers in a private language school in Brazil. The research is a case study and uses an interpretative approach as well as quantitative data. Hence, in this study were integrated into Pragmatics other research areas such as Systemic Functional Linguistics and Corpus Linguistics. The focus on the mechanisms of politeness and face protection aims to investigate how these elements of language, used in the exchange of e-mails among the group of managers involved in the study, are reflected in the Company Culture. To this end, we used the concepts of Brown and Levinson (1987) for politeness and Goffman (1998) for framing and footing. In the area of standardized categorization of groups of words frequently found within a corpus Hyland (2008) parameters were used, those parameters are founded on the three metafunctions by Halliday. Finally, there are some considerations regarding written exchanges through e-mails within the institution, seeking to understand whether these exchanges are part of an established genre or a way of communicating with unique characteristics. The analyses performed in this research investigate ways of politeness and face protection in greetings and closures of e-mails in the study corpus, the language used in requests for help / information, resolving conflicts and other situations of everyday life of managers of the target institution. The results of the analysis of the language used in electronic messages exchanged by the group suggest a direct relationship between the Company Culture the typical and characteristic strategies for protection of face and politeness adopted in the company managers messages

Companies competing in the global markets are constantly exposed to the market pressure regarding differentiation from competitors and contribute to development. To be able to create competitive advantages and handle the markets expectations, companies are required to develop both processes and employees. A well-established strategy is Toyota's methodology, widely used since Toyata is regarded being a market leader. Since many companies have difficulties achieving Toyota's success, Mike Rother developed the concept Toyota Kata, which focuses on how management can develop a transparent corporate culture of continuous improvements. Mike Rother considers that the concept Toyota Kata is applicable regardless of the industry, although research is limited regarding implementation of Toyota Kata in service businesses, since the majority of research and literature are based of manufacturing companies. The purpose of this thesis is accordingly to analyze how service businesses are able to create a corporate culture with improvement processes being naturally implemented. By comparing two real improvement processes and investigate how the implementation of Toyota Kata can enable continuous improvements in service businesses improvement processes, the purpose will be answered. The results show many improvement areas regarding the company's improvement processes. The recurring weaknesses in both processes are that they were not naturally implemented in the company, recurring problems, resistance from the coworker and inexplicit goals. The study conclude that Toyota Kata contributes to effective improvement processes. However, requirements are placed on the company’s commitment to create a new corporate culture. Toyota Kata can also be combined with Kaizen-workshop and PDCA, to achieve a greater impact. To deeply understand the implementation of Toyota Kata in service businesses, more studies have to be conducted in the field which is based on analysis of service businesses who has implemented Toyota Kata in their workplace. / Företag verksamma i dagens globala marknader utsätts ständigt för påtryckningar att differentieras från konkurrenterna samt aktivt bidra till utvecklingen framåt. För att skapa konkurrensfördelar samt hantera marknadens förändringar krävs det att företag arbetar aktivt med att utveckla processer och medarbetare. En väletablerad strategi är Toyotas arbetsmetodik som fått spridning då Toyota anses vara ledande inom sin bransch. Då flertalet företag har svårt att uppnå samma framgång som Toyota, har Mike Rother utvecklat konceptet Toyota Kata, som tar avstamp i hur företagsledningar ska utveckla en mer transparent företagskultur av ständiga förbättringar. Mike Rother anser att konceptet Toyota Kata kan användas av alla företag oavsett bransch, samtidigt är forskningen begränsad gällande implementeringen av Toyota Kata inom tjänsteföretag, då majoriteten av forskning och litteratur grundas i tillverkande företag. Studiens syfte är således att analysera hur tjänsteföretag kan skapa en företagskultur där förbättringsprocesser sker naturligt. Detta genom att jämföra två verkliga förbättringsprocesser och undersöka hur appliceringen av Toyota Kata kan möjliggöra ständiga förbättringar av tjänsteföretags förbättringsprocesser. Tillvägagångssättet för studiens genomförande är en litteraturgenomgång och 23 semistrukturerade intervjuer. Resultatet visar flertalet förbättringsområden gällande fallföretagets förbättringsprocesser. De återkommande svagheterna inom båda processerna var att de inte är naturliga i företaget, återkommande problem, motstånd från medarbetare samt otydliga mål. Slutsatsen är att Toyota Kata bidrar till effektivare förbättringsprocesser. Höga krav ställs dock på verksamhetens engagemang i att skapa en ny företagskultur. Toyota Kata kan även kombineras med Kaizen-workshop och PDCA för att uppnå högre genomslagskraft. För att skapa mer förståelse för appliceringen av Toyota Kata i tjänsteföretag krävs fler studier inom området som grundar sig i analyser av tjänsteföretag som applicerat Toyota Kata i sin verksamhet.

The master thesis deals with the problem of companies market orientation research and resolves the relation between the measure of market orientation and companies culture. Obtained information and companies position in specified field is evaluated in accordance with established objectives.

This diploma thesis describes problematic of increasing of personal management in Ateko a.s. company. The work consists of three main parts. The part of company culture, the part of education, development and sustenance of workers and the part of motivation. This work is getting on from assigned suppositons of problems that pertinent to personal management. Essay includes methods of recognition actual quality of human resources management. Results of questionary research will make a headstone for suggestion of file of disposals, that will lead to raising efficiency of personal work in the company.

Diploma thesis focuses on intra-company relations which are an integral part of company culture and intra-company communication. The Theoretical part of this theses is focused on communication process as such, individual types and theories of communication. One part of it is description of cultural influence and company image that strongly affect the communication inside the company thorough all the organization. On bases of questionnaire research the practical part is focused on particular company, i.e. on confirmation or disproof of the stated hypotheses that claims that individual elements of communication mains and quality of communication inside the company are direct tools, influencing and determining the company culture. Finally diploma theses summarizes all the findings arising from diploma theses and possible recommendations to improve the communication.

This master's thesis provides recommendations on changes that can be made to the infrastructure of the company. As an objective I would try to implement changes as seamlessly as possible that would help improve morale and provide a new direction for the company. Part of the concept is to implement the kind of changes that can be done easily and with a reasonable investment. Benefits would include increased motivation, productivity and loyalty of the employees.

This diploma thesis focuses in the theoretical part on the concept of corporate culture. It explains its tools and resources focused primarily outwards on existing and potential customers. The practical part contains results of a survey which was conducted at a selected bank. The result is feedback on the form of corporate culture as perceived by the clients themselves, compared with the ideas of the company management. Finally I verify the hypothesis and present a proposal of possible solutions which may help to resolve these shortcomings.

No description available.

Inledning: Just nu pågår vad som kan kallas för den industriella revolution i övre Norrlandsom ska göra Sverige till en världsledare i den globala klimatomställningen. Det som ses som den svåraste utmaningen för den gröna omställningen är bristen på medarbetare med rättkompetens. För företag i Västerbotten är det i dagsläget historiskt svårt att rekrytera personal. Konkurrensen kring de mest kvalificerade kandidaterna har ökat och sju av tio företagupplever svårigheter med att rekrytera. För att lyckas med rekryteringen och locka medarbetare med rätt kompetens har det blivit viktigare än någonsin att jobba med employer branding. I denna studie samarbetar vi med Västerbottens Handelskammare som arbetar med hur företag kan jobba för att bli mer attraktiva arbetsgivare och locka den kompetens som efterfrågas. Syfte: Med denna studie vill vi undersöka hur attraktiva arbetsgivare i Västerbotten jobbar med employer branding för att attrahera nya medarbetare. Vi vill skapa en djupare förståelse för hur medarbetarna uppfattar det interna arbetet med arbetsgivarvarumärket och hur delaktiga de är i utförandet av strategierna för att attrahera nya medarbetare. Målet med studien är att kunna bidra till de identifierade forskningsgapen samt kunna ge praktiska rekommendationer till företag hur de kan jobba strategiskt för att bygga upp ett så attraktivt arbetsgivarvarumärke som möjligt för att lyckas attrahera adekvat kompetens. Frågeställning: Hur jobbar attraktiva arbetsgivare i Västerbotten med employer branding för att attrahera nya medarbetare? Metod: För att kunna besvara studiens frågeställning utifrån studiens syfte har vi valt att använda oss av en kvalitativ forskningsmetod och ett induktivt angreppssätt. För insamlandet av data har vi valt att göra semistrukturerade intervjuer bestående av en fokusgrupp på åtta personer samt enskilda intervjuer av två anställda på fem olika företag, där en är medarbetare och den andra är ansvarig för en del i arbetet med arbetsgivarvarumärket. Den data som samlats in har transkriberats, kodats och sedan kategoriserats till en tematisk analys för att därefter analyserats till att kunnat besvara studiens syfte och problemformulering. Slutsats: Studiens resultat visar att majoriteten av de tillfrågade attraktiva arbetsgivarna i Västerbotten har ett strategiskt arbete för employer branding. Vidare kan vi konstatera att alla de intervjuade företagen har ett värdeerbjudande som de jobbar med för att särskilja sig från andra arbetsgivare. De jobbar även aktivt med att ha en mycket god arbetstrivsel på arbetsplatsen. Slutligen kom vi fram till en fjärde slutsats gällande att de intervjuade företagen jobbar i stor utsträckning med olika typer av kommunikation i sitt arbete med employer branding för att attrahera nya medarbetare.