Desde o final do Século XX e início do Século XXI, estudos analisam a elevada taxa de insucesso ou insatisfação com os Programas de Lean. Esta taxa tem se demonstrado demasiadamente elevada, variando entre 66% e 90%. Como efeito deste insucesso, tem-se o desperdício de tempo, dinheiro, recursos e, talvez o pior, tem-se a propagação do medo nos agentes de mudança em empreitar novas iniciativas de mudança. Estudos apontam a falta de alinhamento de tais projetos com a Cultura Organizacional como uma das questões fundamentais deste insucesso. Partindo desta temática de pesquisa, este ensaio teórico pode ser caracterizado como uma abordagem qualitativa de análise do problema, de natureza básica de pesquisa buscando gerar conhecimentos novos e úteis às organizações, sem aplicação prática prevista neste primeiro estágio de pesquisa. A fonte de evidências para sustentar o modelo proposto foi revisão dos estudos de caso encontrados na literatura, sendo utilizadas tanto uma Revisão Bibliográfica Sistemática (RBS) quanto Exploratória, de tal maneira a buscar o \"estado da arte\" no campo de estudo. A Fundamentação Teórica do trabalho é baseada na literatura de quatro grandes campos de estudo: (i) Estratégia, (ii) Lean, (iii) Cultura Organizacional e (iv) Gestão de Mudanças. A RBS tem foco nas interseções destes grandes campos, agregando 190 trabalhos internacionais. Por sua vez, a Revisão Exploratória traz algumas das principais referências dos três campos de estudo, como: Edgar Schein, John Kotter, Kim Cameron, Robert Quinn, David Mann, dentre outros. Desta maneira, este trabalho estudou a influência da cultura organizacional nos projetos de transformação e, a partir da ruptura com a teoria atual, construiu e propôs uma sistemática teórica, intitulada de \"Sistemática de Transformação\" (ou simplesmente \"Sistemática T\"), a qual propõe o alinhamento entre três dimensões: Estratégia, Projeto de Transformação e Cultura Organizacional. Fazendo uso desta sistemática, é esperado que os agentes de mudança consigam ter um planejamento mais eficaz do processo de diagnóstico, avaliação e gestão da cultura organizacional alinhado à Estratégia e também ao Projeto de Transformação da organização, com ênfase nos Programas de Lean. A proposição e uso desta sistemática pode favorecer tanto a discussão acadêmica na área de Gestão de Operações sobre o tema, quanto fornecer subsídios para aplicações práticas mais eficazes. / Since the late twentieth century and early twenty-first century, several studies have analyzed the Lean Continuous Improvement Programs high rate of failure or dissatisfaction. This failure rate is too high, ranging between 66% and 90%. Because of this rate, companies have lost money, lost time, wasted resources and, perhaps the worst: this failure can spread the fear in the change agents of making new change initiatives. Studies indicate that a key issue for this failure is the lack of alignment between such improvement programs with the organizational culture. Based on this research theme, this theoretical essay can also be characterized as basic research nature seeking to generate new and useful knowledge to organizations without practical application set forth in this first stage of research. The source of evidence to support the proposed systematic will be based on case studies of literature, being both used one Systematic Bibliographic Review (RBS) and Exploratory Review, seeking to achieve the \"state of the art\" in the field of study. The Theoretical Foundation of the work bases on the literature of three major fields of study: (i) Strategy, (ii) Lean, (iii) Organizational Culture and (iii) Change Management. The RBS focuses on the intersections of these great fields, adding 190 international studies. The Exploratory Review brings some of the main references of the three fields of study, such as Edgar Schein, John Kotter, Kim Cameron, Robert Quinn, David Mann, among others. Thus, this paper studied the influence of organizational culture in transformation projects and, from the disruption with the current theory, this research work built and proposed a theoretical systematic, titled \"Transformation Systematic\" (or simply \"T Systematic\") proposing the alignment of three dimensions: Strategy, Transformation Project and Organizational Culture. Making use of this systematic, it is expected that change agents can have a more efficient planning process of diagnosis, evaluation and management of organizational culture aligned to the strategy and also the Transformation Project, with emphasis on Lean programs. The proposition and use of this method can both facilitate academic discussion in Operations Management on the topic, as also provide support for applications best practices.

The graduation thesis Development of the Radio Broadcasting as a Cultural Change is designed as a cultural comparative study of the development of the radio in Czechoslovakia and the United States of America as a cultural change (the origin and transformation of the cultural element). The thesis is divided into two parts, a theoretical part and an analytical part. The theoritical part defines basic problems and deals with history of mediae in the world. The focus of this part is characterization of Czechoslovakian and American radio broadcasting. The analytical part is devoted to analysis of empirical data, predominantly to secondary analysis of accessible data regarding radio development. This part also focuses on culturological interpretation or reintepretation of results of the analysis. The concluding chapter deals with comparison of the development of the radio in Czechoslovakia and the USA.

Submitted by Cássia Santos (cassia.bcufg@gmail.com) on 2016-03-04T12:08:48Z No. of bitstreams: 2 Dissertação - Jennifer Santos de Oliveira - 2015.pdf: 1605154 bytes, checksum: cf2df07f3d2c5eeaae902874b91dd8ce (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) / Approved for entry into archive by Luciana Ferreira (lucgeral@gmail.com) on 2016-03-04T12:20:24Z (GMT) No. of bitstreams: 2 Dissertação - Jennifer Santos de Oliveira - 2015.pdf: 1605154 bytes, checksum: cf2df07f3d2c5eeaae902874b91dd8ce (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) / Made available in DSpace on 2016-03-04T12:20:24Z (GMT). No. of bitstreams: 2 Dissertação - Jennifer Santos de Oliveira - 2015.pdf: 1605154 bytes, checksum: cf2df07f3d2c5eeaae902874b91dd8ce (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) Previous issue date: 2015-08-28 / Fundação de Amparo à Pesquisa do Estado de Goiás - FAPEG / Environmental themes have been analyzed from a variety of reality interpretations, from conservative ideological perspectives to more critical ones. Bearing in mind that environmental education is a field of intense discussion, it is of considerable importance for educators to understand of environmental discourses of subjects involved in the educational process. In this sense, seeking to combine aspects of environmental complexity, the need for environmental education that aims a social transformation and the influence of different areas in human training and human socialization, this study aimed to understand the environmental discourse of teachers in training for a possible signaling triggers concepts of an educational intervention in critical perspective. This study is part of a broader research and, methodologically, is configured as a participant research. We had as research subjects 12 chemistry course students who were enrolled in the Institutional Scholarship Program Introduction to Teaching. Both on the study design and in the analysis of the collected data, we assume as a reference fundamentals array of historical and dialectical materialism proposed by Marx and socio-historical psychology proposed by Vigotski. The environmental discourse of these future teachers proved to be hybrid and influenced mainly by environmental paradigms of contemporary society. Two concepts that we consider to be triggers of a critical environmental discussion, namely culture and conscience, emerged from the analysis. As the concepts of environment , sustainability and environmental education, the concepts of culture and consciousness were linked strictly to the notional values and behavioral changes devoid of socio-historical factors. We believe that a more fruitful approach these concepts can be found in the concept of culture in the broadest sense and consciousness in cognitive perspective. / Temas ambientais têm sido abordados a partir de diferentes interpretações da realidade, desde perspectivas ideológicas conservadoras a críticas. Considerando a educação ambiental como um campo de disputa torna-se importante, para os educadores ambientais, a compreensão do discurso ambiental dos sujeitos envolvidos no processo educativo. Nesse sentido, buscando conjugar os aspectos da complexidade ambiental, da necessidade de uma educação ambiental que almeje uma transformação social e da influência de diferentes instâncias formativas na formação/socialização humana, o presente estudo objetivou compreender o discurso ambiental de professores em formação para uma possível sinalização de conceitos deflagradores de uma intervenção pedagógica na perspectiva crítica. Este estudo é um recorte de uma pesquisa mais ampla e, metodologicamente, configurou-se como uma pesquisa participante. Tivemos como sujeitos da pesquisa 12 licenciandos em Química inscritos no Programa Institucional de Bolsas de Iniciação à Docência. Tanto no delineamento da pesquisa quanto na análise dos dados coletados, admitimos como matriz referencial fundamentos do materialismo histórico-dialético proposto por Marx e da psicologia sócio-histórica proposta por Vigotski. O discurso ambiental desses futuros professores mostrou-se híbrido e influenciado, principalmente, pelos paradigmas ambientais da sociedade contemporânea. Das análises, emergiram dois conceitos que julgamos ser desencadeadores de uma discussão ambiental crítica, o de cultura e o de consciência. Assim como nos conceitos de meio ambiente, sustentabilidade e educação ambiental, os conceitos de cultura e consciência estiveram vinculados, estritamente, a noções de valores e mudanças comportamentais desprovidas dos determinantes sócio-históricos. Acreditamos que uma abordagem mais profícua desses conceitos reside no conceito de cultura em sua acepção ampla e de consciência na perspectiva cognitivista

Desde o final do Século XX e início do Século XXI, estudos analisam a elevada taxa de insucesso ou insatisfação com os Programas de Lean. Esta taxa tem se demonstrado demasiadamente elevada, variando entre 66% e 90%. Como efeito deste insucesso, tem-se o desperdício de tempo, dinheiro, recursos e, talvez o pior, tem-se a propagação do medo nos agentes de mudança em empreitar novas iniciativas de mudança. Estudos apontam a falta de alinhamento de tais projetos com a Cultura Organizacional como uma das questões fundamentais deste insucesso. Partindo desta temática de pesquisa, este ensaio teórico pode ser caracterizado como uma abordagem qualitativa de análise do problema, de natureza básica de pesquisa buscando gerar conhecimentos novos e úteis às organizações, sem aplicação prática prevista neste primeiro estágio de pesquisa. A fonte de evidências para sustentar o modelo proposto foi revisão dos estudos de caso encontrados na literatura, sendo utilizadas tanto uma Revisão Bibliográfica Sistemática (RBS) quanto Exploratória, de tal maneira a buscar o \"estado da arte\" no campo de estudo. A Fundamentação Teórica do trabalho é baseada na literatura de quatro grandes campos de estudo: (i) Estratégia, (ii) Lean, (iii) Cultura Organizacional e (iv) Gestão de Mudanças. A RBS tem foco nas interseções destes grandes campos, agregando 190 trabalhos internacionais. Por sua vez, a Revisão Exploratória traz algumas das principais referências dos três campos de estudo, como: Edgar Schein, John Kotter, Kim Cameron, Robert Quinn, David Mann, dentre outros. Desta maneira, este trabalho estudou a influência da cultura organizacional nos projetos de transformação e, a partir da ruptura com a teoria atual, construiu e propôs uma sistemática teórica, intitulada de \"Sistemática de Transformação\" (ou simplesmente \"Sistemática T\"), a qual propõe o alinhamento entre três dimensões: Estratégia, Projeto de Transformação e Cultura Organizacional. Fazendo uso desta sistemática, é esperado que os agentes de mudança consigam ter um planejamento mais eficaz do processo de diagnóstico, avaliação e gestão da cultura organizacional alinhado à Estratégia e também ao Projeto de Transformação da organização, com ênfase nos Programas de Lean. A proposição e uso desta sistemática pode favorecer tanto a discussão acadêmica na área de Gestão de Operações sobre o tema, quanto fornecer subsídios para aplicações práticas mais eficazes. / Since the late twentieth century and early twenty-first century, several studies have analyzed the Lean Continuous Improvement Programs high rate of failure or dissatisfaction. This failure rate is too high, ranging between 66% and 90%. Because of this rate, companies have lost money, lost time, wasted resources and, perhaps the worst: this failure can spread the fear in the change agents of making new change initiatives. Studies indicate that a key issue for this failure is the lack of alignment between such improvement programs with the organizational culture. Based on this research theme, this theoretical essay can also be characterized as basic research nature seeking to generate new and useful knowledge to organizations without practical application set forth in this first stage of research. The source of evidence to support the proposed systematic will be based on case studies of literature, being both used one Systematic Bibliographic Review (RBS) and Exploratory Review, seeking to achieve the \"state of the art\" in the field of study. The Theoretical Foundation of the work bases on the literature of three major fields of study: (i) Strategy, (ii) Lean, (iii) Organizational Culture and (iii) Change Management. The RBS focuses on the intersections of these great fields, adding 190 international studies. The Exploratory Review brings some of the main references of the three fields of study, such as Edgar Schein, John Kotter, Kim Cameron, Robert Quinn, David Mann, among others. Thus, this paper studied the influence of organizational culture in transformation projects and, from the disruption with the current theory, this research work built and proposed a theoretical systematic, titled \"Transformation Systematic\" (or simply \"T Systematic\") proposing the alignment of three dimensions: Strategy, Transformation Project and Organizational Culture. Making use of this systematic, it is expected that change agents can have a more efficient planning process of diagnosis, evaluation and management of organizational culture aligned to the strategy and also the Transformation Project, with emphasis on Lean programs. The proposition and use of this method can both facilitate academic discussion in Operations Management on the topic, as also provide support for applications best practices.

Esta pesquisa teve como objetivo investigar os aspectos culturais de uma ecovila: seu cotidiano, suas práticas, as relações que seus membros estabelecem entre si e com a natureza, seus projetos e conflitos. A pesquisa de campo compreendeu observações e entrevistas em uma ecovila específica, desenvolvendo-se com base nos conceitos de olhar, de Simone Weil e Walter Benjamin; da simpatia, de Ecléa Bosi e Henri Bergson e da alternância entre sujeito e objeto, de Paulo de Salles Oliveira. Este trabalho buscou apresentar, também, conceitos como comunidade, de Martin Buber; cultura, de Alfredo Bosi e James Jasper; e resistência, de Ernesto Sabato. Partindo de um olhar crítico sobre a cultura da sociedade de consumo (Richard Sennett), a ecovila foi entendida, então, como criadora de uma cultura alternativa: afirmando-se como resistência a determinadas práticas e valores da cultura dominante e, ao mesmo tempo, propondo novas possibilidades de vida, trabalho, lazer e relacionamentos. Este estudo procurou, ao final, aprofundar a reflexão sobre aquelas dimensões da vida em ecovila que apontam para uma construção cultural de resistência e proposição alternativa, bem como sobre as dimensões que apresentam desafios para a mudança cultural. Oferece questionamentos sobre algumas de suas práticas e assinala possíveis caminhos para a superação dos desafios percebidos / This research aimed at investigating the cultural aspects of an ecovillage: its routine activities, practices, the relationship its members establish among themselves and with nature, their projects and conflicts. The field research included observations and interviews in a specific ecovillage, and was based on the concepts of gaze, from Simone Weil and Walter Benjamin; of sympathy, from Ecléa Bosi and Henri Bergson and of alternation between subject and object, from Paulo de Salles Oliveira. This study also presented concepts like community, from Martin Buber; culture, from Alfredo Bosi and James Jasper; and resistance, from Ernesto Sabato. Starting from a critical analysis of the culture of the consumer society (Richard Sennett), the ecovillage was then understood as a creator of an alternative culture: affirming itself as resistance to certain values and practices of the dominant culture, and, at the same time, proposing new possibilities of life, work, leisure, and relationships. At the end, this study attempted to deepen the reflection about those dimensions of life in ecovillage that point to a cultural construction of resistance and alternative proposition, as well as about the dimensions that present challenges to cultural change. It questions some of their practices and indicates possible ways to overcome the perceived challenges

Résumé de la thèseLa thèse porte sur l‘analyse des apports de la communication dans la lutte contre des mutilations corporelles, en l‘occurrence celles de l‘excision (qui est la pratique la plus répandue) des femmes en République de Guinée. Ces pratiques de mutilations corporelles étant encore souvent présentées comme des pratiques culturelles inscrites dans la tradition et l‘identité culturelles. L‘approche «Garder le rite, pas la mutilation » fait la promotion des rites de l‘excision, de la clitoridectomie et de l‘infibulation, c'est-à-dire celle des valeurs qui sont léguées aux jeunes filles pendant la cérémonie initiatique. L‘Assemblée générale des Nations Unies a donc consacré en 2012 et 2014 deux (2) importantes résolutions à la lutte contre les mutilations génitales féminines (le 20 décembre 2012, la Résolution A/RES/67/146 et en décembre 2014, la Résolution A/RES/69/150). Pour notre part, à travers ce travail de recherche, nous n‘avons fait ni la promotion du rite, puisque de meilleures voies de transmission de la culture existent aujourd'hui, ni celle de la mutilation à cause de ses effets sur la santé de la reproduction. Nous avons essayé de comprendre, à partir des grilles d‘intelligibilité communicationnelles, comment ces pratiques peuvent évoluer et avons préconisé certaines solutions en mobilisant des approches dans le champ des Sciences de l‘information et de la communication. Il a donc été nécessaire de réformer la « communication » pour la mettre au centre des préoccupations des gouvernants en vue d‘amener les pratiquants à un changement culturel consistant à abandonner progressivement des pratiques vieilles de plusieurs milliers d‘années. / Summary of the thesis The thesis focuses on the analysis of the contribution of communication in the fight against bodily mutilations, in this case that of excision or female circumcision (which is the most widespread practice) of women in the Republic of Guinea. These practices of bodily mutilations are still often presented as cultural practices inscribed in cultural tradition and identity. The "keep the rite, not the mutilation" approach promotes the rites of excision, clitoridectomy and infibulation, the values that are bequeathed to young girls during the initiation ceremony. In 2012 and 2014, the United Nations General Assembly devoted two (2) important resolutions to the fight against female genitale mutilations (on December 20, 2012, Resolution A / RES / 67/146 and in December 2014, Resolution A / RES / 69/150). For our part, through this research work, we have neither promoted the rite, since better ways of transmitting culture exist today, nor that of mutilation because of its effects on the health of the reproduction. We have tried to understand, from the grids of communication intelligibility, how these practices can evolve and have advocated some solutions by mobilizing approaches in the field of the sciences of information and communication. It was therefore necessary to reform the "communication" to put it at the center of the concerns of the rulers with a view to bringing practitioners to a cultural change of gradually abandoning practices that are several thousand years old.

This dissertation investigates emerging multinational enterprises (EMNEs)’s acquisitions of firms in developed economies (DE) through three distinctive but interrelated essays. Despite costs EMNEs must offset from the obvious cultural distance (CD) they encounter with limited exploitable advantages, EMNEs have continued to aggressively acquire firms in DE, suggesting there are ways for the EMNEs to effectively overcome CD. In Essay 1, using insights from the symbolic interaction paradigm in sociology, I developed the Dynamic Socio-Cultural Model (DSCM), to uncover the general process of cultural creation and change. At the core of the DSCM is the process of collective learning and adaptive interaction in every social system. Viewing EMNEs’ acquisitions in DE as a cultural event that leads to new shared cultural resources, DSCM shows culture is not as rigid as was typically conceptualized in the cross-cultural management literature. While the negative effect of CD may initially impede EMNEs, CD may be positively moderated by certain conditions of the involved cultures. In Essay 2, I extended DSCM and combined it with insights from the organizational learning literature to focus on EMNE’s choices of control mode and their performance implications. Performing event study and endogenous switching regression on 1157 EMNE’s acquisitions in 21 advanced economies, I found EMNEs have, on average, a positive post-acquisition performance. I also found being an EMNE from an emerging economy that underwent rapid industrialization and targeting a high-tech firm increases the probability for choosing a low-control mode. Moreover, EMNE acquirers choose control mode by strategically considering their unique characteristics to optimize performance. In Essay 3, using the same theoretical approach, I examined the target firms’ sources of value creation. Applying an event study on 167 acquisitions in North America made by EMNEs from 11 countries, I found EMNEs’ partial acquisitions in DE generate, on average, a positive target’s cumulative abnormal returns (CAR). There is also empirical support for several determinants of target’s value creation and moderation effects. In particular, I found target’s international experience attenuates the negative effect of CD on target CAR, while acquirer’s state-owned status exacerbates it. Overall, the three essays collectively contribute to research streams in EMNEs, seller’s view of M&A, and cultural change.

<p>This paper uses evidence from a small-scale interview of five primary school principals within the Stockholm Municipality to examine their focus on student learning. To facilitate this analysis, four questions were addressed:</p><p>• What are the expectations principals have of learning for their students?</p><p>• Has there been a change in perception of learning in the 21st Century?</p><p>• How do principals think they have influence on student learning?</p><p>• How do principals see their role towards lifelong learning?</p><p>This thesis argues that we have to redefine learning for the 21st Century through emphasizing a more holistic approach to both teaching and learning and by paying more attention to learning outcomes. It explores contemporary trends in leadership education and connects them to the literature. In practice, the study uses two models, instructional leadership and transformational leadership, to integrate the the data collected. It proposes that school principals play a part in student learning through their roles of setting directions, developing people and developing the organisation.</p><p>The main results showed that the principals and vice-principals who participated in the study were aware of their roles in student learning. However, their roles were not immediately identifiable with a particular leadership style but a combination of styles. They realised that they did not encourage lifelong learning, which is an important component of 21st Century learning.</p><p>Key Words:</p><p>21st Century learning, lifelong learning, learning expectations, learning outcomes, leadership styles, instructional leadership, transformational leadership, cultural change leadership.</p>

This paper uses evidence from a small-scale interview of five primary school principals within the Stockholm Municipality to examine their focus on student learning. To facilitate this analysis, four questions were addressed: • What are the expectations principals have of learning for their students? • Has there been a change in perception of learning in the 21st Century? • How do principals think they have influence on student learning? • How do principals see their role towards lifelong learning? This thesis argues that we have to redefine learning for the 21st Century through emphasizing a more holistic approach to both teaching and learning and by paying more attention to learning outcomes. It explores contemporary trends in leadership education and connects them to the literature. In practice, the study uses two models, instructional leadership and transformational leadership, to integrate the the data collected. It proposes that school principals play a part in student learning through their roles of setting directions, developing people and developing the organisation. The main results showed that the principals and vice-principals who participated in the study were aware of their roles in student learning. However, their roles were not immediately identifiable with a particular leadership style but a combination of styles. They realised that they did not encourage lifelong learning, which is an important component of 21st Century learning. Key Words: 21st Century learning, lifelong learning, learning expectations, learning outcomes, leadership styles, instructional leadership, transformational leadership, cultural change leadership.

Fusioner av myndigheter har blivit ett allt mer vanligt inslag i Europa och innefattar bland annat samgåenden mellan starka universitet och mindre högskolor. Anledningen till fusionerna är att skapa kvalitet i utbildningen, framförallt hos den mindre högskolan. Dock finns det aspekter som talar emot sammanslagningar då de kan skapa negativa effekter, främst på grund av kulturskillnader mellan de samgående myndigheterna. Förändringar är något som uppstår frekvent i organisationer och något som då påverkas i stor utsträckning är organisationskulturen. Uppsatsens syfte är att undersöka hur organisationskulturer förväntas bli påverkade i samband med en fusion. Fokus ligger på de kulturella skillnader som finns mellan samgående myndigheter, där den ena organisationen är större och har mer inflytande än den andra. I teoridelen av uppsatsen behandlas förändringar i organisationen, där människan har en huvudroll för utfallet av fusionen. Därefter behandlas ämnet organisationskultur genom att vi tar läsaren genom två olika perspektiv, nämligen det moderna perspektivet och ett styrningsperspektiv. Subkulturer i förändringsprocesser behandlas sedan och avslutningsvis visas en operationalisering av de olika teorierna genom en sammanfattande modell. Litteraturen som använts är vetenskapliga artiklar i ämnet samt grundverket av Schein (1992). Metoden som använts är en fallstudie av fusionen mellan Högskolan på Gotland (Hgo) och Uppsala universitet (UU). Fallstudien består av en undersökningsmix där intervjuer med nyckelpersoner i organisationen och samgåendet, enkät med personalen vid Hgo samt dokumentanalyser ingått. De olika metoderna har sedan i kombination med den teoretiska modellen gjort att vi kunnat genomföra en analys av fusionen. Den förväntade påverkan som en fusion kommer att skapa hos en mindre myndighet i samgåendet med en större myndighet skiljer sig en del hos medarbetare och det finns både positiva och negativa föreställningar. Hgo:s flexibla och oformella arbetssätt byts ut mot ett mer formellt och stabilt förhållningssätt med längre beslutsvägar men med mer förankrade beslut. Eventuellt kommer det att uppstå en subkultur där Campus Gotland har kvar den kultur de byggt upp inom Hgo. Risken finns då att det blir en oenig organisation som spretar åt olika håll, men målet enligt intervjurespondenterna är att skapa det bästa av två världar. Om Hgo:s positiva delar av organisationskulturen kan kvarstå tillsammans med stabiliteten som UU ger Campus Gotland har förväntningarna från nyckelpersonerna infriats. Andra resultat som framkommit av studien är att det vid fusion mellan en mindre och en större myndighet bör lyftas upp kulturskillnader för att försöka kombinera dem på bästa sätt. Att försöka bilda en enad, ny sammanslagen organisation genom att skapa delaktighet hos anställda i processerna är en aspekt som förväntas påverka utfallet i en positiv bemärkelse. Något vi upptäckte i undersökningen var att de djupare delarna i organisationskulturen, de underliggande antaganden, var de som förväntades förändras i störst grad vid en fusion, vilket kan ses som ett stort problem som skapar oro hos anställda. / Mergers of public authorities have become an increasingly common feature and include mergers between strong universities and smaller colleges. There are aspects that militate against mergers because they can create a negative impact, mainly because of the cultural differences between the merging authorities. This paper examines how organizational cultures are expected to be influenced in mergers. Focus is on the cultural differences between merging agencies, when one organization is larger and has more influence than the other. A case study was made of the merger between Uppsala University and Gotland University, based on a research mix which included interviews with key persons in the merger, a poll with the staff at Gotland University and document analysis. The conclusion of this study is that cultural differences should be lifted to the surface so that they can be combined. To create a united new, merged organization it is necessary to raise participation among employees in the merger process. A result that we found in the study was that the deeper parts of the organizational culture, the underlying assumptions, were those that expected to change the most in the merger, which is viewed as a major problem that creates anxiety among employees.