This student thesis in General Management addresses how leaders can bridge the gap between work groups and teams in geographically dispersed organizations and partially distributed teams. These types of organizational structures are increasingly common in the globalized world of business, and bring benefits to many organizations by for example connecting skilled workers regardless of their location through the means of information and communications technology. However, previous research within the field of work in dispersed settings has identified several challenges that these settings entail, including areas like for example group cohesion and motivation. If not handled, these challenges may have negative effects on team performance and organizational effectiveness. Previous studies have mostly targeted the challenges in isolation. The purpose of this study is to provide a holistic perspective, connecting different challenges in order to pinpoint reasons and effects. By identifying consequences that follow from being geographically dispersed and investigating how the challenges affect a real-world organization, the study aims to suggest countermeasures to deal with these consequences. Theory is built using Informed Grounded Theory, based on primary data from 21 in-depth interviews conducted at a Swedish high tech company. Through an analysis combining the primary data with secondary data stemming from relevant literature, the study presents conclusions including suggested countermeasures to overcome challenges imposed by work in dispersed settings. The study identifies communication as the key factor with possibility to affect group cohesion and motivation directly, and thereby also performance indirectly. Thoughtful use of different types of communication can in fact counteract challenges and lead to increased productivity and well-being. The study has implications for organizations that are planning for, or currently utilizing a dispersed organizational structure, and aids in understanding the collected effects of the challenges involved. The study is conducted at one company, which can be seen as a limitation. To counteract for this limitation, the researchers have put in effort to emphasize generalizable factors.

Geographically dispersed organizations are becoming increasingly common, however, the organizational culture is often weaker in this type of organization due to geographical distances. One important aspect of the organizational culture is the organizational values, and if shared by all organizational members they can benefit the company on many levels, for example by increasing motivation and communication. If employees, on the other hand, fail to interpret the organizational values it may lead to decreased working moral and overall dissatisfaction. In family businesses it is the values of the family that constitute the organizational values, and these may be difficult to communicate to non-family employees, because family businesses often rely on informal communication.   The purpose of this thesis is to describe how non-family employees interpret the organizational values of a family business, as well as to increase the understanding of whether geographical distance affects their interpretation. In this thesis we have conducted a qualitative case study, in which ten semi-structured interviews were made in a geographically dispersed family business. We have assumed an employee perspective and have, thus, interviewed non-family employees on the different geographical locations of this family business.   The findings from the empirical data showed that the case studied organization does not have any formally written organizational values and the non-family employees have as a result interpreted the values slightly differently. The employees state the organizational values in general terms, which would make them applicable to any organization, or even society at large.   In the analysis we compare the theoretical framework and the empirical findings in order to present conclusions for the organization being studied. The analysis will be divided into themes; organizational structure, organizational culture and values as well as the relation between the non-family employees and the family business.   We were able to conclude that informal communication is not sufficient in order to efficiently communicate the organizational values in a geographically dispersed organization. Nevertheless, the geographical distance for each workplace respectively could not be identified as the only influencing factor that affects the employees’ interpretation of the organizational values. The organizational structure emerged as a contributing factor. The non-family employees’ interpretations were broad and general in terms of the organizational values. One of our recommendations is for the organization to write down the organizational values and distribute them throughout the organization, which will enable the organizational values to be correctly interpreted by all organizational members.

Ces dernières années, un nouveau type de système de production nommé système de production géographiquement dispersé (GDPS) est prôné par de nombreuses entreprises manufacturières internationales. Par cette vision « dispersée », il présente un certain nombre d'avantages tels que l'économie des coûts du produit livré (puisque proche des clients), l'amélioration de la qualité des services (délais de livraison courts, services après-vente de haute qualité) favorisant la pérennité et la compétitivité des entreprises dans un contexte de compétition mondiale. Cependant l’exploitation multi-sites d’un GPDS est confronté à de nombreux défis concernant les normes, les réglementations, la maîtrise des flux de production, et en particulier la planification et l'optimisation de la maintenance en raison de la dispersion géographique des sites de production. Sur ce dernier point et plus globalement la définition d’une stratégie de maintenance adaptée au GDPS, peu d'études ont été menées compte tenu de la jeunesse du sujet et de la complexité des GDPSs (ex. multi-sites, multi-composants). Cette thèse se positionne donc sur ce sujet émergeant avec comme objectif de développer une stratégie de maintenance de regroupement dynamique pour un GDPS en tenant compte de dépendances à la fois aux niveaux composants et sites de production (dépendances économique et géographique) et des impacts des contextes dynamiques (à savoir, taux de détérioration variable des composants, modification des itinéraires de maintenance, possibilités de maintenance, etc.) auxquels il est soumis. Dans cette stratégie, les itinéraires de maintenance et l'ordonnancement sont considérés conjointement dans un modèle global. Le modèle vise à trouver un plan optimal de maintenance et de routage des ressources de maintenance. A cette fin, une structure de coûts et un modèle de dépendance qui prend en compte conjointement la dépendance économique et géographique sont formulés. Ils servent de base à l'élaboration du modèle global de planification et d'ordonnancement de la maintenance et du routage. De plus, pour la recherche de la solution optimale, des algorithmes d’optimisation basés sur l'algorithme génétique et l'algorithme Branch and Bound sont proposés. Enfin, une étude numérique est investiguée pour évaluer la performance, les avantages et aussi les limites de la stratégie proposée. / In the recent years, the Geographically Dispersed Production System (GDPS) with a number of advantages such as saving the product delivered costs (closed to the clients), improving quality of services (short delivery time, high quality after-sales services) has been extensively developed by many manufacturing companies to ensure their competitiveness. In operation, the GPDS faces many challenges concerning standards, regulation, production management, and especially maintenance planning and optimization due to the geographical dispersion of production sites. However, few studies have been developed for maintenance strategies of GDPSs. To face this challenge, the main objective of this thesis is to develop a dynamic grouping maintenance strategy for a GDPS with consideration of dependencies between at both component and site level (economic, geographical dependencies) and impacts of dynamic contexts (i.e. varying deterioration rate of components, change of maintenance routes, maintenance opportunities, etc.). In this strategy, maintenance routing and scheduling are jointly considered in a global model. The model aims at finding an optimal maintenance and routing plan. For this purpose, a cost structure and a dependence model jointly considering economic and geographical dependence are formulated. They are used as a basis for the development of the global model of maintenance routing and scheduling. In addition, to find a joint optimal maintenance and routing plan, advanced algorithms using jointly Genetic Algorithm and Branch and Bound are proposed. Finally, a numerical study is investigated to evaluate the performance and the advantage as well as limits of the proposed maintenance strategy.