<p>This is a case study of the planning and building of a new IT education facility when thedepartment of Media Technologymoved its operation to Flemingsberg and the main campus, due tothe termination of Campus Haninge at Södertörn University, Stockholm, Sweden. The study isbased on a case study an on administrative material from the process such as emailscorrespondences, policy documents, contact reports etc. The material is analysed using qualitativecontent analysis and the different observations done are distilled into four recommendations,aimed at being able to contribute to a improved process in similar future situations, whereverneeded.</p>

This is a case study of the planning and building of a new IT education facility when thedepartment of Media Technologymoved its operation to Flemingsberg and the main campus, due tothe termination of Campus Haninge at Södertörn University, Stockholm, Sweden. The study isbased on a case study an on administrative material from the process such as emailscorrespondences, policy documents, contact reports etc. The material is analysed using qualitativecontent analysis and the different observations done are distilled into four recommendations,aimed at being able to contribute to a improved process in similar future situations, whereverneeded.

This thesis deals with the changes in the organizational structure of the IT department at Procter & Gamble over the past 9 years. During this time, the originally functionally and geographically scattered IT function, has been integrated into a centralized function and renamed to Information and Decision Solutions, to mark its shift in direction from a support function to a true strategic partner of the various PG businesses. This function was then further integrated in to the Global Business Service shared-service organization. The non-strategic services have been outsourced, mainly to Hewlett Packard, to allow GBS to focus on IT-driven innovation and bringing more value to the Company. To achieve this goal, GBS has undergone several changes in its structure, to emerge today as an organization with a "hypertext-bureaucracy" hybrid structure. This allows for a flexible, process-based approach, enabling to GBS address the biggest priorities as they arise. The changes have nevertheless brought about some difficulties, whose implications and ideas for mitigation are explored towards the end of this thesis.

Värderingar och organisationskultur är två begrepp som blir allt vanligare och mer använda i dagens företag och organisationer Värderingars innebörd kan variera från högt till lågt och ibland känns det mer som ett begrepp organisationer slänger sig med för att låta bra istället för att leva som de lär. Vår undersökning syftar till att undersöka hur värderingar och därmed också organisationskultur uppkommer och förmedlas till anställda på telekombolaget Symsoft. Vi tittar även på skillnaden på de värderingar som kommer från företagets ledning jämfört med hur de anställda uppfattar värderingarna. Vi har i studien använt oss av en kvalitativ ansats och genomfört tio semistrukturerade intervjuer med anställda och chefer på Symsoft. Vi har även genomfört deltagande observationer under studiens gång då vi tillbringat mycket tid på Symsofts huvudkontor i Kista. Vi analyserade materialet med hjälp av etnografiska metoder och de teorier vi utgått från. Resultatet av studien speglar en organisation där vissa värderingar finns men inte förmedlas till de anställda. Detta har resulterat i att de anställda på Symsoft har svårt att implementera värderingarna i sitt dagliga arbete. Vår slutsats är att Symsoft behöver börja med ett aktivt värderingsarbete där de både formulerar om sina värderingar och inför rutiner för att förmedla dem till sina anställda. / Values and organizational culture are two concepts that become more common and used in today’s companies and organizations. The meaning of values can vary from high to low and sometimes it can seem like a concept an organization use just to sound good instead of live like they learn. The intentions with our study are to analyze how values and organizational culture rise and are mediated to the employees at the telecom company Symsoft. We will also look into the difference between the values of the management and the employees. We have also done participant observation during our time at Symsoft. The study is made using a qualitative approach, where ten semi-structured interviews were conducted with employees and managers at Symsoft. The analysis of the interviews was done with an ethnographic method, where the material was coded based on the theoretical stand. The result of the study shows that there are values at Symsoft but they are not mediated to the employees. As a result the employees at Symsoft have a hard time trying to implement the values into their daily work. Our conclusion is that Symsoft needs to reformulate and actively work with their values to mediate them to the employees at the company.

Main goal of the work was to analyze the use of Lean methodology in IT organization with the focus on the implementation of the 4 dimensions: Processes, Performance management, Organizational structure and Corporate culture . First part of work was devoted to a summary of theoretical concepts and principles of Lean methodology. Specifics of the IT industry and IT organizations were introduced together with a description of the examined organization and the underlying implementation of the reviewed projects. The methodological part depict procedures and methods of research . The result of the work was a quantitative assessment of the implementation using best practice matrix and impelemntation matrix of chosen projects. Results of the examination were subsequently supplemented by recommendations and suggestions for further improvements of next potential projects . Main recommendations were formulated as following: change the corporate culture, implement more flexible project planning implementation using Agile DMAIC, focuse on customer needs by introducing new dimension Voice of the Customer and introduction of continuous improvement infrastructure to improve every aspect of company operations.

The aim of this work is to develop a universal procedure introducing the concept of IT Governance using COBIT methodology to a small business environment. This thesis understands COBIT as a tool with which is possible to create a new business strategy for a firm and which will provide more competitive force for the firm in the competitive fight. The main contribution of this thesis is a theoretical research, which resulted in the proposal as how should a small company (which close-up characteristic is described in more detail in the work) proceed in a case that it decides to efficiently manage, manage and control the business IS / IT. This theoretical approach is then tested as a case study on a real small enterprise.