Charities struggle with scarce marketing and branding resources, as do many non-profits, but nevertheless they need to communicate a trustworthy external brand. A strong internal brand is suggested to enhance the external brand and storytelling is addressed as an established tool for internal branding. As charities seem to have a natural asset of corporate stories, we believe storytelling in terms of internal branding is of great use for the charity sector in order to create strong and competitive brands. The aim of this paper is hence to investigate what role storytelling could have on internal branding in the context of the charity industry. To do this, a qualitative case study with four different charities is conducted. A theoretical framework on internal branding and storytelling guides the data collection consisting of several interviews with managers, employees and volunteers. The findings indicate that both founder stories and recent stories play an important role for organizational culture, core values and internal communication. We conclude that storytelling can be strategically implemented in charities’ internal branding as stories have the possibility to embrace and include the entire organization, which is crucial for trustworthy and competitive brands.

The purpose of this study is to investigate two Handelsbanken offices and how they work in similar ways when dealing with internal communication. The goal is to answer if and in what way the managers` and the employes perceive their internal communication at the two bank officies. By a comparation between the two decentralisized officies the aim is also to study what differences and/or similarities that exists in internal communications? Are managers and employees satisfied with the communication that flows in the organization? I find it interesting to investigate in wheather there exist a similarity in the internal communication between the managers and the employees since it is a decentralized organization. I have made five semi-structured interviews with two managers at two different Handelsbanken offices. Additionally two interviews with two employes at one of the offices and also one interview at the other Handelsbanken office. By the study I have found that all respondents have a positive impression according the internal communication. Both managers and employees in the offices have an effective cooperation, and also promotes an open environment where they have a good communication between each other all the time.

This thesis concerns the subject of social media in the internal communication, how it can function to improve the communication among the coworkers. Good Old has been the web agency of our case study, through them we have gained understanding of the phenomenon. Media and communication theories and interviews have given us the foundation of the thesis.Our conclusion shows that it is beneficial to use social media internally in the type of company that Good Old is. Furthermore, the result shows that it can improve the communication, increase organizational learning and unity among coworkers. Finally social media can make organizations more effective.

Even though companies are facing a continuously changing environment, far from all businesses manage to succeed with their organizational changes. (Olson, 2008) If wanting to meet market demands and avoid unnecessary costs it is important to ask the question if we can, in some way, predict, understand or influence the process of change. (Ahrenfelt, 2001) The purpose of this thesis is to determine if life-cycle theories can be used exclusively when planning and managing a process of change. To answer the purpose, the thesis is based upon a qualitative case study at Consafe Logistics group. Theobjective with the empirical studies, executed through nine interviews with various managers, was to determine whether or not life-cycle models and organizational culture can be of assistance when managing change. The studies showed that the opinions differ between the respondents and that the topics internal communication and documentation were frequently brought up during the interviews. Theoretically, this thesis addresses different life-cycle change theories and an alternative model for implementing change through organizational culture. Furthermore the theoretic section considers the areas Project organization, Leadership in processes of change, Knowledge, competence & education, Internal communication and Documentation. The thesis showed that applying life-cycle theories to a change can be of limited use since there are big difficulties in placing the different activities throughout the change in achronological order. The theories can be used however to highlight the relationship between activities which can be useful for making time savings. Irrespective of the order activities are managed in a process of change, measurable goals, feedback and support throughout the process are central for the change’s outcome. This thesis has resulted in a general life-cycle model for managing organizational change based upon existing theoriesand empirical studies. Finally, culture and inertia are described as two factors that either facilitate or inhibit the success of the change depending on how they are managed.

The purpose of this study is to create understanding for how social media affects the relationship between employees and leaders in organizations, and how social media could be used to improve internal communication. We also want to explore how this type of internal communication could be implemented in large organizations. From a theoretical perspective our ambition is to see how our findings relate to the theoretical field of internal communication and human resource management. The empirical findings in this study were gathered by conducting an interview with the CEO to reveal his intentions, methods and practices when working with social media. A questionnaire was then developed by using the knowledge gained from the interview with the CEO, as well as by using theories regarding communication, social media and corporate culture, this questionnaire was filled out by company employees. The empirical data that was gathered was analyzed in the light of relevant theory. We also checked the various data variables for correlation. This was done so we could study what factors determine why an employee follows the blog, and also so we could study which factors are impacted by the employee reading the blog. The results of this study show that social media as a communication tool has enormous potential to transcend geographical barriers and to flatten the organizational hierarchy in a way that is not possible through the usage of conventional communication methods. Social media can affect the relationship between a leader of an organization and its employees and has the power to spread values, practices, routines and build corporate culture. Social media however, has a sensitive nature and factors such as accessibility, target group characteristics and planning are directly relevant to the outcome when a CEO uses social media to communicate with the employees. Accessibility problems can result in some employees having a hard time being reached by social media communication and the lack of a proper integration plan can cause disturbance in the communication, employees may not be aware of the purpose of the CEOs efforts or maybe not even be aware that the CEO has started using social media tools. However the individuals who do follow the CEOs practises are likely to gain a better relationship with their leader. The informal nature of social media is a great way for CEOs to show more of their personalities and in that way form a closer bond with the employees. We believe that if planned and used in the right way, CEO social media communication has even more potential than this study reveals.

Both as leader and employee you need a perception of the organisational identity. The purpose of this thesis is to identify leaders’ perception of using communication to develop and implement the organisational identity with the employees and also to identify how the internal work with the organisational identity can contribute in making the employees good ambassadors for the organisation. Data has been gathered through qualitative interviews with four leaders at a future large organisation. By connecting and analysing the empirical findings with relevant theories we came to the conclusion that the leaders’ percept the communication as vital and that they consider creating the foundation of the organisational identity as their responsibility. They value co-creation and an open communication with the employees. We make the conclusion that ongoing communication is essential for including employees in the development of the organisational identity and in making these good ambassadors.

Intresset i denna studie låg i huruvida organisationsstruktur påverkar den interna kommunikationen. Studien utfördes i samarbete med Region Halland. Avgränsningen gjordes till HR-verksamheten centralt, personalchefer och förvaltningschefer, där syftet med undersökningen var att beskriva och analysera upplevelsen av kommunikationen däremellan. Alla organisationer behöver kommunikation för att existera, det är kommunikation som utgör grunden och framgången för en organisation (Falkheimer & Heide, 2007 15-33). Genom kvalitativa samtalsintervjuer och inläsning på teorier om kommunikation besvarades nedanstående frågeställningar:   Hur sker kommunikationen mellan HR-verksamheten centralt, personalcheferna och förvaltningscheferna? Hur påverkar organisationsstrukturen kommunikationen och hur upplever medarbetarna att organisationsstrukturen påverkar kommunikationen? Går det att identifiera eventuella kommunikationsproblem och i så fall vilka? Vad upplevs som effektiv kommunikation och vad upplevs fungera bra idag? Vem upplevs ha ansvar för att information skall nå fram till den eller de som är tänkt?   Resultatet visade bland annat en upplevd otydlighet gällande information, svårighet med samordning, problematik kring förvaltningarnas storlek samt resurser på varje enskild enhet och svårighet att se organisationen ur ett helhetsperspektiv.

Problem: Rebranding in the services is a recent trend, which brings focus to the impor-tance of the employees in this process. Their attitudes, perceptions and views need to be considered by the management when creating the internal communication strategy related to the rebranding in order to direct the employees to the desired brand image. This raises the problem as how employees perceive the management`s rebranding efforts. Purpose: This study aims to focus on how rebranding is executed and communicated in-ternally to the employees of the company. It is interesting to find out how the employees evaluate the communication strategy that the management implements and how they perceive the new image of the company. In order to get insight to the internal rebranding process the correlation between the perceived image by the employees and the components of the internal communication strategy is presented. Methodology: The empirical approach is a case study of the Bulgarian telecommunication company Vivacom. The research includes two interviews with the management of the company and a questionnaire based on the interviews and the relevant literature, which was sent to the employees of the company. Moreover, company`s documentation and website were used to complement the information. Conclusions: The results helped us identify the decisions that the management made re-garding the rebranding and the internal communication. The quantitative data indicated the relatively positive attitudes and views of the employees for the management`s rebranding efforts. They also showed good knowledge and awareness of the new brand elements.

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Bakgrund: Med ökad konkurrens och då nya marknader som e-handeln växer sig starkare blir det allt viktigare för företag inom modebranschen att arbeta för att stärka varumärket och sina kundrelationer. Den fysiska butiken är en viktig del inom den externa marknadsföringen då företaget kan kommunicera varumärket genom interaktion med kunden. Butikspersonalen bör ses som en av företagets mest betydelsefulla resurser som marknadsförare då de har störst kundkontakt. Därför bör företag satsa på intern kommunikation för att marknadsföra varumärket till personalen. Syfte: Syftet med denna uppsats är att beskriva och analysera hur företag kan använda intern kommunikation för att utveckla och motivera sin butikspersonal till att agera som varumärkesambassadörer. Metod: Undersökningen består av en fallstudie av ett företag som använder sig av konceptbutiker för att marknadsföra sitt varumärke. Studien består av kvalitativ karaktär genom intervju med distriktschef, kvantitativ data i form av enkätundersökning med personalen, samt granskning av företagets årsredovisning. Mindre observationer utfördes även i de olika butikerna. Teorier: Brand Vision, Brand Values, Kommunikations- och attitydstyrning, Intern marknadsföring i form av utbildning och ledarskap, Företags-/Serviceskultur samt Varumärkesambassadörer. Vi har med dessa teorier skapat en modell som vi kommer att använda för att utvärdera företaget och dess förutsättningar till att skapa varumärkesambassadörer av sin butikspersonal. Slutsats: För att skapa en varumärkesambassadör krävs kontinuerlig intern kommunikation som överensstämmer med företagskulturen. Ledaren har en viktig roll i att kommunicera varumärkets gemensamma värderingar till butikspersonalen och måste då även själv leva efter dessa värderingar. Personalen måste kunna ta till sig och dela dessa värderingar samt förstå vilken betydelse deras roll har i företagets helhet.