O empregado precisa de informação para compartilhar do entendimento da visão da organização, construir sentimento de pertencimento, envolver-se e comprometer-se com as estratégias e objetivos da organização. Isso requer interação e diálogo. Assim sendo propõe-se com este estudo verificar os fatores associados ao comprometimento de empregados do setor de telecomunicações, telefonia fixa, segundo estruturas de mercado. Foi realizado um levantamento de informações em fontes primárias, utilizando-se como técnica de abordagem a entrevista por meio do questionário individual, com questões fechadas, na pesquisa quantitativa e por meio de um roteiro semi-estruturado que auxiliou a entrevista individual na pesquisa qualitativa, com a diretoria/ gerência. A pesquisa de campo foi realizada no setor de telecomunicações, no Brasil e em Cabo Verde, no período de janeiro a maio de 2009. A amostra final foi de 98 entrevistados em empresa caboverdeana e 195 em brasileira. Os dados foram submetidos às análises descritivas (tabelas de freqüências e proporções), univariadas (teste de qui-quadrado de Pearson ou exato de Fisher) e múltiplas (regressão logística e de Poisson robusta). Os dados foram analisados, em modelo múltiplo completo: as variáveis do constructo comprometimento no primeiro nível e as sociodemográficas no segundo. Foram consideradas significativas as variáveis com p<0,05 ou p<0,10. Entre os resultados da pesquisa quantitativa, pode-se registrar que nas duas empresas o processo comunicativo permite a comunicação em todas as direções, com concordância superiores a 85% em todas as questões. Uma elevada porcentagem, acima de 75%, das pessoas participam de decisões que afetam os seus trabalhos. A existência de vários canais e meios de comunicação utilizados são percebidos pela maioria, com valores acima de 79%. Existe a percepção da maioria, em ordem de 77%, de que existe a área de comunicação e que ela ocupa um espaço estratégico dentro da organização. A pesquisa qualitativa corrobora essa percepção. Os entrevistados concordaram que são comprometidos afetivo, normativo e instrumentalmente em média com 89%, 70% e 75%, respectivamente. As diferenças entre tipo de empresas foram significativas na explicação do comprometimento. A estimativa dos coeficientes (modelo de regressão de Poisson e logística) revelam que boa comunicação é um fator associado ao comprometimento. Para uma das empresas, além de uma boa comunicação, alguns fatores sociodemográficos estavam associados positivamente ao comprometimento. As conclusões ratificam a importância da comunicação e de variáveis sociodemográficas no desenvolvimento do comprometimento. Assim, este estudo contribui para o aprofundamento da discussão sobre fatores associados ao comprometimento, com ênfase específica às empresas de telefonia fixa, segundo estruturas de mercado. Além disso, contribui para o aprofundamento da discussão sobre as práticas de gestão de pessoas em mercados de diferentes estruturas. / The employee needs information to share the understanding of the organizations vision, to build a feeling of belonging, to get involved and to be committed with the organizations strategies and objectives. This requires interaction and dialogue. So, it is proposed with this study to verify the factors associated with the employees commitment in the telecommunications sector, fixed telecommunication, according to market structures. A survey of information in primary sources was made, using as a technical approach the interview through the individual questionnaire with closed questions, through individual interviews and quantitative research, in the qualitative research, with the board, through a guide for semi-structured research. The field research was conducted in the telecommunications sector in Brazil and Cabo Verde, from January to May 2009. The final sample was 98 respondents in Cape Verdean company and 195 in Brazilian company. Data were subjected to descriptive analysis (frequency tables and proportions), univariated (chi-square test or Fisher\'s exact test) and multiple (logistic and Poisson robusta). Data were analyzed, in complete multiple model: the variables in the construct commitment in the first level and the sociodemographic characteristics in the second. It was considered significant the variables with p <0.05 or p <0.10. Among the quantitative research results, it is noteworthy that the two companies, the communication process allows communication in all directions, with over 85% agreement on all issues. A high percentage, over 75% of people participate in decisions that affect their work. The existence of various channels and means of communication are perceived by most, with values above 79%. There is a perception of the majority, in order of 77%, that there is a communication area and it occupies a strategic place within the organization. The qualitative research supports this perception. Respondents agree that they are committed affective, normative and instrumentally average of 89%, 70% and 75% respectively. The differences between types of firms were significant in explaining commitment. The estimated coefficients (Poisson regression model and logistic) indicate that good communication is a factor associated with commitment. For one of the companies, besides the good communication, some socio-demographic factors were positively associated with the commitment. The findings validate the importance of communication and sociodemographic variables in the development of commitment. Thus this study contributes to further discussion on factors associated with commitment, with specific emphasis on fixed telephone companies, according to market structures. It also contributes to deepening the discussion on the human resources management practices in markets differents structures.

Submitted by Joana Azevedo (joanad@id.uff.br) on 2017-09-06T13:25:19Z No. of bitstreams: 1 Dissert Anneliese Schmidt.pdf: 2377524 bytes, checksum: f639639617b76aed46adcca93a4cf53a (MD5) / Approved for entry into archive by Biblioteca da Escola de Engenharia (bee@ndc.uff.br) on 2017-09-15T14:26:06Z (GMT) No. of bitstreams: 1 Dissert Anneliese Schmidt.pdf: 2377524 bytes, checksum: f639639617b76aed46adcca93a4cf53a (MD5) / Made available in DSpace on 2017-09-15T14:26:06Z (GMT). No. of bitstreams: 1 Dissert Anneliese Schmidt.pdf: 2377524 bytes, checksum: f639639617b76aed46adcca93a4cf53a (MD5) Previous issue date: 2017-05-27 / Nos dias de hoje, uma reputação corporativa forte é pressuposto de sucesso para a competitividade e eficiência nos negócios, interferindo na capacidade de atrair e manter clientes, empregados e investidores de uma organização. Cada vez mais, práticas de comunicação interna estão atreladas a responsabilidade social a fim de gerar um melhor desempenho corporativo. A partir disso, esta dissertação objetiva, pela percepção do público interno de uma empresa de petróleo, verificar a relação entre os fatores da comunicação interna e as práticas da reputação a fim de propor diretrizes para a gestão dos veículos de comunicação. A pesquisa pode ser classificada como exploratória, bibliográfica, descritiva, de cunho dedutivo e abordagem quali-quantitativa. Adotou-se o método estudo de caso por meio de triangulação de múltiplas fontes de evidências para a coleta de dados: revisão teórica da literatura, análise documental, observação direta e questionário survey aplicado com especialistas de uma empresa de petróleo. Os resultados descritivos e inferenciais foram analisados por meio do pacote de software estatístico R. A pesquisa foi validada internamente por meio do cálculo do alfa de Cronbach e externamente por meio do teste de normalidade, do teste de Mann-Whitney, do teste de Kruskal-Wallis e análise de correlação entre os constructos e suas variáveis. A discussão dos resultados buscou propor ações de melhoria para a gestão de veículos de comunicação interna, o relacionamento com os stakeholders e a reputação da empresa. Por fim, prevê-se que esta pesquisa será de interesse para profissionais e acadêmicos, pois a convergência desses conceitos e análises pode ser útil como benchmarking para organizações e empreendedores, de diversos setores. / These days, a strong corporate reputation is assumption of success for competitiveness and business efficiency, interfering in the ability to attract and retain customers, employees and investors of an organization. Increasingly, internal communication practices are linked to social responsibility in order to generate a better corporate performance. From this, this dissertation aims, by the perception of internal public of an oil company, verify the relationship between the factors of internal communication and practices of reputation in order to propose guidelines for the management of communication vehicles. The search can be classified as exploratory, descriptive, bibliographical, and deductive approach oriented quali-quantitative. The adopted method case study through triangulation of multiple sources of evidence for the collection of data: theoretical literature review, document analysis, direct observation and questionnaire survey applied with an oil company experts. The descriptive results and inferenciais were analyzed through the statistical software package R. The survey was validated internally by means of calculating Cronbach's alpha and externally through the normality test, Mann-Whitney test, Kruskal-Wallis test and correlation analysis between the constructs and their variables. The discussion of results sought to propose improvement actions for the management of internal communication vehicles, the relationship with stakeholders and the company's reputation. Finally, it is anticipated that this research will be of interest to professionals and academics, is the convergence of these concepts and analyses can be useful as benchmarking for organizations and entrepreneurs from various sectors

Under det senaste decenniet har åtskilliga detaljhandelsföretag lyft frågan kring miljöpåverkan och implementerat ett gediget hållbarhetsarbete innehållande strategier och mål att arbeta utefter. Många företag väljer att uppmuntra deras kunder till att köpa deras hållbara produkter med hjälp av grön marknadsföring. Trots detta kan konsumenter uppleva svårigheter med att uppfatta vilka produkter som företagen kommunicerar som mer hållbara och i vilken utsträckning. Om företag inte har en tydlig strategi gällande marknadsföringen av deras hållbara sortiment riskerar kunderna att bortprioritera dessa produkter. Därmed är syftet med denna studie att undersöka och skapa en förståelse kring hur ett företags anställda kommunicerar vid det interna arbetet kring marknadsföring av deras egendesignade hållbara produkter. Detta är en illustrerande fallstudie av ett ledande detaljhandelsföretag verksamt i Norden inom mode och heminredning. Företaget har använts som verktyg föra att uppfylla studiens syfte. Med hjälp av en kvalitativ undersökningsdesign har empirisk data i form av intervjuer, observationer och innehållsanalys samlats in. Genom att använda oss av översättningsteorier har vi utvecklat beskrivningar kring hur idéer som berör marknadsföring av hållbara produkter kan te sig vid implementeringar i ett företag. Undersökningen har visat att det kan vara komplext att införa marknadsföring för specifikt hållbara produkter. Det är kunskap- och resurskrävande och kan te sig som ett långsiktigt förändringsarbete. Det är att föredra att företag på samtliga avdelningar samspelar, med hjälp av tydlig kommunikation, för att marknadsföringen av hållbara produkter ska vara likartad i alla företagets kanaler. Vidare forskning rekommenderas undersöka hur kunder upplever företagets kommunikation av hållbara produkter för att få kundernas perspektiv och åsikter kring ämnet. / In the last decade, several retailers have raised the issue of environmental impact and implemented a solid sustainability work containing strategies and goals.  Retailers are often encouraging their consumers to buy their sustainable alternatives by using green marketing. Even so, consumers may experience difficulties in discovering which products is sustainable and to what extent. If companies doesn’t have a distinct marketing strategy of their sustainable assortment they risk consumers to prioritize other products. Thus, the purpose of this study is to investigate and create an understanding of how a company’s employees work internally and communicates regarding the marketing of their own-designed products. An illustrative case study of a leading retail company operating in the Nordic region within fashion and home furnishing has been used as a tool to fulfill the purpose of this study. With the help of a qualitative research design, empirical data in the form of interviews, observations and content analysis have been collected. By using translation theories, we have developed descriptions of how ideas can occur during implementations in a company regarding their marketing of their own designed sustainable products. The investigation has shown that introducing marketing for specifically sustainable products can be complex.  It’s knowledge- and research intensive and can appear as a long-term changing process. It’s preferable that all the departments within a company interacts and communicates clearly with each other, for the marketing to be similar in all company channels. Further research is recommended to investigate how customers perceive retail companies‘ communication of sustainable products in order to gain the customers' perspective and opinions on the subject.

<p>Abstract</p><p>Planned change and change-related communication are perceived very differently by the members of an organization. Strongly varying perceptions of new tasks, work processes and goals make joint action difficult and cause the failure of many change initiatives. The purpose of this study is to investigate how internal communication and sensemaking processes contribute to the perception of strategic change among the members of a public service organization. The following questions are answered: How does the management plan and perform internal communication during a strategic change of the Swedish public service television company Sveriges Television (SVT)? How do the members of the organization make sense of a strategic change and the internal communication related to the changes that are planned and carried out?</p><p>A social constructivist perspective combined with theories of sensemaking, communication, social identities, roles, groups, power and status constitutes the analytical framework. The investigation is designed as two case studies of the SVT production facilities in Malmö and Örebro. The empirical material consists mainly of personal interviews. Written documents and observations have also been used. The case studies took place between 2002 and 2004. Some main conclusions are as follows:</p><p>1) Internal communication is central for how members of an organization make sense of, and participate in, major change. Yet, not even in ideal communication situations do the employees experience that the information has been sufficient and that they have been included in the change process. There are thus reasons for more balanced expectations of what is possible to achieve with internal communication during strategic change. 2) The most influential factor determining how people make sense of change-related communication is the practical everyday reality that constitutes their frames of reference. The reluctance to consider, and act upon, how other individuals conceive of a situation leads to misdirected internal communication and gaps of understanding. 3) Organizational identities, group membership, roles and status function as frames of reference when employees make sense of changes. But irrespective of whether the changes take place on an organizational, departmental or group level, personal identities are the most influential frames of reference for interpreting organizational change. The investigation thus establishes an order of precedence for frames of reference that has important implications for internal communication during strategic change.</p><p>The thesis contributes to sensemaking theories by demonstrating their extensive ability to explain mutually related phenomena, such as attention, resistance and self-fulfilling prophecies. The apparent ability to explain basically all sensemaking-related issues in organizations, and thus leading to reductionism, is also concluded to be one of the weaknesses of the theories. By connecting sensemaking theories with roles, social identities and power, the study contributes to clarifying the frame concept.</p><p>Key words: internal communication, sensemaking, strategic change, public service, Sveriges Television, frames of reference, organizational identity, roles, status.</p><p>Kontakt: saradalfelt@yahoo.se</p>

<p>The main purpose of this essay is to through theories about internal communication, channels to communicate through and change management study how these can be related to the processes at the Swedish Consumer Agency due to its future relocation. The main question within this essay is therefore:</p><p>- How has the internal communication and the change management at the Swedish Consumer Agency developed in comparison with the prescribed theories?</p><p>This essay is divided into three different parts (ideal, reality, ideal/reality) which can be derived to the essays theory, result and analysis chapters. The theories are the ideal while the result describes the internal communication and the change management during the process (the reality). In the analysis chapter, the ideal and the reality are compared to distinguish how the reality has been working in comparison to the ideal.</p><p>The internal communication has mainly been distinguished through the authority’s intranet and the information communicated has comparatively been fast, open, objective and reliable. One of the prerequisites for this is that the authority has been permeated by clear goals and visions. All in all the result shows that the internal communication and the change management have been successful but some flaws have been detected. One of the reasons for this might be that the authority and its co-workers have been exposed in the process due to the fact that it has been enforced and because of its extent.</p> / <p>Det övergripande syftet med föreliggande undersökning är att utifrån teorier om internkommunikation, kommunikationskanaler och förändringsarbete undersöka hur dessa kan sättas i relation till den förändringsprocess som genomförts på Konsumentverket inför dess framtida omlokalisering. För att undersöka detta kommer följande frågeställning behandlas:</p><p>- Hur har Konsumentverkets internkommunikation och förändringsarbete fungerat i jämförelse med de teorier som ligger till grund för uppsatsen?</p><p>Undersökningen består av tre delar (ideal, verklighet, ideal/verklighet) vilka kan härledas till uppsatsens teori-, resultat- och analyskapitel. De teorier uppsatsen bygger på behandlas som idealet medan undersökningens resultat beskriver hur internkommunikationen och förändringsarbetet fungerat i verkligheten. I uppsatsens analys ställs dessa mot varandra för att urskilja verkligheten i relation till idealet.</p><p>Den huvudsakliga internkommunikationen har skett via myndighetens intranät och den information som förmedlats under processen har varit förhållandevis snabb, öppen, saklig och trovärdig. En av förutsättningarna för detta kan ha varit att myndigheten genomsyras av tydliga mål och visioner. Sammantaget har processen varit framgångsrik men vissa brister i kommunikationen har påträffats. Detta kan delvis bero på att myndigheten och dess medarbetare haft en utsatt roll i processen då förändringen varit påtvingad av yttre faktorer samt att den varit mycket omfattande.</p>

Our study was a qualitative study in the gender mainstreaming work within Entebbe municipal council, Uganda. This thesis was funded by SIDA through a Minor Field Studies scholarship. The main focus was internal communication, particularly implementations of governmental policies. During eight weeks, we worked at the municipal council in Entebbe to investigate how the implementation of the local gender policy had been since its conduction in 2008. Our study worked on the theoretical frame of reference in the areas of organization, communication and project management. Our empirical data were gathered through conversations with citizens of Entebbe municipality, interviews with stakeholders and heads of departments of Entebbe municipal council, and observations of municipal programs and internal meetings. The purpose was to develop a communication plan, but the result of our research became a study to identify Entebbe municipal council’s current position in the implementation phase and to propose methods to oblige and fulfill the local gender policy’s objectives and requirements. The study showed that they didn’t need another steering document but increased presence of and communication about the local gender policy for the entire municipal council to contribute to a more gender equal organization.

This thesis will explore how swedish Talang 2010 used their strategic communication in Kalmar and Stockholm and how the effect of this work was shown in the two cities. With a focus on how the sender was working with the external communication in the two cities, the heart of the research was studying Talang 2010’s communication strategy in these two contexts. The research was made with surveys during two audition days in Kalmar and two days in Stockholm. The competitors, the audience and the general public were answering different surveys but with the same base to study the effect. For studying the strategic communication interviews was held with the Marketing Director of Talang 2010, a person in the marketing workgroup in Kalmar and an expert in management and communication strategies. This showed that the Marketing Director of Talang 2010 and the person in the workgroup in Kalmar had another view of the result than the receivers. They felt that they had accomplished their goals by reaching out to more people than before and having more people in the audience than last year, but the survey shows that the public wanted more information about the event. By using contextually different strategies Talang 2010 reached the same result in Kalmar as in Stockholm with a full crowd during all the audition days. With the budget that was available for this year Talang 2010 could have a good use of cheaper options like internet or word of mouth to reach out to even more people.

Bakgrund och problem: Intresset för organisationen som ett socialt system har ökat uppmärksamheten av organisationens inre förhållanden och kommunikationen internt. I många organisationer avsätter ledning ofta mycket tid åt formulering av strategiska frågor, som inte kommuniceras ut tillräckligt och därmed inte används av medarbetare. För att medarbetare inte ska uppfatta strategier som innehållslösa är det viktigt att kommunikationsprocessen preciserar och konkretiserar strategin. Arbetsprocessen har utvecklats och idag ställs det höga krav på kunskap hos medarbetare, vilket i sin tur ställer krav på ökad information. Det innebär att det har blivit allt viktigare att medarbetare är involverade i organisationens mål och förhållningssätt till olika frågor. De flesta organisationer klagar på dålig kommunikationsförmåga, chefer klagar på att informationen inte når fram till medarbetare och att dessa inte följer riktlinjerna, medan medarbetare klagar på att beslut och information inte kommuniceras tillräckligt till dem. Synen på kommunikation ger ofta en bild av att kommunikation är något enkelt, där det sända och det mottagna meddelandet är identiska med varandra. Detta leder till en övertro på den egna kommunikationseffektiviteten i organisationen. Syfte: Syftet med studien är att beskriva den interna kommunikationsprocessen av strategiska frågor samt att bedöma dess effektivitet. Metod: Det här är en studie av fyra storbanker, som bygger på kvalitativ metod, där fyra intervjuer har ägt rum på ledningsnivå och fyra intervjuer på lokalnivå. Slutsatser: Studien har kommit fram till att väldigt lite ansträngningar läggs ned på att kommunicera strategiska frågor från ledningsnivå till lokalnivå. Kommunikationen sker via enkla kanaler, främst via intranätet, med förutsättning att medarbetare korrekt ska förstå budskapet. På grund av budskapets komplexitet och de enkla kanaler som används, finns det risk att budskapet misstolkas på lokalnivå. Motivation i kommunikationsprocessen spelar en viktig roll, men tyvärr motiverar bankerna sina medarbetare i begränsad omfattning. Kommunikationsprocessen av strategiska frågor utgör idag en linjär kommunikation, som behöver effektiviseras. För att effektivisera kommunikationsprocessen behövs andra kommunikationskanaler, klarare budskap och mer motivation. Det krävs en nätverksbetonad syn på kommunikation. / Background and problem: The interest of the organization as a social system has increased the attention of the organization's internal relationships and internal communication. In many organizations management often spend much time on formulation strategic issues, which is not communicated sufficiently and thus not used by employees. In order that employees shall not perceive strategies as vacuous, it is important that the communication process clarifies and concretes the strategy. The process of work has been developed and today there is a high demand of knowledge among employees, which in turn need increased information. This means that it has become increasingly important that employees are involved in the organization's goals and approaches to different issues. Most organizations are complaining of poor communication ability, managers are complaining that the information does not reach the employees and that these do not follow the guidelines, while employees are complaining that decisions and information are not sufficiently communicated to them. The view of communication often gives a picture of communication being something simple, where the send and the received message is identical to one another. This leads to an over-reliance of the communication effectiveness in the organization. Objective: The aim of this study is to describe the internal communication process of strategic issues and to assess its effectiveness. Method: This is a study of four universal banks, which is based on a qualitative approach, where four interviews have taken place at management level and four interviews at local level. Conclusion: The study has concluded that very little attempt is made to communicate strategic issues from management level to local level. Communication takes place through simple channels, primarily through the intranet, with the condition that employees will correctly understand the message. Because of the complexity of the message and the channels used, there is a risk that the message will be misinterpreted at the local level. Motivation in the communication process plays an important role, but unfortunately the banks motivate their employees to a limited extent. The communication process of strategic issues represents today a linear communication, which needs to be more effective. To make the communication process more effective requires other communication channels, clearer message and more motivation. A network approach of communication is needed.

Förmågan att kunna kommunicera är av yttersta vikt för att en organisation ska vara fungerande. Det är också nödvändigt för en organisation att kunna förändra sig för att förbli effektiv. Motivation är det som sätter tankar i handling och därför bör det vara en viktig aspekt när det kommer till internkommunikation i stora organisationer som genomgår förändringar.      Uppsatsen baseras på en fallstudie av en organisationsförändring vid Karlstads universitet som genomfördes 1 januari 2013, där kvalitativa intervjuer använts som metod. Undersökningen gjordes under november och december 2012 då förändringsprocessen var i sitt slutskede. Intervjuer utfördes med både informanter och respondenter anställda vid Karlstads universitet.   Syftet med uppsatsen är att undersöka internkommunikationens betydelse för hur medarbetare motiveras till en organisationsförändring. Utifrån syftet har tre frågeställningar formulerats: (1) Hur önskar medarbetare vid Karlstads universitet att information kommuniceras internt vid en organisationsförändring? (2) Överensstämmer medarbetares och implementeringsgruppen vid Karlstads universitets uppfattningar om hur information om en organisationsförändring bör kommuniceras? (3) Hur anser medarbetare vid Karlstads universitet att motivation skapas inför en organisationsförändring genom internkommunikation?   Resultatet från de intervjuer som genomförts har analyserats utifrån teorier som till exempel transmissionsmodellen, goal setting teorin och McLuhans teori om kanalval.  Denna undersökning visar att den närmsta chefen ses som den viktigaste informationskanalen. Det kommer även fram att medarbetarna tycker det är viktigt att organisationen använder sig av många olika kanaler när de kommunicerar och att muntlig kommunikation ses som en nödvändighet. Resultatet visar även att intern- och externkommunikation bör ses som lika betydelsefulla för en organisation och därför borde lika mycket energi och resurser läggas på de två. Uppsatsen presenterar utifrån dessa resultat en tankemodell på hur organisationer kan se på kommunikationsprocessen kring en organisationsförändring. / The ability to communicate is of utmost importance for an organization to be functional. It is also important for an organization to be able to change in order to stay effective. Motivation is what puts thoughts in to actions and should therefore be an important part of the internal communication in large organizations going through changes.   This paper is based on a case study of an organizational change at Karlstad University that took place the 1st of January 2013. The method used in this case study was qualitative interviews. The study took place during November and December 2012 when the process of change was coming to an end. The interviews was conducted with both informants and respondents employed at Karlstad University.   The aim of this study is to examine internal communications importance in motivating employees during an organizational change. There is also three questions of issue that has been examined further: (1) How do employees at Karlstad University wish that information gets communicated internaly in the organization during an organizational change? (2) Do employees and managers at Karlstad University share ideas of how information about the change at hand should be communicated during an organizational change? (3) How do employees at Karlstad University consider that motivation gets created through internal communication facing an organizational change?   The result from the interviews was analyzed through theories such as the transmission model, McLuhan’s theory about mediums and the goal setting theory. This study shows that the immediate supervisor is the most important channel for communication. It also shows that employees considers it important that the organization communicates through a variety of channels and that oral communication is a necessity. The result also shows that internal and external communication should be seen as equally important for the organization. And equal amounts of energy and money should be spent on both internal and external communication. The paper presents a conceptual model of how organizations should look at the communication process surrounding an organizational change. The model is based on the results of the study.

Inom organisationer arbetar man ofta mot uppsatta mål som kommuniceras i form av visioner. För att förverkliga en organisations vision gäller det att alla inom organisationen arbetar tillsammans för att uppnå målen. Syftet med studien är att undersöka hur en offentlig organisation arbetar med att skapa engagemang och delaktighet hos sina anställda genom internkommunikation. Uppsatsen innehåller en fallstudie av Karlskoga kommun som kommer att analyseras med utgångspunkt i teorier om organisationskommunikation &amp; internkommunikation. I uppsatsen har två olika metoder ställts mot varandra i en så kallad triangulering. Trianguleringen innehåller fyra kvalitativa samtalsintervjuer med chefer på olika nivåer i organisationen, samt en kvantitativ enkätundersökning. Enkätundersökningen distribuerades både digitalt och som postenkät till ca 400 anställda vid tre olika förvaltningar inom Karlskoga Kommun. Det visade sig i undersökningen att den övergipande visionen som kommunen har inte är särskilt etablerad hos de anställda ute i organisationen. Istället har de olika förvaltningarna själva skapat visioner och mål som de anställda i de flesta fall känner sig engagerade i. Dessa visioner och mål går i linje med den utarbetade huvudvisionen enligt informanterna, men den är i dagsläget inte är helt kommunicerbar. När det kommer till kanaler har cheferna och respondenterna en relativt delad syn på vilka kanaler som fungerar bäst. Det största problemet är kommunens intranät som används flitigt av en del anställda men inte alls av andra. Hur man då ser till att samma information når alla är ett problem som uppdagades. Medarbetarna på kommunen har störst tillit till kanaler där personlig kontakt förekommer. Genom en välfungerande internkommunikation, rätt val av kanal och en öppenhet på arbetsplatsen skapar man delaktighet i en organisation. Om man specifikt ser på hur man skapar engagemang och delaktighet via internkommunikation är begreppet dialog något centralt. Att ha en tvåvägskommunikation där cheferna till lika stor del lyssnar som talar är något som cheferna menade var viktigt och som de arbetade för att uppnå i en del förvaltningar. Ett problem inom organisationen och det resultat som vi valt att basera vår fråga om vidare forskning på handlar om mängden information. Att vara välinformerad handlar inte om att man vet allt, utan att veta tillräckligt. / Within organizations, set goals are often communicated in the form of a vision. In order to reach an organization's vision, it is important for everyone in the organization to work together to achieve the goals. This study aims to examine how a public organization works to create commitment and participation among its employees through internal communication. The paper provides a case study of Karlskoga municipality which will be analyzed on the basis of theories in organizational communication and internal communication. In the paper two different methods were set against each other in a so-called triangulation. The triangulation includes four qualitative interviews with managers at various levels of the organization, and a quantitative survey. The survey was distributed both digitally and on paper to about 400 employees at three different departments at Karlskoga Municipality. The study shows that the main vision in the municipality is not very established among the employees in the organization. Instead, the various departments themselves have created their own visions and goals that employees in most cases feel engaged in. These visions and goals are in line with the main vision according to the informants, but it is in the current state not entirely communicable. When it comes to channels, managers and respondents has a relatively shared vision of what channels works the best. The biggest problem when it comes to communication channels is the municipality's intranet, which is used by some employees but not by others. One reason for this is that not all employees have access to computers and hence the intranet. How you then can make sure that information reaches all employees and to the same extent is a problem that was discovered. The staff of the municipality has the greatest confidence in the channels where personal contact is included. It is through a well-functioning internal communication, the right choice of channel and openness at the workplace that one can create involvement and participation in an organization. If we specifically look at how to create engagement and participation through internal communication the concept of dialogue is crucial. To have a two-way communication with equal listening and speaking is something that managers believe is important and something that they claim they work to achieve.