Companies are considered as central actors towards a more sustainable society. Implementing a sustainability strategy is seen as an effective way for corporations to take responsibility andmeet the society’s expectations. Different factors have been identified to affect the implementation of a sustainability strategy. The purpose of this thesis is therefore to add to the concept of strategy implementation and how organizational structure, organizational culture and internal communication affect the implementation process. A qualitative case study has been chosen to answer the research question where we conducted semi-structured interviews with employees at various positions in the case company. Our result revealed that a company’ssustainability strategy can be implemented even if the internal communication is weak. However, we suggest that an organizational culture that is promoting the employees to feel committed to the strategy will have a positive impact on the implementation process. Finally,we also advocate that the organizational structure has affected the case company’simplementation of their sustainability strategy positively by enabling strategies to emerge from practice.

Esta tese tem como objetivo investigar como as organizações, como instâncias produtoras de discursos e sentidos, têm utilizado a comunicação interna para engajar os funcionários em seu programa de sustentabilidade, de maneira a torná-los mais conscientes de que a manutenção das condições de vida no planeta depende, em larga medida, dessa tomada de consciência. Os novos contextos sociais e a inserção das organizações nesses contextos serviram como pano de fundo para essa investigação, que ainda utilizou uma extensa revisão bibliográfica, que fosse capaz de explicitar quais são as condições de produção e recepção dessa comunicação interna. Assim, a fundamentação teórica gira em torno das teorias das organizações, da comunicação organizacional no contexto das ciências sociais e da sustentabilidade. O estudo defende a tese de que as organizações ocupam lugar central na sociedade hodierna e servem de referência para as pessoas que nelas estão inseridas. Assim, uma comunicação interna estratégica seria aquela capaz de romper com o paradigma instrumental-funcionalista e se deslocar para uma comunicação mais dialógica, humana e interacional. Nesse sentido, metodologicamente, adotaram-se a fenomenologia e a análise do discurso como caminhos para a imersão em uma realidade concreta: a Fiat Automóveis. As técnicas qualitativas utilizadas para a pesquisa de campo foram as entrevistas em profundidade e os grupos de discussão e revelaram uma rica escavação dos sentidos construídos pelos funcionários da organização investigada. Os resultados apresentados colocam, discursivamente, a comunicação interna em um patamar estratégico, porém a conclusão a que se chega é que suas práticas ainda se mostram como presas ao atavismo informacional. A escavação fenomenológica aliada à revisão bibliográfica e à análise de conteúdo permitiu que a concepção da comunicação interna fosse reelaborada e, nesse processo, reconhece-se que, teoricamente, tudo já tenha sido dito. Mesmo, porém, que não inove em sua abordagem, essa concepção se configura como um desafio para as organizações que almejem, de fato, implementá-la. / This thesis aims to investigate how organizations, such as instances of discourse producers and senses have used internal communication to engage employees in its sustainability program, in order to make them more aware that the maintenance of living conditions in planet depends, as in a large extent, on such awareness. The new social contexts and the inclusion of organizations in these contexts served as the backdrop for this investigation, which also used an extensive literature review, and, also, was able to explain what the conditions of production and reception of internal communication are. The theoretical framework revolves around the theory of organizations, organizational communication in the context of the social sciences and sustainability. The study supports the idea that organizations occupy a central place in today\'s society and serve as a reference for people who are embedded in them. Therefore, an internal communication strategy would be able that one which is to break with the instrumental-functionalist paradigm and move to a more dialogic, human and interattional. In this sense, methodologically, it was adopted the phenomenology and the discourse analysis as pathways to immerge into reality - Fiat Automobiles. The qualitative techniques used for field research were interviews and focus groups, which revealed a rich excavation of meanings constructed by employees of the investigated organization. The results presented gauge, discursively, internal communication on a strategic level, nevertheless the reached conclusion is that their practices are still attached to show how informational atavism. The excavation alng the phenomenological literature review and the analysis of the content allowed the design of internal communication to be reworked, and, in the process, it is recognized that, theoretically, everything has already been said. However, even not innovating in its approach, this conception is configured as a challenge for organizations that aim, in fact, to implement it.

Through a qualitative case study, this paper explores how early adopters at the non-governmental organization Save the Children used the enterprise social media (ESM) platform Workplace by Facebook and identifies some challenges and opportunities. Data was collected through semistructured interviews and analyzed together with platform-generated user data, based on an affordance approach using three metaphors developed by Leonardi et al. (2013) that illustrate the different roles ESM often plays in organizational processes; leaky pipe (communication that everyone can see), echo chamber (communication among likeminded), and social lubricant (smooth and easy communication). The study concludes that early adopters used Workplace by Facebook to share and learn about program activities around the organization, to maintain and expand their social network, to perform their own work in more efficient ways, and to have fun. By facilitating learning across the organization, Workplace offers opportunities for program improvement and building social capital. There is a risk however, that these opportunities are never fully realized due to traces of a leader-centered culture which stifles honest communication. Workplace communities of coworkers with similar interests provided excellent opportunities for collaboration, innovation and creating a sense of belonging. However, a leader-centered culture can lead to closed and secret groups, hiding the knowledge for others to see, due to lack of trust. Fun, social-related groups such as Office Twins were highly appreciated among early adopters and helped strengthen relations and build social capital, although the blurred lines between social and work could lead to unwanted behavior such as romantic invitations.

Thesis (M.S.)--Boston University / PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. / 2031-01-01

This work deals with internal and external communications, both in theory and in practical terms. Findings from the theoretical parts are used in the analysis of communication specific organization. The theoretical part deals with different forms, types, resources and communication tools. The practical part is realized by an analysis of internal communication, both vertical and horizontal plane and the analysis of external communications with external entities. The analysis of communication is supported by a questionnaire survey which is then evaluated and is based on specific recommendations designed to improve communication within the organization.

The aim of this thesis is to analyze the communication of a certain company, to identify its weaknesses and to suggest improvements of the current state. To analyze the communication, standardized dialogues with kingpins in the firm, questionnaire research and a study of the company documentation were used. Owing to talks to one of the employees, after familiarization with the operating and fundamental processes of the company, all employees were sent an online questionnaire, which was answered by 21 of the complete number of 24. Simultaneously, dialogues with other four persons were made. Results of the dialogues and questionnaire research were analyzed and the state of communication inside and outside the firm was described. The communication inside the firm is not on a low level, but there are significant reserves in some areas conducive to improvement. Recommendations for improving the situation are described in a separate chapter.

Theme of this thesis is internal communication in company OSMA zpracování plastů, s.r.o.. Main aim is to find out the ways and quality of communication in this company. Text is divided into three parts. As a first step the methodological solutions are defined. These are aim and subject of the work, hypothesis about communication in company OSMA and methods of solution. Next theoretical part describes the social communication and consequently focuses on communication inside the company. The crucial part of this thesis is practical part. It contains interpretation of the results, verification of given hypothesis and suggestions how to improve findings.

The present thesis deals with the theory of internal communication and its applications in T-mobile CZ during major organizational and process changes. The objective of the thesis is to develop new rules for internal communication based on relevant literature, the best practice and observation, with the focus on the most common tools -- e-mail messages and meetings. The objective also includes elaboration of the new managerial roles that are to become the basis of the new corporate culture as a part of the current bigger project focused on increasing competitiveness in the new market environment. The thesis contains recommendations for more effective e-mail communication and more efficient meetings and it elaborates the new roles of managers aimed at customer satisfaction, continuous improvement, cooperation, personal growth and responsibility.

<p>Na uzorku od 334 ispitanika zaposlenih u<br />vojnoorganizacionim sistemima provedeno je istraživanje o<br />uticaju vrednosti i liderstva na zadovoljstvo internom<br />komunikacijom. Istraživanje je pokazalo da postoji<br />statistički značajan uticaj obe promenjive na zadovoljstvo<br />internom komunikacijom. Porast liderskih osobina<br />umanjuje zadovoljstvo internom komunikacijom a porast<br />vrednosti povećava zadovoljstvo internom komunikacijom.</p> / <p>In a sample of 334 respondents employed in military<br />systems research was conducted on the impact of values<br />and leadership to the satisfaction of internal<br />communication. The study showed a statistically significant<br />effect of both variables to the satisfaction of internal<br />communication. Increase leadership qualities diminish the<br />pleasure of internal communication and increase the value<br />of increasing satisfaction with internal communications.</p>

Relaying information from a Chief Communications Officer (CIO), or centralized communications departments to hospital employees is not always efficient or effective. Employees may not be informed of important changes to department protocols or hospital policies. The purpose of the study was to determine the most efficient and effective forms of internal communications in the hospital setting. A total of 83 surveys were mailed to communication officers working in Tennessee hospitals in and east of Nashville. Sixteen communication officers responded. This low response rate may be attributed to poor designation of communication responsibilities and an abdication of responsibilities to an off campus (corporate) source. One significant difference was found regarding the preference of supervisor contact to relay feedback in the age groups of 31-40 and 51-60. Those 31-40 were less likely to prefer direct supervisor contact as their favored communications channel as opposed to 51-60 year olds who favored this method.