Social intranets have over the last few years gained momentum in popularity and are rapidly being implemented in organizations around the world. Research is mainly limited to consist of analyses of use of particular technologies, and is mostly conducted in relation to private organizations. This thesis provides an analysis of the implementation and use of a social intranet in a public organization. In February 2012, Uppsala municipality (Sweden) implemented their new social intranet Insidan for all their employees. The idea is of enhancing the everyday working context and to increase the participation throughout the organization. Wanda Orlikowski’s theory of the practice lens is applied to situate and understand the role of the intranet. The practice lens is relevant as it acknowledges human agency, context and the technological inscriptions to understand the role of technology in organizations. The findings are further elaborated in relation to Andrew McAfee’s Enterprise 2.0. Interviews with users, management and designers, as well as document analysis are used to extract data in a case study design. The results show that Insidan contains central aspects of what constitutes a social intranet. The practice of Insidan enhances user aspects of communication, collaboration and cooperation. One technological feature, the cooperation room, is especially successful. It is a space wherein user share documents and talk openly in a semi-private environment. However, other tools, like blogs, are not adapted to any significant level. Perceived benefits for personal work is relevant to adoption. Findings on insecurity towards what is appropriate to contribute as content are seen to limit active user participation in conversations. Role models for activity are called for. Users are more confident to converse in closed groups. Thus, social connections and communication are given a new arena, but it often takes place in familiarized circles of people (e.g. project groups, office colleagues). This thesis provides knowledge and insights into an exciting and growing field of research. It also provides important insights from an implementation in a public organization – a context not extensively investigated.

In order to get a better understanding of the interaction between employees and their technical work tools one needs to know what factors influence the interaction. The purpose of this study was to examine if there is a correlation between the personality traits Extraversion (E) and Neuroticism (N), tested with Eysenck Personality Inventory (EPI), and experience of the new Intranet among employees at The Swedish National Transport Administration (SNTA), and also to gather information of employees’ opinions about the new Intranet. A survey, containing questions about the Intranet and a personality test (EPI), was posted on SNTA’s Intranet for eight workdays (N = 88, females = 53, males = 35). A Multiple Regression showed no significant correlations between personality traits (E/N) and experience of the new Intranet. Considering the study’s low Power (.34) one cannot draw any conclusions of the statistical tests. A majority of the participants did not think that the new Intranet is better than the old one, and thought it was difficult to find necessary information on the Intranet at first. However, they did not think this had a negative effect on the time it took to accomplish their work tasks. For upcoming studies more participants are required (preferable more than 200) and the survey should not only be available via computers in order to reach people who is not frequent users of computers.

<p>Detta arbete behandlar vad man som organisation bör tänka på när man inför ett intranät i sin verksamhet. Jag anser att det generellt saknas riktlinjer för hur en intranätimplementering i en organisation bör gå till. De aspekter som arbetet tar upp är främst vilken information som är lämplig att distribueras via ett intranät, hur ett intranät bör administreras, underhållas och förvaltas, samt vilken implementationsplattform man skall bygga sitt intranät på. När det gäller intranätplattformar har jag begränsat min undersökning till en jämförelse mellan webbaserade intranät och intranät baserade på gruppvaruprogrammet Lotus Notes. Arbetet har utförts genom en litteraturstudie och genom intervjuer med representanter från fem olika organisationer som nyligen har, eller är på väg att införa ett intranät i sin verksamhet.</p><p>Slutsatserna visar på att nästan all information kan distribueras via ett intranät och att en organisation bör införa klara och strikta regler och rutiner för hur administration, underhåll och förvaltning av ett intranät skall gå till. Plattformsvalet beror främst på vilken typ av organisation det är frågan om, användarnas kompetens och datorvana, vad organisationen har tänkt att använda intranätet till, samt vilka investeringsmöjligheter organisationen har. Rapporten avslutas med en diskussion och förslag till fortsatt arbete.</p>

<p>Syftet med undersökningen är att studera personalens sociala scheman angående en underhållshandbok som finns på intranet på Volvo östra. Problemet är att underhållshandboken inte används i någon stor utsträckning. Syftet är att med hjälp av en kartläggning av personalens roll- och händelsescheman angående användningen av handboken, kunna hitta bakomliggande problem till varför inte handboken används. Underhållshandboken finns dels på intranet och dels i pärmar. I enkätundersökningen deltog 23 försökspersoner som arbetar vid underhållssektionens alla avdelningar.</p><p>Resultatet visar att de som någon gång använt underhållshandboken använder handboken främst vid situationer när de blir tillsagda att använda den. Av de som inte använt underhållshandboken någon antyder att detta kan vara problemet till det låga användandet. Andra möjliga problem kan var att det upplevs som omständigt att ta sig till de rätta sidorna och att använda intranet upplevs som ‘fult’. Ett förslag på fortsatt arbete är att införa en utbildning angående underhållshandboken och intranet och förankra intranet som arbetsredskap</p>

<p>I ett samhälle som vårt ställs det höga krav på effektiv intern kommunikation. Avstånd ska inte längre vara ett problem för att informera och kommunicera med samtliga medarbetare inom ett företag. Den dagliga kommunikationen som tidigare förts öga mot öga ska nu ersättas av en likvärdig virtuell kommunikation.</p><p>Denna studie syftar till att undersöka idealbilden av ett intranät utifrån medarbetarna inom John Bauer Organization som är ett utbildningsföretag med vuxen- och gymnasieutbildningar på ett trettiotal orter spridda över hela landet. Vilka funktioner efterfrågas av medarbetarna och bör all information och kommunikation ske via ett intranät? Vilka andra kanaler förutom intranät tycker medarbetarna bör finnas?</p><p>Fokusgrupper har valts som intervjumetod med medarbetare från John Bauer Organization. Sedan har en innehållsanalys gjorts för att få fram tendenser och åsikter bland medarbetarna.</p><p>Viktiga resultat som studien visar är att det bör finnas ett integrerat system där det endast behövs ett login för att komma åt samtliga program. Ökat inflytande över den egna intranätssidan efterfrågas också, där medarbetarna själv vill kunna välja den information de vill läsa.</p><p>Förutom ett intranät tyckte medarbetarna även att det bör finnas kontinuerliga nyhetsbrev från ledningen och administration. Dessutom utryckte medarbetarna sin åsikt om att det även bör finnas en personaltidning för att öka ”vi-känslan” inom John Bauer Organization. Samtliga intervjuade medarbetare tyckte även att det fysiska mötet var en viktig del för utbyte av idéer och förståelse bland medarbetarna.</p> / <p>In a society like ours we are in need for effective internal communication. Distance will no longer be a problem in order to inform and communicate with all employees within a company. The daily communication previously been eye to eye is now replaced by an equivalent virtual communication.</p><p>This study aims to investigate the ideal image of an intranet based on the needs of employees in the John Bauer Organization. What features are requested by the employees and should all of the information and communication take place via an intranet? What other channels in addition to intranet should there be according to the employees?</p><p>Focus groups have been chosen as the interview method with employees from John Bauer Organization. A content analysis has been done to obtain trends and opinions among the employees.</p><p>Findings of the survey show that there should be an integrated system which only requires one login to access all programs. Empowerment over their own intranet page is also requested, in which employees want to be able to choose the information they want to read. In addition to an intranet, employees also felt that there should be continuous newsletters from leadership and management. In addition, employees expressed the view that there should also be a staff magazine for increasing the "we-feeling" in John Bauer Organization. All the employees interviewed felt that the physical meeting was an important element for the exchange of ideas and understanding among the staff.</p>

This research examines post-adoption behavior (discontinuance versus continuance) with the context of Intranet use. Multiple theories are used as theoretical frameworks to extend information communication technology research to the case of post-adoption behavior. Three research questions and six sets of hypotheses are formulated to distinguish discontinuers from continuers, to identify factors related to discontinuance in comparison to continuance, and to explore reasons behind their discontinuance. Results indicate that discontinuers can be discriminated from continuers based on technological attributes (compatibility and usefulness), use-related outcomes (satisfaction, behavioral control, and enjoyment), social influences (work group membership, subjective norms, image, and critical communication partners' perception), and organizational mediations (perceived voluntariness, organizational support, top management support, and organization's innovation climate). This research also found that there are different types of discontinuers (replacement, disenchantment, partial, reserved, indifferent, and political discontinuers) and that replacement and partial discontinuers can be discriminated from reserved and indifferent discontinuers with respect to individual characteristics (risk-taking personality, independent judgment capacity, personal innovativeness, and self-efficacy) as well as factors associated with post-adoption system use. Additionally, this research found that discontinuers are more like to be dissatisfied with organizational communication than are continuers. Among discontinuer categories, reserved discontinuers are the most likely to be satisfied, while political discontinuers are the least likely to be satisfied with organizational communication. Overall, these findings help us better understand the complex nature of post-adoption behavior in organizational context. In fact, the findings suggest that people are not passive recipients of an innovation even where the innovation implementation decision is made by an organization. Rather than accepting organizational decision, they experiment with it, evaluate it, develop positive or negative feelings about it, and work around it. Particularly, the diverse list of actions (e.g., replacement, reservation, indifference, partial use, etc.) highlights the complex nature of post-adoption behavior and contrasts with the widely cited adopter categories, where discontinuers are treated as identical with later adopters. This gives much needed attention to post-adoption behavior, which complements the diffusion literature's predominant focus on initial adoption. Theoretical and practical implications as well as future directions are also discussed. / text

I ett samhälle som vårt ställs det höga krav på effektiv intern kommunikation. Avstånd ska inte längre vara ett problem för att informera och kommunicera med samtliga medarbetare inom ett företag. Den dagliga kommunikationen som tidigare förts öga mot öga ska nu ersättas av en likvärdig virtuell kommunikation. Denna studie syftar till att undersöka idealbilden av ett intranät utifrån medarbetarna inom John Bauer Organization som är ett utbildningsföretag med vuxen- och gymnasieutbildningar på ett trettiotal orter spridda över hela landet. Vilka funktioner efterfrågas av medarbetarna och bör all information och kommunikation ske via ett intranät? Vilka andra kanaler förutom intranät tycker medarbetarna bör finnas? Fokusgrupper har valts som intervjumetod med medarbetare från John Bauer Organization. Sedan har en innehållsanalys gjorts för att få fram tendenser och åsikter bland medarbetarna. Viktiga resultat som studien visar är att det bör finnas ett integrerat system där det endast behövs ett login för att komma åt samtliga program. Ökat inflytande över den egna intranätssidan efterfrågas också, där medarbetarna själv vill kunna välja den information de vill läsa. Förutom ett intranät tyckte medarbetarna även att det bör finnas kontinuerliga nyhetsbrev från ledningen och administration. Dessutom utryckte medarbetarna sin åsikt om att det även bör finnas en personaltidning för att öka ”vi-känslan” inom John Bauer Organization. Samtliga intervjuade medarbetare tyckte även att det fysiska mötet var en viktig del för utbyte av idéer och förståelse bland medarbetarna. / In a society like ours we are in need for effective internal communication. Distance will no longer be a problem in order to inform and communicate with all employees within a company. The daily communication previously been eye to eye is now replaced by an equivalent virtual communication. This study aims to investigate the ideal image of an intranet based on the needs of employees in the John Bauer Organization. What features are requested by the employees and should all of the information and communication take place via an intranet? What other channels in addition to intranet should there be according to the employees? Focus groups have been chosen as the interview method with employees from John Bauer Organization. A content analysis has been done to obtain trends and opinions among the employees. Findings of the survey show that there should be an integrated system which only requires one login to access all programs. Empowerment over their own intranet page is also requested, in which employees want to be able to choose the information they want to read. In addition to an intranet, employees also felt that there should be continuous newsletters from leadership and management. In addition, employees expressed the view that there should also be a staff magazine for increasing the "we-feeling" in John Bauer Organization. All the employees interviewed felt that the physical meeting was an important element for the exchange of ideas and understanding among the staff.

Probleminis klausimas – kokie veiksniai labiausiai įtakoja darbuotojų sprendimą naudotis organizacijos intranetu Kauno miesto viešbučiuose? Darbo objektas: veiksniai įtakojantys darbuotojų sprendimą naudotis organizacijos intranetu. Darbo tikslas – nustatyti intraneto kaip informacinės ir komunikacinės technologijos naudojimą įtakojančius veiksnius Kauno miesto viešbučiuose. Darbo uždaviniai: 1. Išanalizuoti IKT sampratą teoriniu aspektu. 2. Pristatyti IKT naudojamas viešbučių versle. 3. Pristatyti intraneto, kaip IKT naudojimą viešbučių versle. 4. Ištirti veiksnius labiausiai įtakojančius darbuotojus priimti ir naudoti organizacijos intranetą Kauno miesto viešbučiuose. Rezultatai ir išvados: Atlikus tyrimą paaiškėjo kad: • darbuotojų apsisprendimą naudoti intranetą labiausiai įtakoja gaunama kokybiška informacija bei suvokiamas intraneto naudingumas ir patiriamas vadovo spaudimas. • didžiausios kliūtys trukdančios naudoti intranetą – neturima techninė parama ir tai, jog darbuotojai nėra novatoriški. Darbo apimtis 37 lapai. Darbą sudaro 3 dalys. Pateiktos 5 lentelės, 17 paveikslų, 3 priedai. Literatūroje 37 pozicijos. / -.

The process of high technologies allow to use the most effective decisions optimizing the work of companies in different range. It is the communication with clients, internal data flow and public information. Advertising market is one of the spheres for which these objectives are set and solutions seeked. The singularity of advertisement market is close contact with clients, the huge amount of varied work, broad distribution of functions in the company, expeditious presentation of production, different price – lists and constantly innovated facilities. To control this activity the computerized informational system should be used. It gathers all data about the clients (CRM – Client relationship Management), gives the presentation of facilities in the internet ( CMS – Content Management System ) and saves the internal information of the company at one place ( IS – Informational System). Internals of these different systems are realized in the management system of the advertising service. It helps to realize the needs of advertising company.

This thesis investigates an Intranet based leadership strategy. The aims are to follow, describe and analyse an Intranet based leadership strategy through a broad, dynamic and cultural perspective, and to carry out an ethnography-based research process and thereby explore the potential uses of ethnography within human-computer interaction (HCI). The empirical material is gathered from three qualitative investigations in the municipality of Stockholm. The material is interpreted and analysed through the concepts of culture, lifeworld, sensemaking, sense unmaking and trust. Some aspects of leadership are studied as well. The theoretical toolbox is framed by phenomenology and a hermeneutic writing process paired with methods of semi-structured interviews, participative observations, open unstructured questionnaires and the snapshot method. Cultural analysis of empirical results from an ethnographic fieldwork has shown that the time spent in the field can be shortened when ethnography is utilised within HCI. Furthermore, other contributions from ethnography to technology development are the possibility to point out explicit versus implicit symbolic communications and cultural pitfalls for technology developers as well as to support the transformations of cultural values and the content of steering documents into technology development. Ethnographers within HCI can promote designing for trust by exploring how intended users think about this issue. Some recommendations for organisations that aim to use the Intranet as a leadership strategy are also presented as an additional outcome of the results in the study. It is argued that it is of importance to discuss usability versus diversity; that developers of the Intranet tools investigate influential circumstances at local workplaces and that they study the impact of work routines on cultural identification in order to avoid ‘we’ and ‘they’ thinking within the organisation. Moreover, it is important to put a wider effort into the discussion of what happens when the content of a steering document meets practice. It is also questioned whether a vision is the right way to go forward, and it is suggested that it should be clarified what quality development actually means.