The goal of this paper is to outline the issue of organizational voluntary turnover in today's society as not only a financial problem but also an overarching issue that impacts departments across the entire organization. The most effective way to solve this problem is to cultivate a core set of values and beliefs that the organization will truly entrench into its practices and habits. Once this is accomplished, an organization can conduct a unique interview process that carefully and intentionally selects employees based on values congruence person-organization fit, which studies show will result in higher job satisfaction and organizational commitment, leading to increased retention.

本研究旨在探討臺北市公立高級中學學校組織文化與學校效能之現況，並探究不同個人背景變項與學校背景變項之教師對學校組織文化與學校效能知覺之差異情形，並分析兩者間之關係及檢視學校組織文化對學校效能之預測力。 本研究採用文獻探討法與調查研究法，依據研究目的、研究問題及文獻探討結果，編製「臺北市公立高級中學組織文化與學校效能調查問卷」進行預試，並依據因素分析結果編製正式問卷進行研究。本研究之研究對象為服務於臺北市公立高級中學教師，依學校班級數及教師人數為依據，本研究樣本為672人，有效回收問卷共566份。問卷調查結果採用描述性統計、皮爾遜積差相關、t檢定、單因子變異數、多元迴歸等統計方法進行分析。本研究之主要結論為： 一、臺北市公立高級中學教師對學校組織文化與學校效能知覺程度為中上程 度。 二、就教師之個人背景變項對學校組織文化與學校效能的知覺差異比較發 現： （一）男性之學校組織文化知覺普遍高於女性；（二）不同年齡教師之學校組織文化知覺無顯著差異；（三）不同學歷教師之學校組織文化知覺無顯著差異；（四）資深者之學校組織文化知覺略高於資淺者；（五）兼行政教師之學校組織文化知覺顯著高於專任教師；（六）男性之學校效能知覺普遍略高於女性；（七）不同年齡教師之學校效能知覺略有差異；（八）不同學歷教師之學校效能知覺無顯著差異；（九）資深者之學校效能的知覺普遍略高於資淺者；（十）兼行政教師之學校效能知覺顯著高於專任教師。 三、就教師之學校背景變項對學校組織文化與學校效能的知覺差異比較發現：（一）不同規模學校在組織文化各層面之知覺無顯著差異；（二）不同學校歷史在學校組織文化各層面之知覺無顯著差異；（三）學校規模41~60班者在學校效能之行政領導效能層面的知覺顯著高於25~40班；學校規模60班以上者在學校效能之學生學習表現層面的知覺顯著高於41~60班（四）不同學校歷史在學校效能各層面的知覺無顯著差異。 四、學校組織文化與學校效能之關係密切。除了學校組織文化之關係取向層面之外，其他學校組織文化整體及各層面與學校效能整體及各層面均呈現顯著正相關。 依以上之研究發現，本研究對主管教育行政機關、臺北市高級中學與後續研究者分別提出以下建議： 一、對主管教育行政機關之建議：（一）善用教師對學校事務之高度關心，賦予學校自主空間引導，建立優質之組織文化。（二）善用教師對學校效能之知覺，鼓勵學校追求團體及個人之績效，提升學校效能。 二、對臺北市高級中學學校之建議：（一）學校要重視不同性別教師對學校組織文化及學校效能之知覺差異（二）學校要針對不同年齡教師提供組織文化及學校效能多元資訊（三）校長充分運用學校優質的教師人力資源，提供教師參與學校事務之機會，提昇學校效能（四）學校提供不同年資教師間有較多互動及交流機會（五）強化法制取向、情感取向、創新求變等層面之正面影響力，增進學校效能。（六）建立學校與社區關係及有效運用社區資源，提升並強化學校效能表現（七）建立增進學校效能之最佳組織文化模式。 三、對未來研究之建議：（一）研究對象方面，建議擴大研究對象至私立高中或公私立高職比較其差異。（二）研究變項方面，建議參採適合變項納入研究分析。（三）研究方法方面，建議參酌使用質性研究輔助之。（四）研究工具方面，建議將負相關結果之組織文化之關係取向變項再做衡酌，或納入其他變項。 / The purpose of this study was to find out the present status of organizational culture and school effectiveness in Taipei public high schools, and to explore how variables of different personal and school backgrounds can influence the teachers’ perception toward organizational culture and school effectiveness. This study also examined the predictability of organizational culture to school effectiveness. The research methods used in this study included literature review and survey method. Based on the study purpose and literature review, a questionnaire for organizational culture and school effectiveness in Taipei public high schools was compiled. After pretest and factor analysis, a formal questionnaire was formed to conduct the study. The subjects of this study were teachers of Taipei public high schools. According to the amount of classes and teachers of individual school, 672 subjects were drawn, and the valid returned questionnaires were 566. These valid questionnaires were then analyzed by statistics methods including descriptive statistics, Pearson Relations, T-test, one-way ANOVA, and multiple regression. The main findings of this study were as follows: 1.The subjects’ perception toward their schools’ organizational culture and school effectiveness were middle to high degrees. 2.The relations between different personal backgrounds and the perception toward organizational culture and school effectiveness were concluded as follows: (1)Male subjects’ perception toward organizational culture was generally much higher than female subjects’. (2)Subjects of different ages showed no significant difference in their perception toward organizational culture. (3)Subjects of different educational backgrounds showed no significant difference in their perception toward organizational culture. (4)Senior subjects’ perception toward organizational culture was slightly higher than junior subjects’. (5)Subjects with administrative positions significantly showed higher perception toward organizational culture than those without administrative positions. (6)Male subjects’ perception toward school effectiveness was generally a little higher than female subjects’. (7)Subjects of different ages showed a little significant difference in their perception toward school effectiveness. (8)Subjects of different educational backgrounds showed no significant difference in their perception toward school effectiveness. (9)Senior subjects’ perception toward school effectiveness was slightly higher than junior subjects’. (10)Subjects with administrative positions significantly showed higher perception toward school effectiveness than those without administrative positions. 3.The relations between different school backgrounds and the perception toward organizational culture and school effectiveness were concluded as follows: (1)Subjects from different scale schools showed no significant difference in their perception toward each aspect of organizational culture. (2)Subjects from schools with different history showed no significant difference in their perception toward each aspect of organizational culture. (3)Subjects from schools with 41 to 60 classes significantly showed higher perception toward the administration leadership aspect of school effectiveness than those from schools with 25 to 40 classes. Subjects from schools with more than 60 classes significantly showed higher perception toward the student learning performance aspect of school effectiveness than those from schools with 41 to 60 classes. (4)Subjects from schools with different history showed no significant difference in their perception toward each aspect of school effectiveness. 4. A close relation was found between school organizational culture and school effectiveness. Aside from the relationship orientation aspect of school organizational culture, the school organizational culture itself along with its individual aspect and the school effectiveness itself along with its individual aspect were significantly correlated. According to the above findings, suggestions for educational administrative authorities, Taipei high schools, and subsequent researchers were listed below: 1.Suggestions for educational administrative authorities: (1)Make good use of teachers’ concern about school affairs, give school more space for self management, and help establish quality school organizational culture. (2)Make good use of teachers’ perception toward school effectiveness, encourage schools and teachers to pursue their performance and efficiency, and promote school effectiveness. 2.Suggestions for Taipei high schools: (1)Recognize and improve the fact that teachers with different sex showed significant difference in their perception toward school organizational culture and school effectiveness. (2)Provide teachers of different ages with relative multiple information sources on school organizational culture and school effectiveness. (3)Make full use of the quality human resources in school, and offer opportunities for teachers to take part in the school affairs to promote school effectiveness. (4)Make more chances for senior and junior teachers to interact and communicate. (5)Strengthen the positive influence of legal orientation, emotional support orientation, and innovation and change orientation. (6)Establish an interactive relationship with communities, and utilize community resources effectively. (7)Establish the best organizational culture mode to increase school effectiveness. 3.Suggestions for future research: (1)Expand research subjects to private high school and vocational high school teachers. (2)Adopt other appropriate variables into the study. (3)Add qualitative approach to supplement the study. (4)Reconsider if the aspect of relationship orientation should be listed as one of the variables of organizational culture.

Syftet med den här studien är att genom kvalitativa intervjuer öka förståelsen för sociala faktorer som föreligger när man lämnar en religiös församling. Vårt främsta fokus har varit att se vad känslan av tillhörighet har för betydelse i en utgångsprocess. Men vi berör även andra sociala faktorer som spelar in när tvivel uppstår hos medlemmen och som sedan resulterat i att hon velat lämna församlingen. Vi har intervjuat personer som har varit medlemmar i Jehovas Vittnen och Livets Ord. I syfte att öka förståelsen för den problematik som en utgångsprocess kan innebära har vi i vår analys använt oss av Vanessa Mays (2013) teori om tillhörighet, Eric Fromms (1994) teori om flykt och Scheffs (1994) begreppspar Skam-stolthet.   Med en deltagande observation och 8 halvstrukturerade intervjuer har vi närmat oss ett känsligt ämne och studerat sociala faktorer som påverkar att man vill lämna en religiös församling.   Resultatet visar bland annat att tillhörighet och organisatoriska faktorer av social karaktär har stor betydelse i en utgångsprocess. Det visar sig att strikta regler och livsvillkor fått medlemmar att börja tvivla på församlingen och dess organisationskultur. Gemenskap och skamkänsla är sociala faktorer som vi sett ingår i församlingarnas organisatoriska utformning och som visat sig påverka vägen ur kyrkorna. / The purpose of this study is that through qualitative interviews increase understanding of social factors that exist when leaving a religious congregation. Our primary focus has been to see what the feeling of belonging is significance of an exit process. But we also affects other social factors that come into play when doubt arises in the member which then led her to leave the congregation. We have interviewed people who have been members of the Jehovah's Witnesses and the Word of Life. In order to increase understanding of the problems that an exit-process may contain we have in our analysis used the Vanessa May's (2013) theory of belonging, Eric Fromm's (1994) theory of flight and Scheff's (1994) concept couple Shame/pride. With one participant observation and 8 narrative interviews we have approached an sensitive subject and studied the social factors that influence the desire to leave a religious congregation. The results shows that belonging and organizational factors of a social nature is of great importance in an exit-process. It turns out that strict rules and conditions of life had members begin to doubt the assembly and its organizational culture. Community and shame are social factors that we have seen is included in the parishes organizational design and proven to influence the way out of the churches.

Dabartinio laikmečio pokyčių mastai ir tempai kelia naujus iššūkius žmonių, kaip organizacijos išteklių, valdymui, ypatingą dėmesį skiriant efektyviai lyderystei. Pasitelkiant struktūrinę teorinę prieigą nustatyta, kad lyderiai daro didelę įtaką organizacijos individų suvokimui ir elgesiui per vertybes, požiūrius ir prielaidas ir, kad lyderio dvasingumas yra vienas iš organizacijos kultūros bruožus lemiančių kintamųjų. Todėl žmonių dvasiniams ištekliams efektyviai reikštis organizacijoje reikalingas lyderis, turintis ne tik vadovavimui reikalingų įgūdžių, žinių ir kompetencijos, bet ir dvasingumo, vedantis organizaciją į dvasingumu paremtą kultūrą. Disertacijoje nagrinėjama dvasinės lyderystės raiška Lietuvos vidutino dydžio verlo organizacijų kultūroje. Darbe keliamas probleminis klausimas: kaip pasireiškia dvasinė lyderystė verslo organizacijų kultūroje. Dvasinės lyderystės raiška orgnizacijos kultūroje darbe pateikiama empirinio tyrimo objektu, aprašant ją vidutinio dydžio verslo organizacijų kultūroje, fokusuojantis į Lietuvos kontekstą. Remiantis teorinės dalies išvadomis, paruošta tyrimo metodologija ir atlikti trys empiriniai tyrimai: dvasinio intelekto ypatybių raiškos vidutinio dydžio verslo organizacijose, minėto segmento verslo organizacijų aukščiausio lygio vadovų dvasingumo įvertinimo ir dvasingumu paremtos organizacijos kultūros požymių tyrimai. Empiriniam tyrimui darbe pasirinktas mišrus tyrimo dizainas – kiekybinio ir kokybinio tyrimo metodų derinimas... [toliau žr. visą tekstą] / The scope and place of modern-day changes pose new challenges for the management of people as organisational resources, requiring particular focus on effective leadership. A structural theoretical approach shows that leaders have a strong influence on the organisation’s members’ perception and behaviour through values, views, and assumptions and spirituality of the leader is the one of the organization's culture attributes influencing variables. Knowing the attributes of an organization's culture, shaping business considerations, employees can reveal patterns of behavior. Therefore in an organisation requires a leader who not only has leadership skills, knowledge, and competence, but also demonstrates spirituality and leads the organisation towards a spirituality-based culture. The dissertation analyzes the expression of spiritual leadership in the culture of Lithuanian medium-sized businesses. The disertation raises the following research problem: what business culture is evoked by spiritual leadership. The expression of spiritual leadership in an organisational culture is taken as the object of the empirical research outlined herein, describing it in the organisational culture of medium-sized businesses, with particular focus on the Lithuanian context. Based on the findings of the theoretical part, a research methodology was prepared and the following three empirical studies were carried out: the expression of spiritual intelligence properties, the evaluation of the... [to full text]

The scope and place of modern-day changes pose new challenges for the management of people as organisational resources, requiring particular focus on effective leadership. A structural theoretical approach shows that leaders have a strong influence on the organisation’s members’ perception and behaviour through values, views, and assumptions and spirituality of the leader is the one of the organization's culture attributes influencing variables. Knowing the attributes of an organization's culture, shaping business considerations, employees can reveal patterns of behavior. Therefore in an organisation requires a leader who not only has leadership skills, knowledge, and competence, but also demonstrates spirituality and leads the organisation towards a spirituality-based culture. The dissertation analyzes the expression of spiritual leadership in the culture of Lithuanian medium-sized businesses. The disertation raises the following research problem: what business culture is evoked by spiritual leadership. The expression of spiritual leadership in an organisational culture is taken as the object of the empirical research outlined herein, describing it in the organisational culture of medium-sized businesses, with particular focus on the Lithuanian context. Based on the findings of the theoretical part, a research methodology was prepared and the following three empirical studies were carried out: the expression of spiritual intelligence properties, the evaluation of the... [to full text] / Dabartinio laikmečio pokyčių mastai ir tempai kelia naujus iššūkius žmonių, kaip organizacijos išteklių, valdymui, ypatingą dėmesį skiriant efektyviai lyderystei. Pasitelkiant struktūrinę teorinę prieigą nustatyta, kad lyderiai daro didelę įtaką organizacijos individų suvokimui ir elgesiui per vertybes, požiūrius ir prielaidas ir, kad lyderio dvasingumas yra vienas iš organizacijos kultūros bruožus lemiančių kintamųjų. Todėl žmonių dvasiniams ištekliams efektyviai reikštis organizacijoje reikalingas lyderis, turintis ne tik vadovavimui reikalingų įgūdžių, žinių ir kompetencijos, bet ir dvasingumo, vedantis organizaciją į dvasingumu paremtą kultūrą. Disertacijoje nagrinėjama dvasinės lyderystės raiška Lietuvos vidutino dydžio verlo organizacijų kultūroje. Darbe keliamas probleminis klausimas: kaip pasireiškia dvasinė lyderystė verslo organizacijų kultūroje. Dvasinės lyderystės raiška orgnizacijos kultūroje darbe pateikiama empirinio tyrimo objektu, aprašant ją vidutinio dydžio verslo organizacijų kultūroje, fokusuojantis į Lietuvos kontekstą. Remiantis teorinės dalies išvadomis, paruošta tyrimo metodologija ir atlikti trys empiriniai tyrimai: dvasinio intelekto ypatybių raiškos vidutinio dydžio verslo organizacijose, minėto segmento verslo organizacijų aukščiausio lygio vadovų dvasingumo įvertinimo ir dvasingumu paremtos organizacijos kultūros požymių tyrimai. Empiriniam tyrimui darbe pasirinktas mišrus tyrimo dizainas – kiekybinio ir kokybinio tyrimo metodų derinimas... [toliau žr. visą tekstą]

Darbo tikslas: Įvertinti visuomenės sveikatos biurų organizacijos kultūros sąsajas su pasitenkinimu darbu. Darbo uždaviniai: 1. Įvertinti ir palyginti visuomenės sveikatos biurų organizacijos kultūrą; 2. Įvertinti ir palyginti visuomenės sveikatos biurų darbuotojų pasitenkinimą darbu; 3. Išanalizuoti sąsajas tarp organizacijos kultūros ir pasitenkinimo darbu visuomenės sveikatos biuruose. Tyrimo metodika: Atlikta anoniminė visuomenės sveikatos biurų darbuotojų anketinė apklausa. Duomenų analizė buvo atlikta naudojant kompiuterinį statistinės duomenų analizės paketą SPSS 17,0. Hipotezėms, kad požymiai tarpusavyje susiję, tikrinti skaičiuotas chi kvadrato (χ2) ir z kriterijai. Visoms hipotezėms tikrinti taikytas reikšmingumo lygmuo 0,05. Rezultatai: 93,4 proc. respondentų tenkina santykiai su vadovu. Statistiškai reikšmingai daugiau rajonuose dirbančių respondentų atsakė, jog vadovai visada teiraujasi jų nuomonės priimant sprendimus (p=0,029). Tik 19,2 proc. respondentų teigė, jog jų organizacijoje dažnai rengiamos bendros šventės, gimtadieniai. 86,8 proc. respondentų jaučia vadovo palaikymą, pasitikėjimą atliekant kasdienines pareigas. Statistiškai reikšmingai daugiau respondentų dirbančių miestuose mano, jog jų organizacija sudaro galimybes mokytis naujų dalykų (p=0,031). Didžioji dalis respondentų jaučiasi vertinami ir reikalinga organizacijoje. Išvados: 1. Respondentams, dirbantiems miesto visuomenės sveikatos biuruose, organizacija pirmiausiai reiškia galimybę dirbti... [toliau žr. visą tekstą] / Objective: To evaluate the organizational cultures’ interfaces with job in public health bureaus. Work tasks: 1.To evaluate and compare the public health bureaus’ organizational culture; 2. To evaluate and compare the public health bureaus' employees job satisfaction; 3. To analyze the interfaces between organizational culture and job satisfaction in public health bureaus. Methodology: An anonymous questionnaire survey was carried out among the public health bureaus' employees. Data analysis was performed using a computerized statistical package SPSS 17.0. To check the hypothesis that features are interrelated chi-square (χ2) and z criteria were calculated. All hypotheses were checked applying the significance level 0.05. Results: 93.4% of respondents are satisfied with relationship with the manager. Statistically significant more respondents working in district areas said that managers are always asking their opinion in decision making (p = 0.029). Only 19.2% respondents said that joint celebrations, birthdays are often held in their organization. 86.8% respondents feel the supported, trusted by the manager when performing daily duties. Statistically significant more respondents working in cities, believes that their organization creates opportunities for learning new subjects (p = 0.031). The majority of respondents feel valued and needed in organization. Conclusions: 1. Respondents, who are working in city public health bureaus, firstly associates organization with... [to full text]

Darbo tikslas. Įvertinti kraujo donorystės įstaigos organizacijos kultūrą. Uždaviniai. 1. Išanalizuoti ir pasirinkti organizacijos kultūros vertinimo metodą. 2. Pagal atliktus tyrimus įvertinti ir palyginti trijų kraujo donorystės įstaigų organizacijos kultūrą. 3. Pagal kraujo donorytės įstaigos organizacijos kultūros vertinimą nustatyti organizacijos kultūros bruožus ir ją formuojančius veiksnius. Tyrimo metodika. Anketinė darbuotojų apklausa, tyrimo instrumentarijus remiasi D.Denison parengta metodologija, n=126, atsako dažnis 90,64%, statistinei duomenų analizei naudota SPSS 21,0. Aprašomoji analizė: kiekybiniai duomenys – vidurkis ±standartinis nuokrypis, kokybiniai parametrai – dažnis. Proporcijų tarp klausimų atsakymo variantų palyginimui naudojome χ² testą, ryšiui tarp kintamųjų - korealiacinės analizės metodas, poriniam procentų palyginimui taikyta z kriterijus. Rezultatai. Įvertinus ir palyginus trijų kraujo donorystės įstaigų organizacijos kultūrą, duomenys statistiškai reikšmingai parodė, kad: įsitraukimo bruožo veikiama daugiausiai NKC Pn organizacinė kultūra - 78,3% aiškiai žino, ką ir kaip turi daryti, daugiausiai NKC Kl 61,5% ir mažiausiai NKC 32,5% – tiesioginio vadovo sprendimai priimami atsižvelgiant į jų nuomonę; nuoseklumo bruožo veikiama organizacinė kultūra - daugiausiai patenkinti NKC Kl 50% ir daugiausai ne visada patenkinti NKC Pn 65,2% respondentai darbo organizavimu; adaptyvumo bruožo veikiama daugiausiai NKC Kl 64% organizacinė kultūra ir... [toliau žr. visą tekstą] / Aim of the study. To evaluate the organizational culture in the blood donation institution. Objectives. 1. To analyze and select a method for the evaluation of organizational culture. 2. According to the performed studies, to evaluate and compare organizational culture in three blood donation institutions. 3. According to the evaluation of the organizational culture in the blood donation institution, to determine the features of organizational culture and factors affecting its formation. Methods. Questionnaire for the employees, statistical analysis was based on the D. Denison methodology, n=126, response rate – 90.64%, statistical analysis was performed using the Statistical Package for the Social Sciences (SPSS) version 21.0. Descriptive analysis: quantitative data – mean ± standard deviation, qualitative variables – frequency. We compared the proportions of answer variants using χ² test. To find associations between variables, we used correlation analysis. To compare paired proportional data we used z criterion. Results. After the evaluation and comparison of the organizational culture (OC) in the three blood donation institutions, we received statistically significant data, showing that: involvement feature mostly influences the OC of the National Blood Centre (NBC Pn) Panevėžys division – 78.3% respondents clearly know what has to be done and how to perform the task, most respondents from the National Blood Centre Klaipėda division (NBC Kl) (61.5%) and fewest from the... [to full text]

Syftet med vår undersökning var att undersöka hur väl fastighetsmäklarföretag lyckats skapa en medvetenhet, acceptans och engagemang för företagets varumärke hos sina anställda. Vi har i studien även studerat organisationskulturens roll i byggandet av ’corporate identity’. Vår undersökning har skett genom en kvalitativ metod och med halvstrukturerade intervjuer. Vi har intervjuat tolv aktiva fastighetsmäklare som tillhör olika organisationer inom mäklarbranschen. Detta gjordes för att samla in data om mäklarnas uppfattning och upplevelser kring varumärket och andra faktorer som påverkar deras syn på sitt företags varumärke. Från det insamlade materialet hittade vi nyckelord som sedan användes för att identifiera mönster och likheter mellan respondenternas svar. Samtliga respondenter beskrev att deras företag arbetade internt med företagets varumärke. Dock varierade metoderna och resultatet för att skapa engagemang och medvetenhet för varumärket och dess önskade värden hos de anställda och inom organisationskulturen. Vissa företag har lyckats bättre med detta och i de organisationer fann vi bidragande faktorer som förstärkte de anställdas engagemang för varumärket. I dessa organisationer fanns introduktionsutbildning för nyanställda, de hade kontinuerlig säljträning och de uppmuntrade de anställda att ge feedback till organisationen. Detta skapade ett engagemang för företagets varumärke och dess önskade värden. Vi fann också indicier till samband mellan den interna marknadsföringen och de anställdas uppfattning om sina kollegor. De organisationer som hade en mer aktiv intern marknadsföring ansågs också arbetskamraterna i större utsträckning vara viktigare. Vi tror att vår studie kan öka förståelsen för hur företag i praktiken kan arbeta med intern marknadsföring som en metod för att få de anställda engagerade till företagets varumärke. Vi anser att än mer forskning om förhållandet mellan intern marknadsföring och organisationskultur kan hjälpa företag att effektivisera sitt interna arbete. / The purpose of this paper was to examine in what extent companies in the real estate business managed to create awareness, acceptance and commitment to the brand with their employees. This study also looked at the role of organizational culture in building corporate identity. This thesis is based on a qualitative study where data have been collected through semi-structured interviews. We have interviewed twelve active working real estate agents from different firms within the business. To gather information, about the real estate agents’ perceptions and experiences about the brand and other factors that influence their view of the brand, we used semi-structured interviews. We found keywords from our data that we used to identify patterns and similarities between the respondents. We found that the companies that our respondents worked for managed to internalize their brand in their employees. However, the methods and results varied between the firms, in their achievement of commitment and awareness of the brand, and it ́s desired values, in the organizational culture. Some of the firms have come further in their work to strengthen their employees commitment to the brand and we found factors that were similar for those firms. These organizations had introduction training for their new employees, sales training on a regular basis and encouraged their employees to give feedback to the organization. This created commitment to the company and it ́s brand. There were also connections between the internal marketing and the way the employees perceive their colleges. In organizations with a more active internal marketing were colleagues more important. Our study shows that companies who work actively with internal marketing and internalizing their brand within the organization can achieve employees that are committed to the brand. We believe our study can help to raise the understanding how companies can, in practice, apply internal marketing as a method to get committed employees. We think that more research in the field between organizational culture and internal marketing can help companies to improve their internal work.

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.

This essay discusses organizational culture and focus on corporate creativity and innovation. The aim is to see which organizational factors that foster creativity and innovation in organizations. The essay will provide answer on how organizational culture can encourage creativity and innovation and how organizations can promote the rise of a creative work environment. The research design of this essay is a qualitative case study with interviews at Gotland Energi AB (GEAB). The interviews provided insight in factors that can foster creativity and innovation in organizations. The five factors recognised are; the organizations desire of creativity represented in the firm, encouragement, independence and freedom, quick testing of new ideas and economic assets. These factors are seen as part of the organizational culture as they contribute shared values and guidelines to the members of the organization. Creativity and innovation are seen as essential in the success of organizations therefore the result of this essay can help firms identify factors that foster creativity.