Uppsatsen undersöker medlemmarnas förhållande till feedback inom två institutioner, institutionen för geografi, medier och kommunikation (GMK) och institutionen för pedagogiska studier (IPS) på Karlstads universitet. Feedback är ett kommunikationsverktyg som används för att främja organisationsmedlemmarnas utveckling. Denna individuella utveckling är essentiell för ett universitets verksamhet eftersom medlemmarnas kunskap och kompetens är en av dess viktigaste tillgångar. Att denna typ av kommunikation värderas högt manifesteras i universitetens institutionalisering av feedback och hur den integreras i arbetsrutinerna. Problemområdet innefattas av hur dessa institutioner skiljer sig i strukturen från den klassiska hierarkiska företagsstrukturen, med en tydlig rangordning mellan chef och anställd, med fokus på feedbackens roll i denna typ av organisation. Forskning som inriktar sig specifikt till denna typ av struktur inom en organisation är idag underrepresenterade och skapar därför ett forskningshål. Syftet med uppsatsen är att undersöka de två nämnda institutionerna med fokus på feedback, med dess institutionalisering och dess integration i arbetsrutinerna, och hur medlemmarna förhåller sig till denna process. För att undersöka vilken effekt denna institutionalisering av feedback har, skapades följande tre frågeställningar: Hur framförs kritik inom en organisation där feedback är institutionaliserat? Hur skiljer sig synen på feedback hos dessa institutioner jämfört med företag med en klassisk hierarkisk organisationsstruktur? Hur påverkar organisationskulturen förmågan men även viljan att kritisera samt att ge och ta emot feedback?För att kunna besvara dessa frågor har relevant tidigare forskning inom området identifierats. De olika valda teorierna berör fem olika faktorer: Kanalval, ledarskap, relationer, organisationskultur och feedback som alla har en direkt koppling till forskningsområdet. Exempel på dessa teorier är Information Richness Theory (IRT) som poängterar hur olika kommunikationskanaler bör tillämpas. Leader membership exchange theory (LMX) och Conceptual model of employee questions poängterar hur personliga relationer påverkar kommunikation och hur ledarskapsstrukturen inom en organisation påverkar feedback. En ytterligare central komponent i hur medlemmarna förhåller sig till feedback är organisationskulturen. Denna kultur kan brytas ned i tre olika kategorier; identifikation, förtroende och engagemang. De har alla en inverkan på feedbackprocessen och bör därför tas med i beräkning. Även forskning direkt kopplat till feedback återfinns inom avsnittet tidigare forskning. Tillämpandet av en enkätundersökning gav möjligheten att dra generella slutsatser om populationen. Frågorna i enkäten är förankrade i den tidigare forskningen och är operationaliserade i förhållande till de tre forskningsfrågorna. Den insamlade data visade på att en institutionalisering av feedback har en övervägande positiv effekt hos medlemmarnas förhållning till denna. Institutionens medlemmar har överlag starka och välmående relationer till sina kollegor och ledare. Medlemmarna känner att de fritt kan framföra sina åsikter, oavsett yrkesposition, och att dessa åsikter respekteras, vilket är en följd av det starka förtroendet de har för sina kollegor och ledare. Identifikationen till institutionerna är överlag stark, vilket påverkar medlemmarnas engagemang och viljan till att utvecklas. Feedback fordrar en kanal som kan förmedla komplex information, som samtidigt ska möjliggöra en tvåvägskommunikation och vara personlig för att uppnå önskad effekt. Detta förhåller sig institutionerna till och feedback förmedlas primärt muntligt. Resultatet visar att en genomtänkt förhållning till feedback har en stor påverkan på organisationens verksamhet. / The essay examines the members' relationship with feedback within two institutions, the Department of Geography, Media and Communication (GMK) and the Department of Educational Studies (IPS) at Karlstad University. Feedback is a communication tool used to promote organizational development. This individual development is essential for a university's business because of its members knowledge and skills are one of its most important assets. The importance of this kind of communication is manifested in the university's institutionalization of feedback and how it is integrated into the work routines. The problem area is comprised of how these institutions differ in the structure in relation to the classical hierarchical business structure, with a clear ranking between boss and employee, focusing on the role of feedback in this type of organization. Research that focuses specifically on this type of structure within an organization is currently underrepresented and therefore creates a research hole. The purpose of the paper is to examine the two mentioned institutions with a focus on feedback, its institutionalization and its integration into the work routines, and how the members relate to this process. To investigate the impact of this institutionalization of feedback, the following three questions were created:  How is criticism conducted within an organization where feedback is institutionalized?  How does the view of feedback differ from these institutions compared with companies with a classical hierarchical organizational structure? How does organizational culture affect the ability but also the willingness to criticize and to give and receive feedback? In order to answer these questions, relevant prior research in the area has been identified. The different theories chosen relate to five different factors: Channel selection, leadership, relationships, organizational culture and feedback, all of which are directly linked to the research area. Examples of these theories are Information Richness Theory (IRT) that emphasizes how different communication channels should be applied. Leader membership exchange theory (LMX) and Conceptual model of employee questions emphasize how personal relationships affect communication and how leadership structure within an organization affects feedback. An additional central component of how members relate to feedback is the organizational culture. This culture can be broken into three different categories; identification, trust and dedication. They all have an impact on the feedback process and should therefore be taken into account. Research related to feedback can also be found in the previous research section. The application of a survey gave the opportunity to draw general conclusions about the population. The questions in the questionnaire are anchored in the previous research and are operationalized in relation to the three research questions. The collected data showed that the institutionalization of feedback has a predominantly positive effect on members' relation to this. The members of the institution generally have strong and prosperous relationships with their colleagues and leaders. Members feel that they can freely express their views regardless of their professional position, and these views are respected, which is a consequence of the strong trust they have for their colleagues and leaders. Identification to the institutions is generally strong, which affects the members' commitment and the willingness to develop. Feedback requires a channel that can transmit complex information, which will simultaneously enable two-way communication and be personalized to achieve the desired effect. This relates to the institutions and feedback is transmitted primarily orally. This result shows that a thoughtful attitude to feedback has a major impact on the organization's activities.

This thesis deals with a proposal of changes in the organizational structure of the company VELUX Czech Republic Ltd., with respect to changes in its industry sector. Changes in this sphere are the opportunities and threats coming from the external environment of the company which the company management must be able to respond to. The proposed changes in the organizational structure should contribute to the achievement of company strategic goals.

This master thesis deals with outlining the rationale of redesigning medical leadership compensation framework within Interior Health Authority (IH). In particular, reviews IH's organizational structure, analyses job descriptions for medical leaders, recommends improvements of communication flow across the authority and designs medical leader's compensation model.

Diploma thesis "The behavior in the organization" at a practical level, integrates the knowledge of psychology, sociology and management. It explains bahavior of people in the organization, which seeks to use this knowledge for the benefit of the organizaton and its management. It focuses on individual differences among people in the organization, organizational culture, relationships between people in workplace, organizational structure, communication within the organization, motivation, development of potential employees and their career.

The purpose of this thesis is to propose an optimal organizational structure of Správa železniční dopravní cesty (Railway Infrastructure Administration), Czech state organization. Since its establishment in 1993, this organization as well as its predecessor Czech Railways, state organization, have gone through changes in organizational structure more often than other state organizations and companies in the Czech Republic. The thesis is divided into three parts: introduction, theoretical and practical part. First part introduces organization and its organizational structure I focus on. In the theoretical part I describe an approach to creation and optimization of organizational structure with emphasis on business processes. In practical part I analyze development and current state of organizational structure. Based on this analysis I propose an optimization of organizational structure.

Recently there has been a broad discussion with regards to Corporate Social Responsibility, its general purpose, and how it is publicly disclosed. The responsibilities for the engagement in CSR activities have been primarily vested with the CEO of organizations. Previous studies suggested an existing link between CEO’s CSR Engagement and TBL Performance. The dissertation aimed to explore the relationship between the CEO’s CSR Engagement and TBL Performance and to investigate the role of a decentralized organizational structure in this relation. A quantitative research approach in the form of archival data was carried out to measure CEO CSR Engagement and Decentralization of the 50 largest German stock-listed corporations by analyzing annual financial reports. Also, to measure total TBL Performance, media disclosure of the 50 largest German stock-listed corporations in the German newspaper Handelsblatt was analyzed. The results of the study showed that increased levels of the aspect Stakeholder Responsibility (a component of CEO CSR Engagement) positively impacted TBL Performance. Also, the study results indicated that a low level of Decentralization positively moderated the relationship between the aspect External Risk and Engagement (a component of CEO CSR Engagement) and TBL Performance. The dissertation extends already existing CEO leadership literature and measures organizational sustainability performance based on the concept of the Triple Bottom Line. Also, the application of organizational structure of Decentralization as a moderator between CEO CSR Engagement and TBL Performance contributes to already existing literature. By applying factor analysis to the CEO CSR related aspects to objectify the gathered data, this dissertation contributes methodologically.

This research investigates the mutual influence between self-management as organizational structure and intuition in decision-making. Self-management as organizational structure has recently developed as a response to current challenges in society and business, thus constitutes an emerging research field. This study is contributing empirically to this under-research field while at the same time building on the well-researched field of decision-making. In particular, this study is building on the positive view of intuition in decision-making that comes along with dual-process theories. The empirical contribution of this study is collected through semi-structured interviews with a multiple-case study research design. This study’s main finding is the confirmation of a mutual influence, even more, a positive mutual influence, between self-management as organizational structure and intuition in decision-making. Furthermore, first findings on how they are influencing each other are brought forward as well as insights into the diversity of decision-making processes when applying self-management as organizational structure.

Master´s thesis presents analysis of an organizational structure and its impact on company operation namely from different perspectives. Not only in term of place of costs origin but also from revenues point of view and their influence over evaluation of single organizational units by means of management accounting.

Tato diplomová práce je zaměřena na vytvoření podnikatelského plánu nově založené firmy v oblasti podnikání znalectví, autorizovaného inspektora, inženýrské činnosti a BOZP a PO. V práci je obsaženo shrnutí teoretických poznatků k problematice řízení malého podniku, podnikání ve službách a tvorbě podnikatelského plánu. Navržený podnikatelský plán obsahuje interní a externí analýzy a konkrétní podnikatelský plán pro budoucí směřování firmy.

My thesis on "Interpersonal conflicts and ways of their solution and prevention" focuses on exploring the organizational structure of the company and on th problematic areas in communication. The theoretical part will allow us to better understand the issues of internal communication and conflicts in the workplace. In the practical part, the main method for processing content analysis (questionnaire, observation and interviews with employees, which I carried out in the company). From this analysis, I then draw concrete conclusions.