This study examined the relationships among organizational identification,work-group identification and intent to leave of online volunteers in a nonprofit organization—OCEF. A total of 245 participants completed the online questionnaire. Consonant with previous research findings, organizational identification and work-group identification has positive relationships; however, the hypothesis that both organizational identification and work-group identification negatively predict intent to leave of online volunteers was not supported in the present study. Furthermore, the level of organizational identification and work-group identification of online volunteers were high, but did not have difference in this study.

<p><strong>Purpose: </strong>The purpose of this thesis is to investigate Stena Metall’s values and how they are communicated within the organization.</p><p><strong>Background: </strong>In the Fall of 2008, the world was shocked by the worst financial crisis in decades. The crisis had deep effects on the Swedish economy, and many companies suffered heavily. The recycling and environmental service company Stena Metall experienced their first negative result in 30 years, and 900 employees had to leave the company. An action program, including an altered culture was established with the purpose to adapt the operations to the new business environmental conditions. Values, which are a part of the organizational culture, were decided to be an important part of the change. To implement these in the entire organization a well-structured communication process is needed. Within these subjects; values and communication, a qualitative study at Stena Metall has been conducted.</p><p><strong>Method: </strong>To fulfill the purpose, a qualitative method has been used. Thirteen interviews were conducted to collect data from different levels of the organization. The interviews were designed differently based on the employee’s level of responsibility in the organization. The theoretical framework used when analyzing the empirical material includes earlier research in the areas of culture, with emphasis on values, and communication.</p><p><strong>Conclusion: </strong>Two set of values have been identified, core values and aspiration values. The findings indicate a gap in the communicational process at Stena Metall. Part of the new information communicated about Stena Metall´s values is lost on its way from the management to the lower levels in the organization. The perception of what the values mean, both core and aspiration values, differs depending on level in the organization.</p>

Introduction (Purpose) - The main purpose for this study is to study internal communication challenges from a managerial and employee perspective in two interrelated IT departments. Furthermore this study aims to give suggestions for how organizations can improve their internal communication within and between departments. Design/methodology/approach - The research setting took place in a Swedish telecom company where data was collected during 10 weeks. An abductive scientific approach was used with an extension of mixed methods with a triangulation design. Interviews and survey were made to both managers and employees as primary data, whereas different kinds of observations, informal interviews and meetings, intranet and employee satisfaction scores were used as secondary data. Findings - Findings show several internal communication challenges, such as different definitions of what internal communication stands for, too many media channels put strains on the internal communication within and between IT departments which results in unsynchronization. The organizational structure itself creates internal communication challenges as a result of not sharing common goals and strategies, but also responsibility issues which leads to misunderstanding and conflicts. To improve internal communication challenges between the departments, some of the following examples were found; the need of overcoming unsynchronization, shared goals and strategies, common messages from head managers in order to reduce problems related to co-operation between the departments and desideration of an interactive communication tool. Practical implications – Deal with misunderstandings to prevent internal communication challenges. Interrelated departments should strive for alignment through common goals and strategies. More interactive communication tools such as social networks could promote more effective internal communication. Originality/value – Rich data collection by using mixed methods resulted in empirical findings that address internal communication challenges between two IT departments with an organizational structure that reminds of a line-and-staff organization from a managerial and employee perspective. / <p>This thesis has been professionally proofread</p>

This qualitative study examined fifteen organizational members across four international technology companies to discover how they behave and manage daily interactions in a virtual environment within a geographically distributed team. Using a grounded theory methodology, an extensive analysis of the interview data was conducted. Three core themes emerged that focus on the individuals’ attempts to manage impressions in an environment that demands multicommunication. The themes of time stacking, participation predications and performance are discussed in detail using the theoretical lens of impression management. / text

The purpose of this thesis is to shed some light on the topic of top-managers' awareness and use of communication in organizations with hopes of increasing awareness and understanding of communication use in an organizational context for managers and students alike. Interviews were conducted and questionnaires e-mailed to respondents. Findings pointed towards great awareness of many aspects of communication, channels and barriers and an understanding of its impact in listeners. Use of verbal communication channels also seemed to be favored among the respondents. However, questions are raised as to the efficiency of value building when using communication channels with a low degree of personal contact between sender and receiver and what the possible influences it can have on employee cynicism and identification towards the organization. An increased use of personal contact is recommended, but as managers' communication is largely controlled by time and a daily schedule, use of rhetoric seems more likely as a means of circumventing some of the possible negative aspects.

Au cours des dernières décennies, les chercheurs ont souligné l'importance d'étudier les émotions et le processus de construction de sens (sensemaking) de Weick (1995) dans des contextes organisationnels. Cependant, peu d'études ont examiné les relations complexes entre ces deux dimensions de l’expérience organisationnelle. Pour comprendre davantage ce lien, cette étude explore l’interprétation du rôle des émotions dans le processus de sensemaking dans le contexte d'un centre d’hébergement pour personnes âgées. Fondée sur l’analyse de récits d’expériences de six employés, cette analyse narrative révèle les principales différences et similitudes dans la manière dont les émotions marquent le sensemaking de ces employés dans leurs interactions quotidiennes au travail. De plus, cette recherche montre que l'accent mis sur les émotions peut faire ressortir des aspects organisationnels particuliers du sensemaking qui, autrement, restent pris pour acquis (ou cachés). / Over the past decades, scholars have stressed the importance of investigating emotions and Weick’s (1995) sensemaking in organizational settings. However, few studies have examined the intricate relationships between these concepts. To address this issue, this interpretive study explores the role of emotions in processes of sensemaking in the context of a nursing home, based on an in-depth analysis of experiences histories of 6 of its employees. This narrative analysis reveals key differences and similarities in the way emotions color these employees’ sensemaking of everyday work interactions. In turn, this research shows that a focus on emotions can shed light on particular aspects of organizational sensemaking that otherwise remain taken for granted (or hidden).

Mémoire numérisé par la Division de la gestion de documents et des archives de l'Université de Montréal

Mémoire numérisé par la Division de la gestion de documents et des archives de l'Université de Montréal

Organizational scholars have long been interested in organizations which exemplify high reliability. While such organizational studies have provided valuable clues to the ways in which such organizations form and function, this paper argues that a more nuanced study of high reliability processes within team contexts is warranted. This study focuses on organizational teams which are faced with the challenges of maintaining high levels of reliability. Of particular interest is how teams manage adverse events which disrupt the team's process and how they make adaptations immediately to restore their functionality. In my dissertation, I: (1) explore the existing literature surrounding high reliability organization and resilience, (2) present a qualitative analysis of Special Weapons and Tactics (SWAT) teams to explore and identify factors surrounding adaptation within the critical moment, and (3) discuss the implications of these factors in the theory and research surrounding high-reliability teams. The findings of this study find strong connection with the work of Weick and serve to advance and clarify previous characteristics associated with high reliability organizing; however, by using the small group as the unit of analysis for the study additions to concepts traditionally associated with high reliability organizing can be noted: (1) controlling variability during team function, (2) accepting the value of the unexpected, (3) continuous forward motion, and (4) the role of tacit and explicit knowledge.

Have you ever listened to a speech, seriously attempted to discern the speaker’s message, then realize you have forgotten most of, if not, the entire message moments after the speech is finished? Far too often audiences sit through a presentation focusing as best as they can, only to have the speaker craft a message in a way that is nearly impossible for the audience to remember. The best speakers not only deliver a memorable message, but also one that inspires their audience to action or change of mindset. Speakers at Ted Conferences are faced with a difficult challenge: they are given roughly 20 minutes to deliver a speech that is both unforgettable and inspiring. This thesis will examine how to craft speeches that are both memorable and inspiring.