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Seeing as fashion companies today have a proclaimed desire to act sustainably, we wanted to explore their explanations regarding the paradoxical phenomenon which is based on having CSR strategies, yet still advocating for consumption. The consumption rate in today’s society is not sustainable, and it appears that it has lead to some confusion regarding where to start or how to handle the paradoxes. Massive amounts of wastage, environmental pollutions and social issues in the supply chain are only a few components in the fashion industry which is full of paradoxical phenomena and tensions. This study aims to explore companies who have well established CSR principles, yet still contribute to mass production within the supply chain which consequently leads to overconsumption. Paradox perspective acknowledges tensions between and among various desirables, yet interdependent and at times conflicting sustainability objectives. In this study we look at the three aspects of CSR, and the tensions that exists when competing demands and goals of these aspects needs to be considered by the fashion companies. By viewing the three aspects of CSR through three dimensions (rearward, nearby and forward), we have analyzed our interviews and identifying different paradoxes that existed. The paradox of need for profit, the paradox of sustainability communication and the paradox of sustainable consumption. Conclusions drawn from these existing paradoxes are that fashion companies might be using more sustainable materials, but that the massive volumes of garments remain. Fashion companies are flexible with their goals of CSR, but stubborn with their methods of doing business, when the opposite is in fact required in order to improve the three aspects of CSR in various dimensions.

Metaphorically, the idiom “you cannot have your cake and eat it too” describes fundamental tensions at the heart of today’s organizations. Engaging tensions may seem implausible or even impossible. However, there exists evidence, given the increasingly complex environment, that both are vital to organizational success. To succeed, therefore, requires that organizations be able to manage, embrace, and transcend tensions. Consequently, the overall purpose of this thesis is to advance our understanding of tensions in general, and in creativity-based contexts in particular. The purpose is achieved through five self-contained yet complementary papers. The conceptual parts, which resulted in three papers, include a literature review on tensions, from which inspirations and ideas from different disciplines have been drawn in order to add value to the literature specifically addressing tensions. In parallel with this conceptual work, I explore tensions (a paradox, to be specific) in a specific context (architecture), an effort that results in two papers. Consequently, in the conceptual work, I focus on what “could be,” while in the empirical work I focus on “what is.” The findings highlight that first, theorizing about tensions calls for conceptual clarity. This was accomplished by identifying and then assembling core features that scholars use to conceptualize tensions. In doing so, the thesis contributes to the ways in which tensions are “represented” by reducing confusion and by making the assumptions behind tensions clear. Second, the thesis establishes that dealing with tensions productively requires a shift from thinking (and doing) based on a contingency approach towards contemporary approaches. Given the nature of the empirical context and the challenges therein, a true shift of this order necessitates framing tensions as paradoxes. In the same vein, the thesis indicates the need to rethink the central question; currently, that question is predominantly “how can we accommodate both A and B?” Given the nature of the empirical context, the question can be shifted to “why not C?” Doing so breaks away from focusing on the existing competing options and turns the focus towards something new. Moreover, dealing with tensions through this lens prevents neutralizing them and settling for a bland halfway point between one extreme and the other. Third, the thesis challenges the taken-for-granted assumption in the literature that dealing with tensions as paradoxes necessitates temporal compromise, separation, or resolution. In the thesis, I argue that dealing with paradoxes is possible without separating. This is so because simultaneously engaging paradoxes allows organizations to tap their energy and opens up new possibilities. In this case, the thesis contributes to the literature by empirically studying architectural firms. This empirical study shows that dealing with paradoxes requires an intricate interplay between what I call paradoxical mindsets and practices—which comprise organization members’ emotions, cognition, and behaviors—and organizational conditions that embed such mindsets and practices into the organization’s system. Fourth, the thesis makes a point that not all tensions require an action move. Accordingly, the thesis establishes that dealing with paradoxes may not necessarily entail action moves but rather a space to engage in dialogue so as to connect opposites, move outside of them, and situate them in a new relationship. In doing so, the presence of tension is appreciated and complementarity is sought. That is, the challenge is to be able to embrace paradoxes and not to resolve them. The thesis concludes that although it is challenging to tap the power of paradoxes, it is not impossible. This thesis shows that this goal can be accomplished by accepting that paradoxes are normal, and then seeking to transcend them. In so doing, organizations can unleash the “slices of genius” in their members.

Our study investigates how the organizational growth paradox is perceived and managed by incumbent firms from a degrowth perspective. There is a growing critique against the growth paradigm, an increasing support for its abandonment. Scholars are calling for a paradigm shift towards a post-growth economy. The degrowth movement has paid more attention to macroeconomics but it has been insufficiently researched on a micro level. It is viewed as being too abstract and does not provide concrete frameworks that can be applied in a business context. We address this gap by applying two theoretical frameworks, organizational paradox and degrowth theory. Then the degrowth notion is defined on a macro- and a micro-level, including relevant degrowth frameworks such as the Doughnut Economic and the Circular Economy model. Lastly, we define organizational paradoxes and possible managerial responses to them. The degrowth agenda has a variety of perspectives that range from radical to more moderate. We adopt a moderate perspective, influenced by Buch-Hansen and Nesterova (2023) and consequently, we anticipate gradual changes as incumbents adapt to a post- growth economy. We collect empirical data by conducting a case study and performing semi-structured interviews on a cooperative in Sweden’s primary food industry. In addition, we interviewed the CEO of a family-owned company operating in the same industry. Moreover, we analyze the resulting organizational paradoxes, and explore management responses. Two new paradoxes have been discovered. First, the governance paradox shows that a cooperative structure by itself, as advocated by degrowth theory, does not prevent but potentially creates paradoxical tensions. Second, the core business paradox describes a dissent between the business or product and public perception. A justification response approach in this case can endanger the business’ existence. We conclude that profitability in financial terms is key to being able to transition towards degrowth. Moreover, the governance structure of a cooperative can create paradoxical tensions which, when not managed properly, can cause other paradoxes to surface. We highlight the challenges of implementing degrowth thinking at a micro-level, as incumbents are influenced by external factors and face tensions. To achieve widespread diffusion, collaboration and shared values throughout the value chain is essential. When operating in an everchanging dynamic environment, the core business can develop into a source of paradoxical tension. We recommend the paradoxical response approach, described in the Dynamic Equilibrium model (Smith & Lewis, 2011) for managing tensions, but note the risks involved. Shifting priorities without sufficient communication and motivation can harm commitment, trust, transparency, collaboration, and employee alignment. To successfully apply consistent inconsistency, strong management skills to foster employee commitment to changing priorities are required.

Syftet med studien är att undersöka rekryterares upplevelser av digitala rekryteringsverktyg. Med stöd från en kvalitativ metod och valet av semistrukturerade intervjuer har vi åstadkommit och fått inblick i hur våra respondenter uppfattat digitala verktyg i rekryteringsprocesser. Med utgångspunkt från våra forskningsfrågor vill vi för det första få en förståelse för hur implementeringen av digitala verktyg har hanterats i olika organisationer. Vidare undersöker vi vilka möjligheter samt utmaningar respondenterna upplever i förhållande till användandet av digitala verktyg i rekryteringsprocesser. Studiens genomförande har utgått från en kvalitativ metod med induktiv ansats. Bearbetning av empirin har hanterats genom en tematisk analys. Studiens teoretiska utgångspunkter som används för att analysera det empiriska materialet är Kurt Lewin’s förändringsmodell samt paradoxteorin. Med stöd av förändringsmodellen förklaras upplevelserna av digitala rekryteringsverktyg utifrån respondenternas berättelser. Genom användning av paradoxteorin har det framkommit att olika motsägelsefulla krafter som utgör olika paradoxer, dessa är av signifikant betydelse i förhållande till förståelsen av analysen kopplat till våra forskningsfrågor. Utifrån resultatet uppkommer det att digitala rekryteringsverktyg utgör ett stöd för rekryteringsprocessen, i olika organisationer. Vid implementering av nya digitala verktyg framkommer det från våra respondenter att ett bredare perspektiv gällande inkludering och planerade utbildningstillfällen i verktygen uppskattas. Möjligheter som identifieras i studien är att rekryterare anser att det bidrar positivt utifrån en tidsaspekt och att all kandidatinformation besparas i berörd organisations databas. Om vi ser till andra sidan myntet har det även framkommit utmaningar på grund av bristande kunskaper gällande IT i organisationen, integrationen mellan organisationers olika digitala verktyg är problematiskt i förhållande till arbetet. Slutligen berättar respondenterna att tillförlitligheten ifrågasätts vid implementeringen eller bristande kunskap av verktyget. / The purpose of the study is to examine recruiter's experiences of digital recruitment tools. The method of choice was qualitative in the form semi-structured interviews with an inductive approach. These have enabled us to gained insight into how our respondents perceived digital tools in recruitment process. The processing of the empirics has been handled through a thematic analysis that enables clarity as well as structure in the study. Based on our research questions, we first want to gain an understanding of how the implementation of digital tools have been handled in various organizations. In addition to this, we investigate what opportunities as well as challenges respondents experience in relation to the use of digital tools in the recruitment process. The study's theoretical starting points used to analyze the empirical material are Kurt Lewin's model of change and the paradox theory. With the support of the change model, the experiences of digital recruitment tools are explained based on the respondents' stories. Through the use of the paradox theory, it has emerged that different contradictory forces that constitute different paradoxes, these are of significant importance in relation to the understanding of the analysis linked to our research questions. Based on the results, it appears that digital recruitment tools constitute a support for the recruitment process in different organizations. When implementing new digital tools, the respondents reveal that a broader perspective regarding inclusion and planned training opportunities in the tools are appreciated. Opportunities identified in the study are that recruiters believe that digital tools contribute positively, based both on a time aspect and that all candidate information is saved in the relevant organization's database. If we look at the other side the coin, there have also been challenges due to lack of knowledge regarding IT in the organization and the fact that the integration between organizations' different digital tools is problematic in relation to the work. Finally, respondents say that reliability is question implementation and/or lack of knowledge of the tool.

Bakgrund: Den svenska offentliga sektorn har länge präglats av förvaltningsfilosofin New Public Management som associerats med bland annat resultatorienterad planering och kontroll. På senare år har en ny förvaltningsfilosofi introducerats, tillitsbaserad styrning och ledning, som komplement för att adressera vissa av New Public Management svagheter. Dessa två förvaltningsfilosofierna utgör studiens bakgrund och är anledningen till varför de båda styridealen, tillit och kontroll, undersöks inom Arbetsförmedlingen. Syfte: Studien syftar till att utveckla en förståelse för betydelsen styridealen tillit och kontroll har för både sektionschefer och medarbetare inom myndigheten. Detta genom att utforska och analysera hur och varför sektionschefer inom Arbetsförmedlingen arbetar för att balansera styridealen tillit och kontroll i relation till sina medarbetare. Frågeställning: Hur och varför arbetar sektionschefer inom Arbetsförmedlingen med att balansera de båda styridealen tillit och kontroll i relation till sina medarbetare? Metod: I studien har en kvalitativ undersökningsmetod använts. Det empiriska resultatet utgörs av semistrukturerade intervjuer med åtta sektionschefer inom Arbetsförmedlingen.  Resultat och slutsats: Studiens resultat visar att de studerade sektionscheferna på Arbetsförmedlingen balanserar styridealen tillit och kontroll genom att agera som ett filter mellan sina medarbetare genom att maskera kommunikationen av kontrollerna till medarbetarna. Vidare inser respondenterna effekterna av ett utökat fokus på kontroll och påverkan som det har på medarbetarna. Respondenterna förhåller sig därför kritiska till organisationens omfattande kontrollmekanismer. / Background: The Swedish public administration has for long carried the brand of the management philosophy New Public Management, which is often associated with, among other things, result oriented planning and control. In recent years, a new administration philosophy has been introduced, trust-based governance and leadership, as a complement to address some of the weaknesses with the aforementioned New Public Management. These two administration philosophies constitute the background of this study and consequently the rationale behind why the two governing ideals, trust and control, are being examined within the Swedish Public Employment Service.  Purpose: The study aims to develop an understanding of the significance that the governing ideals, trust and control, have on both section managers and employees within the agency. This is done by exploring and analyzing how and why section managers within the Swedish Public Employment Service work to balance both governing ideals in relation to their employees.  Question: How and why do section managers within the Swedish Public Employment Service work to balance both governing ideals, trust and control in relation to their employees?  Method: To carry out this study, a qualitative method was used. The studies' empirical results consist of eight semi-structured interviews with section managers from the Swedish Public Employment Service.  Results and conclusion: The results of this study show that the studied section managers within the Swedish Public Employment Service balance trust and control by acting as a filter for their employees. This is done by masking the communication of the controls to the employees. Furthermore, the section managers realize the effects and impact that an increased focus on control has on employees, and they are therefore critical of the comprehensive control mechanisms that exist within the organization.