Ce travail de thèse interroge la notion d'ancrage territorial dans la mise en œuvre des pratiques de Responsabilité Sociétale d'Entreprise (RSE) en faveur du développement économique territorial. Il relève d'une observation participante adossée au programme Une rivière, un territoire DEVELOPPEMENT initié par l'entreprise EDF au sein du bassin versant de la haute vallée de la Dordogne. D'abord, nous conduisons une étude relative aux fondements théoriques et aux contextes socio-économiques dans lesquels s'inscrivent les processus de co-construction des programmes de RSE territorialisée. Notre premier objectif est de mesurer les attentes des parties prenantes dans l'élaboration de ces programmes afin de comprendre comment ces attentes se matérialisent dans les réponses apportées par les entreprises. Ensuite, nous menons trois expérimentations en développant des formes d'ingénierie territoriale spécifiques. Notre deuxième objectif vise à mesurer la contribution effective du programme d'EDF à l'action publique territoriale, à identifier ses limites ainsi que les nouvelles attentes des acteurs. Enfin, nous confrontons nos résultats au programme cadre initié par EDF en réinterrogeant les concepts de RSE et d'ancrage territorial. Notre troisième objectif est de formuler d'éventuelles évolutions des programmes de RSE territorialisée. Les résultats font apparaître que ces programmes s'inscrivent dans des contextes socio-économiques particuliers. Les expérimentations menées mettent en évidence une contribution effective du programme d'EDF au développement territorial autour de formes d'accompagnement spécifiques favorisant l'émergence de projets qui s'inscrivent dans la gouvernance territoriale. De nouvelles attentes apparaissent autour d'un renforcement de l'interdépendance entre l'entreprise et le territoire, c'est pourquoi, nous proposons une évolution de ces programmes en adjoignant au cadre de référence une approche par la valeur partagée et partenariale destinée à favoriser cette interdépendance. / This thesis work investigates the notion of territorial anchoring throught the implementation of Corporate Social Responsibility (CSR) favouring territorial economic development. This work involves field research through the programme “a river, a territory – DEVELOPMENT” initiated by the EDF corporation within the catchment area of the high Dordogne valley. First we conduct a study of the theoretical foundations and socio-economical contexts in which the territorialised CSR co-construction programme processes are involved. Our first objective is to measure stakeholder expectation during the elaboration of these programmes to understand how these expectations materialise into responses given by corporations. Then, we set up three experiments through the development of specific territorial engineering approaches. Our second objective consists in measuring the effective contribution of the EDF programme for territorial public action, identify its limits and new expectations of its actors. Finally, we compared our results against the programme roadmap initiated by EDF by revisiting the CSR and territorial anchoring concepts. Our third objective is to formulate potential evolutions of territorialised CSR programmes. The results show that these programmes are embedded within particular socio-economic contexts. The conducted experimentations show an effective contribution of the EDF territorial development programme around specific support approaches favouring project emergence within territorial governance. Finally, new expectations appear around a reinforcement of the interdependency between corporations and territories. We then propose an evolution of these programmes by joining roadmaps with an approach based on shared and partnership values aimed at favouring this interdependency.

Background: Research today highlights the importance of values alignment, but all of the research has been conducted on manufacturing companies. We found it interesting to investigate if the same theories are applicable to the knowledge-intense service sector, such as consultancy firms. Furthermore, research has identified a set of key attributes of successful teamwork, which we find closely related to values alignment. Despite this, we found no previous research within this area. Purpose: This study investigates the connections between values alignment and teamwork at a consultancy firm. Method: Our research was conducted as a case study at the department of Management at a consultancy firm. A survey, based on Barrett’s (2008) Seven Level Consciousness, and Cultural Values Assessment models, was carried out. However, we have modified the model to fit Swedish work-related values. We conducted pre-survey, and follow-up survey interviews with employees at the consultancy firm, as well as an interview with a former employee. This triangulation of information gathering techniques allowed us to ensure the validity of our study. Conclusion: We found a set of four clear relations between values alignment and, what previous research has identified as, key success factors of successful teamwork. Commitment, guidance in decision making, quality of outcome and reduced interpersonal conflicts are all outcomes of values alignment, and they are in different ways connected to one or several of commitment to success and shared goals, commitment to team processes and accountability, interpersonal skills, open communication and feedback or interdependencies. / Bakgrund: Dagens forskning belyser vikten av att ha en gemensam värdegrund, men så vitt vi kan se sträcker sig forskningen till att enbart involvera tillverkningsföretag. Vi tyckte att bristen på forskning inom kunskapsintensiva serviceföretag, så som konsultföretag, var intrigerande och bestämde oss för att undersöka huruvida befintliga teorier är applicerbara även på den här sektorn. Forskning har även identifierat ett antal faktorer som kännetecknar framgångsrikt teamwork, vi anser att dessa faktorer är kopplade till att ha en gemensam värdegrund. Trots detta har vi inte hittat någon tidigare forskning inom det här området. Syfte: Den här uppsatsen undersöker sambandet mellan att ha en gemensam värdegrund och teamwork på ett konsultföretag. Metod: Den här undersökningen är genomförd som en fall studie på Mana-gementavdelningen på ett konsultföretag. Vi sände ut en enkät till de anställda, som byggde på Barretts (2008) Seven Level Consciousness och Cultural Values Assessment modeller. Vi har dock anpassat enkäten till att stämma överens med svenska arbetsrelaterade värderingar. Förutom detta genomförde vi intervjuer innan enkäten skickades ut, samt uppföljningsintervjuer. Utöver de intervjuerna, gjorde vi även en intervju med en före detta anställd på företaget. Den här trianguleringen gjorde det möjligt för oss att försäkra validiteten för vår undersökning. Slutsats: Vi fann fyra tydliga kopplingar mellan fördelarna med att ha gemensam värdegrund, och vad som genom tidigare forskning har identifierats som framgångsfaktorer för teamwork. Engagemang, stöd för beslutsfattande, kvalitet samt en minskning av sociala konflikter är alla effekter av att ha en gemensam värdegrund. Dessa är på olika sätt relaterade till en eller flera av följande; engagemang i framgång och delade mål, engagemang till team processer och ansvarsskyl-dighet, social kompetens, öppen kommunikation och feedback eller ömsesidigt beroende.

<p><strong>Background: </strong>Research today highlights the importance of values alignment, but all of the research has been conducted on manufacturing companies. We found it interesting to investigate if the same theories are applicable to the knowledge-intense service sector, such as consultancy firms. Furthermore, research has identified a set of key attributes of successful teamwork, which we find closely related to values alignment. Despite this, we found no previous research within this area.</p><p><strong>Purpose:</strong> This study investigates the connections between values alignment and teamwork at a consultancy firm.</p><p><strong>Method:</strong> Our research was conducted as a case study at the department of Management at a consultancy firm. A survey, based on Barrett’s (2008) Seven Level Consciousness, and Cultural Values Assessment models, was carried out. However, we have modified the model to fit Swedish work-related values. We conducted pre-survey, and follow-up survey interviews with employees at the consultancy firm, as well as an interview with a former employee. This triangulation of information gathering techniques allowed us to ensure the validity of our study.</p><p><strong>Conclusion:</strong> We found a set of four clear relations between values alignment and, what previous research has identified as, key success factors of successful teamwork. Commitment, guidance in decision making, quality of outcome and reduced interpersonal conflicts are all outcomes of values alignment, and they are in different ways connected to one or several of <em>commitment to success and shared goals, commitment to team processes and accountability, interpersonal skills, open communication and feedback or <em>interdependencies. </em></em></p><p> </p><p> </p><p> </p> / <p><strong>Bakgrund</strong><strong>:</strong> Dagens forskning belyser vikten av att ha en gemensam värdegrund, men så vitt vi kan se sträcker sig forskningen till att enbart involvera tillverkningsföretag. Vi tyckte att bristen på forskning inom kunskapsintensiva serviceföretag, så som konsultföretag, var intrigerande och bestämde oss för att undersöka huruvida befintliga teorier är applicerbara även på den här sektorn. Forskning har även identifierat ett antal faktorer som kännetecknar framgångsrikt teamwork, vi anser att dessa faktorer är kopplade till att ha en gemensam värdegrund. Trots detta har vi inte hittat någon tidigare forskning inom det här området.</p><p><strong>Syfte</strong><strong>:</strong> Den här uppsatsen undersöker sambandet mellan att ha en gemensam värdegrund och teamwork på ett konsultföretag.</p><p><strong>Metod:</strong> Den här undersökningen är genomförd som en fall studie på Mana-gementavdelningen på ett konsultföretag. Vi sände ut en enkät till de anställda, som byggde på Barretts (2008) Seven Level Consciousness och Cultural Values Assessment modeller. Vi har dock anpassat enkäten till att stämma överens med svenska arbetsrelaterade värderingar. Förutom detta genomförde vi intervjuer innan enkäten skickades ut, samt uppföljningsintervjuer. Utöver de intervjuerna, gjorde vi även en intervju med en före detta anställd på företaget. Den här trianguleringen gjorde det möjligt för oss att försäkra validiteten för vår undersökning.</p><p><strong>Slutsats:</strong> Vi fann fyra tydliga kopplingar mellan fördelarna med att ha gemensam värdegrund, och vad som genom tidigare forskning har identifierats som framgångsfaktorer för teamwork. Engagemang, stöd för beslutsfattande, kvalitet samt en minskning av sociala konflikter är alla effekter av att ha en gemensam värdegrund. Dessa är på olika sätt relaterade till en eller flera av följande; <em>engagemang i framgång och delade mål, engagemang till team processer och ansvarsskyl-dighet, social kompetens, öppen kommunikation och feedback eller <em>ömsesidigt beroende. </em></em></p><p> </p>

Classical approaches to conflict resolution assume that inducing conflict parties to analyse conflict constellations precipitates that the disputants recognise mutually shared needs or interests. Partially in critical reaction towards this assumption, a more recently emerging approach envisages setting up a communicative framework within which the conflict parties are supposed to harmonise their conceptualisations of the conflict. This dissertation, in contrast, argues that work within the frameworks of these classes of approaches is impolitic as long as war-related hostilities stay intact, since conflict parties which see the existence of the adversary as the core of the problem are unlikely to engage in a process of open communication or open analysis, so that trustbuilding is a sine qua non. Practice experiences of local NGOs in the former Yugoslavia suggest that the following activities can be conducive to trustbuilding: 1) supporting exchanges on personalising information, so that the internal heterogeneity of the opponent's group is rendered visible; 2) bringing intergroup iii commonalities to the foreground, either through cooperation on shared aspirations, or by unearthing interpersonal overlaps e.g. common feelings, values, and war-related experiences; 3) undermining the imagination of the own side's moral superiority by fostering the recognition of crimes and suffering inflicted by the own side. For those cultural and religious differences which persist after basic trustbuilding, a contingency approach is proposed: 1) Fostering the exploration of commonalities and differences; 2) If disagreements remain despite a better basic understanding, tolerance of these difference can be based on a better understanding of the values' background, and on an acceptance of differing beliefs as equal in valence; 3) Supporting the discovery of joint values to raise awareness for options of cohabitation with differences; disagreements which cannot be solved might be continued within an accepted communicative framework based on these shared values.

Purpose The purpose of the study is to understand how partner alignment can be created in a business ecosystem to work towards sustainability in the construction industry. The following research questions will therefore be studied: RQ1. What incentives are important for the subcontractors in a business ecosystem to reach partner alignment in a construction context? RQ2. What factors are required to create norms in the business ecosystem to reach partner alignment in a construction context? RQ3. How can the relationship between incentives and norms in a business ecosystem affect partner alignment in a construction context? Method Through a qualitative, abductive, single case study, we aimed to find answers to the research questions presented above. The data collection was completed in three different waves, where the second phase was where the main data was collected through 25 semi-structured interviews. We aimed to understand the current situation in the first wave, understand the subcontractors view in the second wave and validate the result in the third wave. The analysis of the data was completed through a thematic analysis, where we transcribed and coded the data with themes mainly originated from the previously studied literature. Findings Our findings resulted in two frameworks showing (1) recommendations important to perform in diverse stages of a collaboration in order to use incentives and norms in the best way possible. The aim is to reach partner alignment in a business ecosystem in the construction industry and thereby influence the subcontractors to work towards sustainability. Further, it is shown in framework number (2) how both incentives and norms have an important role, where incentives are important for short-term motivation to confirm good behavior and will be significant in the beginning of a relationship. Norms on the other hand, evolve over time and clarify an expected behavior, but the implementation should still start in the beginning of the collaboration.  Theoretical implications We contribute to the literature by applying the ecosystem concept in the construction industry, where a project-based partnering structure has previously dominated. Further, we create a greater understanding for what is required to achieve aligned partners in a construction context and how the combination of incentives and norms can contribute to this. Lastly, we give a more thorough analysis of the interaction between incentives and norms and how they relate to each other.  Managerial implications We provide managerial guidelines of how to establish partner alignment and encourage subcontractors in a business ecosystem to work with sustainability. We provide recommendations of motivation drivers, in terms of incentives and norms, and drivers significant to implement in certain phases of a collaborative setting. We further describe the relationship between incentives and norms, and state that incentive confirms good behavior and creates short-term motivation, while norms clarifies an expected behavior.  Keywords Partner alignment, business ecosystem, collaborative strategies, sustainability, construction, incentives, norms, shared values / Syfte Syftet med studien är att förstå hur deltagarna i ett ekosystem kan enas för att jobba mot en hållbar byggindustri. Följande forskningsfrågor kommer därmed studeras: RQ1. Vilka incitament är viktiga för underentreprenörerna i ett ekosystem för att uppnå enade deltagare kring hållbarhet i byggbranschen? RQ2. Vilka faktorer krävs för att skapa normer i ett ekosystem för att uppnå enade deltagare kring hållbarhet i byggbranschen? RQ3. Hur kan relationen mellan incitament och normer i ett ekosystem påverka deltagarnas samtycke kring hållbarhet i byggbranschen? Metod Genom en kvalitativ, abduktiv, fallstudie, strävade vi efter att besvara forskningsfrågorna presenterade ovan. Datainsamlingen genomfördes i tre olika faser, där den andra fasen utgjorde insamlingen av data som slutligen möjliggjorde att vi kunde besvara forskningsfrågorna. Fasen utgjordes av 25 semistrukturerade intervjuer, varav 20 respondenter tillhörde externa företag och fem respondenter tillhörde fallstudiens studerade företag. Målet med första fasen var att förstå den nuvarande situationen, för att sedan förstå underentreprenörernas syn i den andra fasen och slutligen validera resultatet i den tredje fasen. Analysen av data genomfördes med en tematisk analys, där vi transkriberade och kodade data, med teman som huvudsakligen härstammar från den tidigare studerade litteraturen. Resultat Vårt bidrag resulterade i två modeller som visar (1) rekommendationer för olika faser av ett samarbete, för att incitament och normer ska användas på bästa möjliga sätt. Målet är att uppnå enade deltagare i ett ekosystem i byggindustrin and därigenom influera underentreprenörer till att tänka hållbart. Vidare visar modell (2) relationen mellan incitament och normer och hur båda har en betydande roll. Incitament är viktigt för kortsiktig motivation, för att bekräfta ett önskvärt beteende och kommer ha stor betydelse framförallt i början av ett samarbete. Normer utvecklas över tid och tydliggör ett förväntat beteende men där implementeringen bör fortfarande ske i samarbetets startskede. Teoretiska bidrag Vi bidrar till litteraturen genom att applicera ett ekosystemperspektiv i byggbranschen, där en projekt-baserat partnering struktur tidigare har dominerat. Vidare skapar vi en större förståelse för vad som krävs för att skapa enade deltagare kring hållbarhet i ett bygg-kontext och hur kombinationen av incitament och normer kan bidra till det. Slutligen ger vi en grundlig analys av hur interaktionen mellan incitament och normer kan ha betydelse för att uppnå hållbarhet. Praktiska bidrag Vi presenterar riktlinjer för hur en företagsledning kan skapa enade deltagare och uppmuntra underentreprenörer i ett ekosystem till att jobba med hållbarhet i åtanke. Vidare presenterar vi rekommendationer för motivationsfaktorer, i termer av incitament och normer, och vilka som bör implementeras i vilken fas av ett samarbete. Slutligen beskriver vi relationen mellan incitament och normer, och konstaterar att incitament bekräftar önskvärda beteenden och skapar kortsiktig motivation, medan normer tydliggör ett förväntat beteende. Nyckelord Ekosystem, samarbetsstrategier, hållbarhet, bygg, incitament, normer, värderingar

Trots ett stort akademiskt intresse för kultur, förtroende och multinationella relationer finns ett behov av mer kvalitativ forskning som undersöker interaktionen i svensk-colombianska företagsinterna relationer. Studien, som är en kvalitativ fallstudie med en socialkonstruktionistisk och interkulturell ansats, har som syfte att åskådliggöra kulturella skillnader som kommer till uttryck när svenskar och colombianer ingår i en företagsintern relation. Studien avser att ge ytterligare kunskap inom forskningsområdet och ge en djupare förståelse för den sociala verkligheten som de företagsinterna relationerna står inför. Empirin analyseras på ett tematiskt tillvägagångssätt där resultatet kopplas till studiens utvalda teoretiska perspektiv om förtroende. Teorin utgår från att ett gott förtroende mellan två parter gynnar den företagsinterna relationer och förtroendenivån bestäms av parternas delade värderingar, kommunikation och opportunistiska beteenden gentemot varandra. Via fem semistrukturerade djupintervjuer med respondenter som har erfarenhet av svensk-colombianska företagsinterna relationer, undersökte författarna erfarenheter som ligger till grund för studiens analys och slutsatser. Resultatet tyder på att de kulturella skillnaderna som finns är många och missgynnar ofta förtroendet i företagsinterna relationer, varför ett gott förtroende är svårt att uppnå. Vad parterna värderar, hur parterna kommunicerar och vilket beteende som uppfattas opportunistiskt tycks huvudsakligen grunda sig i vem som tycks förtjäna respekt, huruvida professionella företagsinterna relationer får vara privata samt på vilket sätt människor är tydliga. Slutsatserna är ämnade att bidra till kunskap som kan hjälpa parter i svensk-colombianska relationsutbyten att vända kulturella hinder till möjligheter. / Despite a great academic interest in culture, trust and multinational relationships, there is a need for more qualitative research and research that examines the interaction in Swedish-Colombian internal partnerships. The study, which is a qualitative case study with a social constructivist and intercultural approach, aims to explore cultural differences that are expressed when Swedes and Colombians are part of an internal partnership. Moreover, the study intends to provide further knowledge in the research area and to provide a deeper understanding of the social reality facing the different national contexts. The result is presented with a thematic analysis and linked to selected theoretical perspectives. The theories are antecedents of trust which, according to Morgan and Hunt (1994) are shared values, communication, and opportunistic behavior. Five semi-structured in-depth interviews were conducted with respondents with experiences from Swedish-Colombian internal partnerships and it is the individuals’ experiences that form the basis of the study´s analysis and conclusions. The results indicate several cultural differences which often have a negative effect on the trust in relational exchanges, thus trustable relationships are difficult to achieve. One's values, how one communicates and what behavior is perceived as opportunistic seems to be mainly based on who deserves respect, whether professional relationships also can be private and how people show clarity. The conclusions contribute with knowledge that can help parties in Swedish-Colombian relational exchange to turn cultural barriers into opportunities.

Classical approaches to conflict resolution assume that inducing conflict parties to analyse conflict constellations precipitates that the disputants recognise mutually shared needs or interests. Partially in critical reaction towards this assumption, a more recently emerging approach envisages setting up a communicative framework within which the conflict parties are supposed to harmonise their conceptualisations of the conflict. This dissertation, in contrast, argues that work within the frameworks of these classes of approaches is impolitic as long as war-related hostilities stay intact, since conflict parties which see the existence of the adversary as the core of the problem are unlikely to engage in a process of open communication or open analysis, so that trustbuilding is a sine qua non. Practice experiences of local NGOs in the former Yugoslavia suggest that the following activities can be conducive to trustbuilding: 1) supporting exchanges on personalising information, so that the internal heterogeneity of the opponent¿s group is rendered visible; 2) bringing intergroup iii commonalities to the foreground, either through cooperation on shared aspirations, or by unearthing interpersonal overlaps e.g. common feelings, values, and war-related experiences; 3) undermining the imagination of the own side¿s moral superiority by fostering the recognition of crimes and suffering inflicted by the own side. For those cultural and religious differences which persist after basic trustbuilding, a contingency approach is proposed: 1) Fostering the exploration of commonalities and differences; 2) If disagreements remain despite a better basic understanding, tolerance of these difference can be based on a better understanding of the values¿ background, and on an acceptance of differing beliefs as equal in valence; 3) Supporting the discovery of joint values to raise awareness for options of cohabitation with differences; disagreements which cannot be solved might be continued within an accepted communicative framework based on these shared values.

The aim of this Master thesis is to identify the specifics of non-governmental organization Doctors Without Borders (Médecins Sans Frontières) as an actor of international relations, mainly through the presentation and activities of the organization during the implementation of its programs in the early 1990s, when the process of internationalization was consolidated. The thesis also covers the issue of respecting the commitment to shared values for which Doctors Without Borders claim responsibility, and which also represents the principles of their activities. Based on the theoretical framework of actorness, it is possible to compare three missions of Doctors Without Borders implemented during the internal state conflicts in Somalia, Rwanda and Bosnia and Herzegovina. The analysis shows that during this period, Doctors Without Borders is characterized by a strong national identity of particular sections, in that we can see the strong national features of the French, Belgian and Dutch sections, which often behaved contradictorily and incoherently. The commitment to respect the shared values is fulfilled with one exception, namely the obligation to respect the neutral status.

African Union (AU) multilateral efforts in governance flounder at the level of implementation and their substantive intervention worth do not accord with the aspirations embodied in adopted normative frameworks and instruments. The research served to uncover the policy and delivery challenges within the overall AU institutional system as a means of providing a perspective on the future of AU governance mechanisms and related intervention modalities. Detailed empirical engagement, through an institutional lens, with norm formation and implementation in accountability, the rule of law and state capacity, and related delivery practices, enabled the extraction of crucial efficacy challenges in the AU institutional system. The exploration, using evidence embodied in documents from the AU governance implementation system, served to confirm that the AU continues to struggle between the imperatives of integration through established shared values and the exercise of state sovereignty. Within the policy-delivery nexus, the research points to the importance of agency by AU institutions and how practices and incentives serve to pervert the aspiration for a multilateral value-adding system in governance. In addition to providing a comprehensive historical macro-overview of AU governance intervention and related implementation modalities, the research served to uncover the implementation ‘black-box’ through a careful and comprehensive study of practices in each of the governance intervention terrains. The institutional focus serves to affirm that answerability for performance in the use of public resource and the structuring of organisations, matter for delivery and the production of substantive regional integration value. The core efficacy challenges at the level of AU multilateral engagements and implementation, such as norm proliferation, the exercise of power and sovereignty, staffing and capacity gaps, point to the need for a substantive and strategic reorientation of the AU governance normative framework and related intervention modalities. As an outcome of the analysis and reflection, a ‘norm graduating model’ is proposed to accommodate contextual realities in AU Member States on the back of historically hard-fought-for shared values in governance. At the level of implementation modalities, efficacy challenges point to the importance of a more tempered and realistic delivery approach. The primary focus in the immediate term should be on building governance through a diffused peer-engagement strategy culminating in norm compliance and full adherence to the provisions of established AU governance instruments over the long-term. / Public Administration and Management / Ph. D. (Public Administration)

Выпускная квалификационная работа “Описательное исследование общих ценностей и убеждений, связанных с формированием и / или укреплением участия работников в строительной отрасли” в форме магистерской диссертации выполнена на 91 листах (формат А4, шрифт Times New Roman, размер шрифта 14, интервал между строками 2), без вложений. Количество таблиц – 11 (без учета вложений). Количество рисунков – 19 (без учета вложений). Ключевые термины: управление человеческими ресурсами, организационная культура, общие ценности и убеждения, вовлеченность в работу, благосостояние работников. Выпускная квалификационная работа состоит из Резюме, Аннотации, Введения, 5 глав, рекомендаций по предложениям, заключения, библиографии и приложения. В теоретической части представлено определение организационной культуры, ценностей, вовлеченности и их важности. В практической части описываются общие характеристики исследуемой компании, анализ сотрудников и его результаты. На основе этих результатов было выдвинуто несколько предложений по развитию организационной культуры и повышению уровня вовлеченности сотрудников компании GUDSR. / Final qualifying work : “Descriptive study of Shared Values and Beliefs related to the generation and or strengthening of Worker’s Engagement in the Construction Industry in Yekaterinburg, Russia” in the form of Master thesis is performed on 91 sheets (A4 format, font Times New Roman, font size 14, 2 line spacing), excluding attachments. Number of tables – 11 (excluding attachments). The number of figures – 19 (excluding attachments). Key terms: Human resources management, organizational culture, shared values and beliefs, work engagement, labor welfare. Final qualifying work consists in Summary, Abstract, Introduction, 5 chapters, proposal recommendations, conclusion, bibliography and appendix. In the theoretical part it presents the definition of organizational culture, values, engagement and the importance of them. The practical part describes the general characteristics of the investigated company, the analysis of employees and its results. Based on these results, there was several proposals of organizational culture development and to arise the level of engagement in employees of GUDSR company.