Sammanfattning Arbetslivet förändras och i och med det även arbetets och organisationernas struktur. Större krav ställs på individen att strukturera och ansvara för sitt arbete. I dessa nya organisationer har den formella hierarkiska styrningen minskat eller försvunnit och det är därför betydelsefullt att studera vilken typ av styrning som ersätter denna. Syftet med uppsatsen är att via en kvalitativ ansats undersöka hur styrningen ser ut i ett litet företag med en organisk karaktär. För att besvara syftet har fyra kvalitativa intervjuer samt en observation genomförts på det valda företaget. För att få fram relevant information har intervjuguiden till viss del utformats med hjälp av metoden ”critical incident”. Analys av intervjuerna har sedan skett genom tematisering utifrån tidigare forskning och teori. Observationen har använts som komplement till intervjuerna. I analysen av intervjuerna framkom två teman som extra tydliga. För det första, de yttre faktorerna, där framförallt kunden framträder som en viktig styrande faktor och att denna får en betydande roll när det gäller företagets organisering. Det andra temat som framkom var den interna gruppen som även den hade en betydande styrningsfunktion. Den interna gruppen får en väsentlig roll vad gäller den interna organiseringen i avseende normer och värderingar, som beteendet i organisationen utgår ifrån.

Objectives for managing diversity in organizations include reducing lawsuits, responding to changing employee demographics, enhancing image, attracting and retaining a variety of talent, reaching new customer bases, and improving group effectiveness. Diversity management also emphasizes strategies to help retain and promote minority members once they have been hired. One of these ways is through employee network groups. This research adopts a case approach to describing and comparing a Black and a Hispanic employee network group at a United States affiliate of the Fortune Global 100 energy corporation, Summit International. This study applies bona fide group theory and dialectics to examine the complex intergroup relationships that employee network groups have in their organizations. The study offers three key contributions to communication theory. In connection with dialectics, bona fide group theory helped to reveal the multiple units from which group tensions emerge and the complex decisions that group members must make in managing them. The application of bona fide group theory also revealed an unexpected finding: that the network groups were engaged in concertive control with each other through interdependence with the organizational context. The bona fide group theory uncovered these processes because it revealed the norms and expectations that groups formed based on the corporate values regarding diversity.

Eating disorders (EDs) are strikingly common among American adults. Past research has indicated that athletes in general are particularly vulnerable to developing EDs due to media pressure, athletic drive, and the population’s proclivity to perfectionism. Most ED research, both in athletic and non-athletic populations, is female-focused, as women are more likely to develop EDs. However, men are still susceptible to develop EDs and are understudied. Links between lack of autonomy and EDs exist in familial settings, but have yet to be applied in organizational settings. This quantitative thesis sought to bridge a research gap by assessing ED levels in male NCAA Division 1 athletes and examining the relationships with perceived levels of concertive, institutional, and simple control present in athletic settings. Findings indicated that although athletes perceived different forms of control in their sport, these forms of control did not negatively affect their eating habits. Implications and direction for future research are explored.