The purpose of this case study was to contribute with knowledge on how a non-profit organization works strategically with internal crisis communication. The study aimed at answering how management and co-workersperform internal communication before, during and aftercrises. Furthermore, the study aimed at answering secondary research questions about whether management looks at its co-workers as receivers and/or senders of crisis communication, and if the organizational culture influences the internal crisis communication. The study was conducted through qualitative interviews and textual analysis of the organization’s documents related to crisis management.The empirical data was analysed with thematic analysis and qualitative content analysis. The result showed that the organization work with internal crisis communication before, during and after crises, and that the types of communication differed in the three phases. Before and after crises, the organization showed a meaning-oriented approach to crisis communication with an emphasis on facilitating sensemaking dialogues. Co-workers were seen as active communicators which includes roles of both sending and receiving communication. During crises, on the other hand, the organization showed a more transmission-based approach to communication where executives distanced from its co-workers, making decisions and providing employees with information and instructions.With this approach, the co-workers were regarded as receivers, and scarcely as senders, of crisis communication. Furthermore, the result showed that parts of the organizational culture could have an impact on the internal crisis communication, and that it might facilitate the shift of communication types in the three crisis phases.

<p>Abstract</p><p>The purpose for writing this essay is to study the culture of kindness in the Church of Sweden, as the church constitutes as an idealistic organization (non-profit or voluntary organization).</p><p>The focal point is on how such a culture affects the employees, and if any new components</p><p>that can amplify the concept can be distinguished.</p><p>To do this a case study-design has been employed. The primary sources are qualitative</p><p>interviews with six employees in a congregation in the Church of Sweden, and participant</p><p>observations on two different occasions at the same congregation.</p><p>Theories of organizational sociology has been applied to the material, more specific Edgar H</p><p>Schein’s definition of organizational culture and the concept of a culture of kindness (deriving</p><p>from a report by the Swedish Work Environment Authority) as a specific part of the church’s</p><p>organizational culture.</p><p>The conclusions we can make from our study is that a culture of kindness affect employees in</p><p>both a positive and a negative way. There are many expectations that come with working in</p><p>the Church of Sweden, and these do have an effect on the work performed. There is also</p><p>evidence pointing to the fact that leadership can counteract the fear of conflicts that otherwise</p><p>is associated with the culture of kindness. Finally one can conclude that the concept of</p><p>kindness culture could be elaborated, for instance with a notion of leadership.</p>

Abstract The purpose for writing this essay is to study the culture of kindness in the Church of Sweden, as the church constitutes as an idealistic organization (non-profit or voluntary organization). The focal point is on how such a culture affects the employees, and if any new components that can amplify the concept can be distinguished. To do this a case study-design has been employed. The primary sources are qualitative interviews with six employees in a congregation in the Church of Sweden, and participant observations on two different occasions at the same congregation. Theories of organizational sociology has been applied to the material, more specific Edgar H Schein’s definition of organizational culture and the concept of a culture of kindness (deriving from a report by the Swedish Work Environment Authority) as a specific part of the church’s organizational culture. The conclusions we can make from our study is that a culture of kindness affect employees in both a positive and a negative way. There are many expectations that come with working in the Church of Sweden, and these do have an effect on the work performed. There is also evidence pointing to the fact that leadership can counteract the fear of conflicts that otherwise is associated with the culture of kindness. Finally one can conclude that the concept of kindness culture could be elaborated, for instance with a notion of leadership.

Syftet med studien har varit att förstå hur företrädare för idéburna organisationer med social inriktning inom äldreomsorg ser på sin egen, organisationens och civilsamhällets roll som serviceproducent av offentligt finansierad välfärd. För att uppnå syftet har semistrukturerade intervjuer genomförts med sex företrädare på ledande nivå inom idéburna organisationer med skiftande storlek och geografisk spridning. Lundquists förbindelseteori har delvis använts som en teoretisk utgångspunkt i analysen. De har i Lundquists termer gett uttryck för ett aktörskap som vi har försökt förstå genom att sätta det i relation till de strukturer företrädarna verkar inom och är beroende av. Resultatet från intervjuerna visar generellt på att de två lagrum som styr villkoren för driften av äldreomsorg på entreprenad och i egen regi, lagen om valfrihetsysten respektive lagen om offentlig upphandling ger kommunerna stora friheter i tillämpningen. Det gör att förutsättningar att bedriva äldreomsorg varierar stort vilket skapar osäkerhet och kan hämma de idéburna att ta en större roll. Organisationerna anpassar sig på olika sätt till förutsättningarna. De större aktörerna använder sina resurser för att skapa sig ett handlingsutrymme. Det görs genom att eftersträva en större kontroll av hela vård- och omsorgskedjan tack vare en mer omfattande administration och fler servicefunktioner inom den egna verksamheten. Möjligheten att involvera frivilliga inom äldreomsorgen ger dock i det närmaste ett obefintligt tillskott, speciellt i termer av någon ekonomisk vinning. Riksorganisationen för idéburen vård och omsorg, Famna, har en central roll och är en samlande kraft för de flesta av de intervjuade organisationerna när det gäller påverkan och opinionsbildning på nationell nivå, inte minst genom sina remissvar till olika departement. De har även en viktig uppgift i att ta fram utbildningar till medlemmarna och driva gemensamma nationella utvecklingsprojekt. En sammanfattande slutsats är att villkoren för organisationerna är komplex och beror främst på de lokala förutsättningarna där de ekonomiska ramarna sätter tydliga gränser för möjligheten att ta en större roll som utförare av äldreomsorg. / The purpose of this study has been to understand how representatives of non-government organisations active in the care for the elderly view their own, the organisation’s and civil society’s role as service providers of publicly funded care. To achieve this objective, semi-structured interviews have been performed with six representatives in leading roles within non-government organisations of varying size and locations. Lundquist’s theory of stakeholders and structures have in part been used as a starting point for the analysis. This has, in Lundquist’s terms, given voice to a stakeholdership which we have tried to understand by relating it to the structures within which the representatives work and are dependent on. The result of the interviews give a general picture of one of the two laws that control the conditions for the management of municipal as well as outsourced care for the elderly; the law of freedom of choice and the law of public procurement, which give the councils great scope for adaptation. This means the prerequisites for managing care for the elderly vary greatly which creates uncertainty and may hamper the non-government organisations to take on a bigger role. Organisations adapt in different ways to these prerequisites. The bigger stakeholders use their resources to create space to work. This is done by striving for a stronger control of the entire chain of care thanks to a more extensive administration and more service functions without their own management. The possibility of involving volunteers in the care for the elderly, however, gives a practically non-existent addition, especially in terms of financial gain. The national organisation for non-government care, Famna, holds a central role and is a uniting force for most of the organisations interviewed when it comes to advocacy and opinion forming on the national level, not least through its comment letters to different departments. They also have an important role in creating training programmes for their members and run joint national development projects. To summarise, our conclusion is that the conditions for the organisations are complex and depend primarily on the local prerequities where the financial framework sets clear boundaries to the possibility of taking on a more extensive role as providers of care for the elderly.