This diploma thesis deals with the matter of internal communication methods from the point of view of today's young generation, so called generation Y. It aims on the enterprise social networks. The thesis is divided into the two common parts: the theory and the research. In the theoretical part there is a brief introduction into the field of internal communication; and the communication methods are put into the process of Communication. Further the specific methods for internal communication are introduced. The segment of enterprise social networks as a new way within the internal communication is introduced further mote. The research is connected to the theoretical part and focuses on the position of the generation Y to their potential usage of enterprise social media in internal communication within a certain company. This research is in compliance with the proposed strategy.

Nowadays communication is a key factor of success. There are more and more demands placed on it, especially for its speed, accuracy and quality. These three factors influence the direction of individuals as well as companies. Choosing the right communication channel is necessary for the best efficiency of communication. This choice is closely related to the type of message; different kinds of messages should use different communication channels. This thesis focuses on the overview of modern communication channels in companies. The channels such as Instant Messaging, e-mail, Task Managent along with classic meetings or phone will be described. Then the thesis will analyze the communication in one of the largest Czech computer stores and electronics, assess its effectiveness and propose recommendations for improvement.

This thesis is devoted to internal communications in the holding company PNS. The theoretical part is focused on explaining concepts: communication, internal communication and its tools, methods and barriers. The practical part is focused on the holding PNS and through an anonymous survey analyzes the internal communication and employee views on methods of communication. Based on the results obtained from the survey then evaluate the use of communication tools, efficiency of communication tools and employee satisfaction. The conclusion summarizes the results and proposed some recommendations that could lead to improving the current level of internal communication in the company.

In the business environment of today, competency-based organisations with a people- centric focus are at large becoming the norm and replacing task-based firms. This shift is driven by the benefits which the organisation can gain from leveraging the skills, attitudes, values and behaviours of its staff, through a competency-based approach (CBA). This approach can be described as a process where the attributes of the staff members, expressed as core competencies, are converted into capital stock of the firm. It is the success of this conversion that yields a competitive advantage for the firm, which past research has indicated lies at the core of the CBA. Similarly, another emerging trend for organisations of today is that of internal branding (IB). IB is a marketing approach where staff behaviour is aligned with the brand promise of the firm in order to enhance internal brand commitment (IBC) and ultimately staff performance. This concept has grown in relevance in an increasingly service centred economy, where the staff member is responsible for the delivery of the brand promise. Exploring the combined efforts of a CBA with that of IB has to date not yet been researched in detail. The basis of doing this is research is thus clear when evaluating the commonalities, as both approaches aim for alignment and leverage of staff attributes and behaviour ultimately resulting in IBC. The purpose of this study is to gain a deeper understanding of how a CBA, aided by IB as the operative factor, influence IBC. In order to fulfil this purpose, a qualitative study was conducted through semi-structured interviews with employees and managers at a service sector firm. The data collection was grounded in a conceptual model with a foundation in previous research, depicting IB as the operative factor through which core competencies impacted the attraction, selection and attrition, which are stages of the employee lifecycle. These interviews allowed us to gain a deeper understanding of our research phenomena and five underlying themes emerged. The themes were organisational context, competency-based approach, alignment and identification, development and participation and communities and communication. Our empirical findings indicated the interconnectedness and interdependence between these themes. The themes that emerged from our analysis formed the basis for our final conceptual model. This final model provided a visual depiction of the factors that are at play in the creation of IBC through a layered style approach. The findings of the study showed that for a CBA to be effective and successful, the IB components of communities and communication play an important part. Furthermore, the findings suggested that a CBA is a continuous process of influencing actions rather than a three-stage attraction, selection and attrition cycle. Our study highlighted the importance of alignment and integration of the organisation’s HR practices. Furthermore, our study demonstrated how CBA aided by IB can be entrenched in the organisation and influence IBC.

På grund av pandemin COVID-19 råder det en extern kris i samhället, detta har påverkat många människor men inte minst organisationer. Myndigheter har utfärdat särskilda restriktioner vilket gör att organisationer måste anpassa sin verksamhet efter dessa. Detta har lett till att organisationer måste anamma de åtgärder som myndigheter utfärdat då de inte kan bedriva sin verksamhet på samma sätt. Detta har lett till att organisationerna måste arbeta internt med att hantera den externa krisen. Denna kvalitativa studie ämnar att undersöka hur den interna krishanteringen samt kriskommunikationen ser ut i idrottsorganisationer under en extern kris. Vilka åtgärder som vidtagits och hur organisationens interna kommunikation ser ut. För att få svar på hur idrottsorganisationer blivit påverkade av den externa krisen har semistrukturerade intervjuer genomförts med beslutsfattande personer inom IK Sävehof och Önnereds HK, två elithandbollsorganisationer baserade i Göteborgsområdet. Dessa intervjuer har stått för grund till empiriinsamlingen. Det resultat och slutsats som kommit fram genom att analysera empirin är att pandemin COVID-19 har haft en stor påverkan på den interna organisationen i handbollsklubbarna. Båda klubbar står inför liknande hot då de återfinns inom samma bransch samt att båda arrangerar stora arrangemang i form av ungdomsturneringar där Sävehof har fått ställa in och Önnered hotas av att ställa in på grund av COVID-19. Detta är de mest inkomstbringande källorna för respektive förening och det är en stor ekonomisk förlust. Ingen av organisationerna hade en tydlig bearbetat krishantering innan COVID-19, vilket är något som hade varit gynnsamt att ha då det kan ge en fördel när en kris väl inträffar. / Due to COVID-19 pandemic, there is an external crisis in society which has affected many people, as well as organizations. Authorities have issued special restrictions due to COVID-19. Hence organizations must adapt their activity to these restrictions and embrace measures that the authorities have issued. The organizations cannot continue their activities in the same way as before the COVID-19 pandemic. Hence there has been a major impact in society which has led organizations to work internally to deal with the external crisis. This qualitative study aims to investigate what the internal crisis management and crisis communication look like in sports organizations during an external crisis. What actions have been taken and how the organization’s internal communications looks like. In order to get answers to how the sports organizations have been affected by the external crisis, semi-structured interviews have been conducted with decision-making people within IK Sävehof and Önnereds HK, which are two elite handball organizations based in the Gothenburg area in Sweden. These interviews have provided the basis for the empirical data collection. The results and conclusion reached by analyzing the empirical data is that the COVID-19 pandemic has had a major impact on the internal organizations of the handball clubs. Both clubs face the same threat as they are found in the same industry, both have major events in form of youth tournaments where Sävehof has had to cancel and Önnered is threatened to cancel due to COVID-19. These events are the most generating sources of income for each organization which means that it is a great financial loss. Sävehof is a larger organization than Önnered, which can be studied in the way they handle the crisis internally as Sävehof has larger resources. None of the organizations had a clearly processed crisis management. This is something that would have been beneficial to have when an external crisis strikes. The essay is written in Swedish.

Diploma thesis deals with the improvement of personal management in the company XY, s.r.o. It focuses on the areas of motivation, assessment and training, work organization, working conditions, internal communication and information. Outcome of this diploma thesis are proposals of measures that will lead to improvement of employee performance and to their satisfaction.

The increase of globalization of business led to the creation of global virtual software development teams in which communication plays an important role. The lack of recent studies raises the need to investigate communication in the context of agile and the current Covid-19 pandemic. This study identifies in literature three factors present in global virtual software development teams: technology, culture, and trust. It aims to explore how they influence internal communication. A qualitative method is conducted on a case study by combining data collected from semi-structured interviews and observations. The case study is a global virtual software development team which implemented the agile Scrum methodology. The findings provide a deep understanding of the positive and negative influences of the factors on communication, including their interrelations and context. Some of the main findings are: (I) the best set up for collaboration among global team members is the combination of synchronous and asynchronous communication through technological tools, (II) cultural diversity leads to differences in the ways members communicate, (III) trust is the precondition of working collaboratively and communicating effectively, (IV) global team members need to occasionally have in-person interactions to nurture their interpersonal relations, (V) the agile Scrum methodology influences internal communication positively, (VI) each communication factor is influenced by time; thus, the theoretical framework developed for this study is updated with this addition, (VII) the Covid- 19 pandemic affects communication to a certain extent.

Syfte: Syftet med denna uppsats studien är att få djupare förståelse för och kunskap om hur organisationen vi undersökt, hädanefter benämnt som Organisation X kommunicerar internt för att stärka/upprätthålla sitt arbetsgivarvarumärke och hur detta implementeras och i sin tur uppfattas av medarbetarna.  Metod: Studien är en fallstudie som tillämpar en kvalitativ forskningsmetod med en tolkande ansats. Den första delen av empirin samlades in genom två stycken semistrukturerade intervjuer med personer som arbetar med kommunikation och HR inom Organisation X. Den andra delen var en kompletterande enkät riktad till medarbetarna som utformades utifrån studiens teoretiska utgångspunkter tillsammans med resultat från intervjuerna.  Resultat och slutsats: Organisation X använder sig av medarbetarna som kommunikationsstrategi såväl internt som externt för att stärka sitt arbetsgivarvarumärke. Majoriteten av medarbetarna har en positiv inställning till X som arbetsgivare. Organisation X arbetsgivarvarumärke kan betraktas som unikt och kanske de allra viktigaste ur ett employer branding perspektiv - majoriteten av organisationens medlemmar uppfattar arbetsgivarvarumärke på ett liknande sätt.  Bidrag: Studien bidrar med djupare förståelse för och kunskap om hur Organisation X kommunicerar internt för att stärka/upprätthålla sitt arbetsgivarvarumärke och hur detta implementeras och i sin tur uppfattas av medarbetarna.  Förslag på framtida forskning: Vidare forskning föreslås studera huruvida chefskapet lever kvar inom en organisation som gjort en liknande omorganisation. Förslag till frågor som vidare studier kan ställa skulle kunna vara: existerar chefskap fortfarande inom organisationen? Om ja, på vilket sätt? / Purpose: The purpose of this paper is to gain a deeper understanding and knowledge of how the organization we study, hereinafter referred to as Organization X communicates internally to strengthen/maintain its employer brand and how this is implemented and in turn how this is perceived by the employees.  Method: The study is a case study that applies a qualitative research method with an interpretive approach. The first part of the empirical data was collected through two semi-structured interviews with people who work with communication and HR within Organization X. The second part was a supplementary questionnaire aimed at employees that was designed based on the study’s theoretical starting points together with results from the interviews.   Result and conclusions: Organization X uses employees as communication strategy both internally and externally to strengthen its employer brand. The majority of employees have a positive attitude towards X as an employer. Organization X employer brand can be considered unique and perhaps the most important from an employer branding perspective - the majority of the organization’s members perceive employer brand in a similar way.  Contribution: The study contributes to a deeper understanding of and knowledge of how Organization X communicates internally to strengthen/maintain its employer brand and how this is implemented and in turn perceived by employees. Suggestion for future research: Further research is proposed to study whether leadership survives within an organization that has made a similar reorganization. Suggestions for questions that further studies may ask could be: does leadership still exist within the organization? If so, in what way?

In a society where the sustainability trend is growing and becoming increasingly important, companies are expected to make clearer commitments to sustainability where consumers are increasingly demanding a change when it comes to among other things, production and social responsibility. In retail, there is a clear wave of sustainability due to increased knowledge and that consumers now do more conscious choices. In turn, this result in an increased pressure on companies as a whole but also on well-functioning leadership and internal communication at store level. At the same time, there is little research on the relationship between leadership and internal communication and the importance of employees during a sustainable organizational change. The overall purpose of the study is to investigate the relationship between leadership and internal communication during a sustainable change. Further, the study intends to further answer two research questions:- How do leaders in retail work with internal communication to implement a sustainable organizational change?- How do store managers and employees experience internal communication and leadership during a sustainable organizational change? A delimitation has been made where the authors have chosen the retail company Clas Ohlson where the company’s ambitions for sustainability are in line with the government’s environmental goals until 2045, to be climate neutral. Furthermore, two stores have been selected to conduct the study. The qualitative study is based on an inductive approach with an exploratory approach, this entails a deeper analysis of the case study that is carried out. Nine respondents with three different positions within the company participated in semi-structured interviews and that additional data was collected from public published organizational document. A thematic analysis was conducted to encode the collected data where the authors found three primary factors that affect the relationship between leadership and internal communication during the sustainable organizational change: commitment, overflow of information and lack of time. The study finds that it is the commitment of the leaders through offering employee’s information and knowledge that can lead to a positive impact in the sustainable change. Furthermore, both the store manager and employees experience how communication has a negative effect due to the overflow of information that leads to employees having difficulty searching for information and the lack of time is often mentioned as a contributing factor. This leads us to the general conclusion that shows that it is not the leadership at a store level that affect, rather shortcomings in the communication which in turn, affects the implementation of the sustainable organizational change.

Este estudio trata acerca de la comunicación interna y su incidencia en la satisfacción laboral en una Unidad de Gestión Educativa Local de Lima Metropolitana. Dentro de los objetivos se planteó determinar la relación entre la comunicación interna y la satisfacción laboral en los colaboradores de una Unidad de Gestión Educativa Local de Lima Metropolitana. Para ello, se diseñó una investigación de tipo descriptiva correlacional, en donde se aplicó una encuesta por cuestionario de 54 ítems a 143 colaboradores de una Unidad de Gestión Educativa Local de Lima Metropolitana para medir las variables de investigación. El instrumento se elaboró con la escala de Likert, con puntajes del 1 al 5, se ha determinado según el Coeficiente de Pearson (R=0,675) y T student, que existe una relación entre las variables de estudio; el nivel de percepción de la comunicación interna se encontró predominantemente un nivel alto en 62%, para la variable Satisfacción laboral se encontró predominantemente un nivel alto en 54%. / This study is about the internal corporate communication and its incidence on job satisfaction in a Local Educational Management Unit in Metropolitan Lima. Within the objectives there are set goals to determine the relationship between internal corporate communication and job satisfaction in the collaborators in the Local Educational Management Unit in Metropolitan Lima. For this, there has been designed a descriptive correlational research, where a questionnaire survey of 54 items was applied to 143 collaborators of a Local Educational Management Unit in Metropolitan Lima to measure the research variables. The instrument was developed with the Likert scale, with scores from 1 to 5, it has been determined according to Pearson's Coefficient (r = 0.675) and Student's T, that there is a relationship between the study variables; The level of perception of internal corporate communication was found to be a predominantly high level of 62%, for the variable Job satisfaction a predominantly high level was found of 54%. / Tesis