Background:  Organizational culture is one of the most prominent topics in academia and has gained its status due to the transferability from academia into managerial practice. Today, organizational culture has become an institutionalized topic and scholars call for a need to revive the topic (Chatman & O'Reilly, 2016). Inconsistency with organizational culture and organizational vision, external market pressure and a changing composition of the workforce ask to adapt organizational culture to current times. Research question: How is culture formulated and the evolution of cultural values interpreted in the work life of a company with a cultural focus? Purpose: The purpose of this thesis is to describe how a multinational company with a strong focus on the management of culture and values re-interprets their core cultural values in the face of modernization and internationalization. At the same time, the preservation of the cultural core is investigated by looking at how culture is expressed at the case company. Method: The research design of this study is a qualitative case study with the collection of empirical data through interviews, observations, and organizational documents. Abductive reasoning was employed to serve the exploratory layout of the study. A constructivist ontological and interpretivist epistemological position was taken. Quality criteria, relevant for qualitative research studies were considered. Conclusion: The findings of my study show that organizational culture change and preservation ask for a differentiated point of view between promoted modification in cultural content such as formalized communication, and the degree of modification in cultural consensus, behavior and intensity of expression.The data shows a dissonance between communicated and exhibited change, where behavior does not meet the stage of textualized modification. The organizational culture at IKEA is characterized by stability and persistence with a notion of ethnocentricity. It is still expressed and experienced in the same way that it has been for many years despite attempts to reinvigorate it.

[pt] A presente pesquisa buscou entender de que forma o consentimento à precarização do trabalho é construído em dinâmicas disfuncionais de estágio, tendo como contexto as transformações de ordem estrutural e ideológica do capitalismo, refletidas na conjuntura ocupacional, no sistema de ensino superior e nas práticas de inserção de jovens no mercado de trabalho através de estágios. Partindo desta perspectiva, a presente dissertação problematiza esta experiência como uma forma de socialização ao trabalho precarizado, sujeitando o estudante a determinadas dinâmicas, distantes de um propósito educacional. Foram realizadas entrevistas individuais e, por meio da Análise de Conteúdo (BARDIN, 2016), explorou-se as percepções dos estudantes na dinâmica do estágio, seu aprendizado, como entendiam ou justificavam seu engajamento a ele. Observou-se a ocorrência de disfunções e desvios da proposta educacional do estágio, aproximando-o de uma configuração de contrato precário de trabalho. Estes desvios passam a se justificar na fala dos estudantes por meio de sua percepção de autonomia, aprendizado, pelas promessas de efetivação e da conquista de empregabilidade. Como desdobramentos dessas justificativas às disfunções, os estudantes manifestaram uma adesão pragmática a elas, em outros casos o enaltecimento destas disfunções, mas também o estranhamento e questionamento destas experiências disfuncionais. / [en] The present research seeks to understand how the form or consent to make work precarious is built on dysfunctional internship dynamics, having as a context structural and ideological transformations of capitalism, reflected in the occupational context, no higher education system and youth insertion practices in the labor market through internships. From this perspective, this dissertation problematizes this experience as a form of socialization in precarious work, subjecting or studying the dynamic dynamics, distancing an educational instruction. Individual interviews were carried out and, through Content Analysis (BARDIN, 2016), explored as perceptions of high school students, their learning, how they understood or justified their involvement with it. Observe an occurrence of dysfunctions and deviations from the educational internship proposal, approximating a precarious employment contract configuration. These deviations pass to justify students conversations through their perception of autonomy, learning, promises of effectiveness and achievement of employability. As an development of these justifications for the dysfunctions, the students manifested a pragmatic adherence to them, in other cases or in the case of these changes, and also in the removal and questioning of these dysfunctional ones.

Syfte: Syftet med studien är att utifrån arbetstagares perspektiv förstå hur ledarens kontroll och förtroende påverkar den anställde. Metod: Studien är utformad utifrån en kvalitativ metod där vi har tillämpat en semistrukturerad intervjumetod. Vi har utfört intervjuer med tio stycken intervjupersoner vilka är aktiva inom fastighetsmäklarbranschen. Vid analyserande av det material vi fått in har vi använt oss av en tematisk analysmetod.  Resultat och slutsats: Studien visar att det existerar en kopplning mellan ledarens kontroll och förtroende för den anställde. Det som även framkommit av studien är att det finns olika former av kontroll som enligt de anställdas uppfattning har olika påverkan på ledarens förtroende för denne. Vår slutsats är att tvingande kontroll har en negativ påverkan på förtroendet medan lönsam och normativ kontroll har en positiv påverkan på förtroendet för den antsällde. Förslag till fortsatt forskning: Eftersom denna studie har varit en djupgående kvalitativ forskning anser vi att det vore av intresse att utföra en motsvarande studie genom en kvantitativ metod.Vi finner det även tänkvärt att utföra samma studie men med betydligt fler respondenter, vilket hade utökat trovärdigheten i slutsatserna. Vidare skulle studien bli mer djupgående och preciserad om de två inriktningarna skulle utforskats var för sig. För att skapa en större förståelse för vårt valda forskningsområde skulle samma studie fast ur ledarens perspektiv komma att vara mer omfattande.  Uppsatsens bidrag: Studien bidrar till den företagsekonomiska forskningen genom den kunskap som vi fått inom ledarskp och organisation. Denna forskning anser vi vara användbar för det specifika säljyrket fastighetsmäklare. Vi anser det eftersom studiens resultat kan ge en insikt för vad som är värt att eftersträva och arbeta vidare med inom ledarskap, för att motverka en dålig effekt av kontroll. Vi har förtydliggjort utifrån teori och analys att tvingande, lönsam samt normativ kontroll kan ha olika påverkan på ledarens förteoende för den anställde. Därför har studien även bidragit samt klargjort för hur de olika formerna av kontroll påverkar förtroendet. / Aim: The aim of this study is to on the basis of employees’ perspective create an understanding how the leader's control and trust affect the employee. Method: The study is designed based on a qualitative approach where we have applied a semi- structured interview method. We conducted interviews with 10 individuals who are active in the real estate broker. When analyzing the material we have used a thematic analysis. Result & Conclusions: The study shows that there exists a connection between the leader's control and trust in the employee. What also emerged from the study is that there are different forms of control which accordingly to the employees' perception have different impacts on the leader's trust in them. Our conclusion is that coercive control have a negative impact on trust, while remunerative and normative control has a positive impact on trust in the employee. Suggestions for future research: Because this study has been a profound qualitative research, we believe it would be interesting to conduct a similar study as a quantitative method.    We find it is also notable to perform the same study, but with significantly more respondents, which had increased the credibility of the conclusions. Further study would be more thorough and precise if the two approaches would be explored individually. In order to create a greater understanding within our chosen field of research, it would be more extensive to study the same subject but from the manager's perspective. Contribution of the thesis: The study contributes to the business economic research by the knowledge that we gained in the field of leadership and organization. This research, we consider to be useful for the specific sales profession of real estate brokers. We believe this because the study's results can give an insight of what is worth striving for whithin the field of leadership, to counteract the bad effect of control. We have clarified from theory and analysis to coersive, remenuretive and normative control has different effects on the leader's trust in the employee. Therefore, the study has also contributed and made it clear how the various forms of control affects trust.

The strive for control over employees has developed throughout the years. This paper has its focus on how normative control can work as a powerful method to create and uphold a sought for behavior. Many companies have found an interest in a higher moral stance to get competitive advantages, and offer their customers and partners a more ethical product. This phenomenon has in Sweden resulted in a sphere of companies who has earned the R-licens. The R-licens is earned by companies if they fulfill ethical and cultural criteria. This paper explores how a telemarketing company reinforce these ethical guidelines and how the company use normative control to reassure what they consider ethical behavior. The paper has a social constructionist view and the data was gathered by semi-structured interviews. The data was analyzed via discourse analysis.The conclusion is that the normative control effectively has created an environment of a ethical perspective in the company. The control is due to a dualistic surveillance (horizontal and vertical) and that the employees take a stand against external conceptions of how telemarketing works and how competing companies operate. Their beliefs and trust in their moral standings and methods of selling is better and more honest (compare to their competition) makes them justify and reinforce the culture and its surveillance over them. Their shared beliefs are so strong that actions outside the culture are unacceptable and may result in lay-offs. The contribution of this paper is a window of observation, how normative control works to ground the ethical phenomenon on the company.

Les organisations alternatives (OAs) s’opposent au quotidien à des formes traditionnelles d’organisation du travail. Les valeurs de solidarité, d’autonomie, d’engagement et d’inclusion constituent généralement leur raison d’être. Par conséquent, les profits s’imposent comme un moyen de répondre adéquatement à ces valeurs plutôt que comme une fin en soi. Ce positionnement fait en sorte que les OAs entrent fréquemment en dissonance avec des éléments structurels et idéologiques du système sociopolitique et économique capitaliste néolibéral. Les tensions dialectiques représentent un cadre théorique pertinent pour comprendre comment les membres d’OAs vivent et gèrent ces éléments qui entrent en opposition de manière dynamique dans les discours. L'analyse, basée sur des entretiens avec onze membres d'OAs, révèle quatre tensions principales : une tension interne/externe, une tension individuelle/collective, une tension rigidité/flexibilité et une tension inclusion/exclusion. Les tensions laissées ouvertes, lorsqu’on ne cherche pas à les résoudre hâtivement, peuvent stimuler le dialogue et favoriser le partage, l’implication des membres et l’innovation sociale. Toutefois, l’ambigüité et le désordre dans le sens et les interprétations constituent également un terrain propice à l’émergence de hiérarchies informelles et d’un contrôle normatif dont la force coercitive se trouve dans les valeurs fondamentales défendues. / Alternative organizations (AOs) oppose themselves from traditional forms of work organization on a day-to-day basis. Values of solidarity, autonomy, social responsibility and inclusion generally guide how organizing occurs. Consequently, members of AOs accept profits only insofar as they enable the organization to live out these values rather than as an end in themselves. This perspective is frequently in dissonance with the ideology and practices of the neoliberal socio-political and economic system. Dialectical tensions represent a relevant theoretical framework for understanding how those who work in AOs experience and manage these tensions, which play out dynamically in organizational interactions and discourses. The analysis, based on interviews with eleven members of AOs, reveals four main tensions: an external/internal tension; a rigidity/flexibility tension; an individual/collective tension; and an inclusion/exclusion tension. When tensions are left open, rather than being quickly resolved, they can stimulate dialogue and foster sharing, inclusiveness, and social innovation. However, paradoxes, ambiguity, and disorder in meaning and interpretations are also a breeding ground for informal hierarchies and normative control whose coercive force is found in the core values defended.

When the New Zealand Government restructured the system of the public funding of research (1990-1992) it created Crown Research Institutes (CRIs) as companies operating in a global, market-led economy. One CRI, AgResearch, responded to this environment by corporatisation and instituted a normative system of control of workers which, through strategic plans, vision and mission statements, and performance appraisal processes, encouraged workers to adhere to company goals. This thesis, reporting on an ethnographic study of this CRI, shows how most scientific workers (technical workers and scientists alike) experienced insecurity through estrangement because the contributions they wished to make were less valued both in society and in their work organisation. They were excluded from participation in both organisational and Government policy-making, and felt they did not ‘belong’ anymore. Scientists in particular were also experiencing alienation (in the Marxist sense), as they were losing autonomy over the production of their work and its end use. Scientific workers developed tactics of compliance in order to resist these experiences and ostensibly comply with organisational goals while maintaining and protecting their self-identities, and making their work meaningful. Meanwhile, to outward appearances, the work of the CRI continued. This thesis adds to the sociology of work literature by extending the understanding of the concepts of compliance and resistance in white-collar work, particularly under normative control, by developing two models of resistance. It adds to the stories of the impact on public sector workers of the restructuring of this sector in New Zealand’s recent history, and develops implications for science policy and practice.