The principle of the offensive in naval warfare has long been studied by scholars of military science. Studies suggest that in order for the principles of war to be practically useful for professionals, they need to be described concretely. The principle of the offensive as described in the Swedish Doctrine for Naval Tactics however, is not. This thesis aims to identify different success factors for naval offensive operations by using a qualitative analysis of Castex’s, Hughes’, and Vego’s naval theories, which when combined may form the principles for a successful offensive. A qualitative case study has been utilised, with literature from the successful Israeli naval offensive in the Yom Kippur-war, and the failed Argentinian naval offensive in the Falklands war; in order to identify which factors are practicable in a modern context. All factors, intelligence, manoeuvre, concentration of force, numerical superiority, qualitative superiority, adaptation to capabilities differences, and command and control, were identified in the Israeli offensive. In the Argentinian offensive, only the manoeuvre factor was identified, due to a lack of sufficient intelligence and command and control. The conclusions are that all factors were useful for a successive offensive action, however, more research is necessary for further generalization.

This study aims to examine the consistency between ascribed values and the prevailing culture in a company. The theoretical framework for the work consists of theories and concepts taken from offensive quality development and organizational culture. The understanding of organizational culture has been of the utmost importance to be able to analyze the employees' perceptions of the prevailing culture. For improvement measures to be sustainable, a deep understanding of the business's culture is needed. A cultural analysis was used with the associated letter method where the employees' perceptions were obtained through the letter responses. The letters have been analyzed using a cultural analysis model created by Gunnar Berg. The survey compared the company's attributed values with the current culture. Initially, the company's management believed a certain discrepancy existed between the ascribed values and the prevailing culture. By extracting different themes from the employees' letter responses and analyzing them with the help of the theoretical aspects, a certain discrepancy but even greater congruity between the formal values and the prevailing culture in the company was identified. Several areas for improvement were also suggested by the employees in the letter replies, which the management of the company is recommended to take advantage of. In conclusion, an implementation proposal is presented for the company on how they can use the results from this study to further increase consistency between the culture and the formal values. / Syftet med denna studie är att klargöra överensstämmelsen mellan uttalade värderingar och den rådande kulturen i ett företag.   Den teoretiska ramen för arbetet består av teorier och begrepp hämtade från offensiv kvalitetsutveckling och organisationskultur. Förståelsen av organisationskultur har varit av yttersta vikt för att kunna analysera medarbetarnas uppfattningar om den rådande kulturen. För att förbättringsåtgärder ska vara hållbara behövs en djupgående förståelse av verksamhetens kultur. Som metod användes en kulturanalys med tillhörande brevmetod där medarbetarnas uppfattningar hämtades genom brevsvaren. Breven analyserades med hjälp en kulturanalysmodell skapad av Gunnar Berg. I undersökning jämfördes företagets uttalade värderingar med den aktuella kulturen. Inledningsvis hade företagets ledning en uppfattning om att det fanns en viss diskrepans mellan de uttalade värdena och den rådande kulturen. Genom att ta fram olika teman ur medarbetarnas brevsvar och analys av dessa med hjälp av de teoretiska aspekterna identifierades det en viss diskrepans men än större kongruens mellan formella värdena och den rådande kulturen i företaget. Även ett antal förbättringsområden föreslogs av medarbetarna i brevsvaren som ledningen i företaget rekommenderas att ta till vara. Avslutningsvis presenteras ett implementeringsförslag för företaget om hur de kan med studien som grund arbeta vidare för att öka samstämmighet än mer mellan kulturen och de formella värdena.