The study examines the relationship betwen innovation,culture and innovative behaviour support in organizational environments.The theoretical section view cultural differences and authors'varying approaches to the evaluation of cultural dimensions,declared value and attitude characteristic of the cultura and their impact on actual behavioural demonstrations.

[pt] Este estudo tem como objetivo identificar, descrever e compreender o processo estratégico de constituição de uma área de gestão de mudanças em um projeto para a implementação do SAP, tipo de ERP (sistema de planejamento de recursos empresariais), em uma grande empresa do setor de mineração. Para isso, foram realizadas entrevistas com onze gestores integrantes do projeto. Além disso, analisaram-se os documentos dos projetos anteriores de implementação do SAP na empresa e os documentos referentes ao projeto atual. Utilizou-se a metodologia de análise de discurso, que permitiu a criação de seis categorias de análise, quais sejam: (1) Importância do projeto; (2) Fatores de sucesso; (3) Importância da área de gestão de mudança; (4) Ondas de implementações; (5) Criação da área de gestão de mudança e (6) Lidando com a mudança. Os resultados alcançados a partir da análise dos discursos nos permitem identificar que a falta de envolvimento da liderança nos projetos anteriores (ou um envolvimento apenas superficial), a terceirização parcial ou total de algumas atividades para a empresa implementadora (caso da gestão da mudança), o não envolvimento e o não entendimento da importância do projeto pelas áreas de negócio da empresa foram fatores-chave para a decisão de constituição de uma área específica de gestão de mudanças, formada por empregados da empresa, além de outras modificações estratégicas realizadas no projeto atual. / [en] The objective of the present study is to identify, describe and understand the strategic process of constitution of a Change Management department for the SAP, type of ERP (Enterprise Resource Planning System), implementation project of a major company of the mining sector. Thereunto, eleven managers of the project were interviewed. Also, documents from other SAP implementation projects held by this same company and documents from the current project were analyzed. The Speech Analysis methodology was adopted, which allowed the creation of six analysis categories: (1) Importance of the project; (2) Success factors; (3) Importance of the change management department; (4) Implementation phases; (5) Change management department creation process and (6) Dealing with the change. The results achieved by the interviews analysis suggest that the lack of involvement of the leadership on the previous projects; the complete or partial outsourcing of some activities (i.e. Change management) for a third party service provider and the misunderstanding of the importance of the project by some company’s business units were key factors for the decision of constituting a specific Change management department made of the own company’s employees, besides other strategic changes done on the current project.

Por muito tempo as culturas das organizações foram negligenciadas como potenciais determinantes do desempenho das empresas. Porém, uma literatura recente, em rápido desenvolvimento, sugere que os valores podem ter efeito reais importantes.Um bom exemplo disso é o trabalho de Guiso, Sapienza & Zingales (2015), que evidenciou que certas culturas podem se associar a desempenhos superiores e também servir como mecanismo de governança corporativa, mais eficaz que os tradicionais. Apesar disso, em finanças e contabilidade ainda se encontram poucos estudos, talvez em função da dificuldade de mensuração dos fenômenos envolvidos (Liu, 2016) e da escassez de dados internos das empresas que são vitais para a elaboração desse tipo de pesquisa. Sendo assim, este estudo procura suprir esta lacuna. Utilizando-se de dados da pesquisa MEPT (Melhores Empresas para se. Trabalhar no Brasil) da PROGEPE-FIA, faz-se o cruzamento com dados financeiros de diversas bases nacionais e internacionais e com dados referentes às ações trabalhistas daquelas empresas participantes da survey. Dessa forma são propostas medidas de mensuração de cultura, entre elas, três inéditas: as integridades institucional e plena e a JRT (Judicialização da relação trabalhista), além da integridade gerencial, altruísmo e clareza das informações. Sobre a JRT, trata-se de uma proxy que procura capturar a existência de uma possível cultura nas organizações de solucionar seus conflitos pela via judicial. Propõe-se proxies para as políticas, práticas e características das empresas, as quais podem ser associadas às culturas. Para além disso, é testado o efeito moderador que determinadas características das empresas e dos empregados pode exercer na relação entre a cultura e seu desempenho. Os resultados sugerem que certos elementos da cultura organizacional podem ser mais importantes que outros quando associados ao desempenho das firmas. Observa-se também que a JRT se associa negativamente à performance das entidades. Apura-se que existe associação positiva entre as políticas, práticas e características das organizações e suas culturas. Entretanto, características dos respondentes e das próprias empresas podem reduzir o efeito marginal das associações entre as culturas e os indicadores de performance das entidades. Diferente do esperado nenhuma das proxies da cultura estudadas se mostrou capaz de minimizar os efeitos nocivos da JRT. No entanto a política de integrar o empregado às culturas da empresa se mostra como um possível mecanismo, capaz de mitigar os efeitos daquela cultura de judicialização das relações empregador /empregado. É como contribui a presente tese, para a literatura de finanças e contabilidade / For a long time the cultures of organizations have been neglected as potential determinants of corporate performance. However, a recent, rapidly developing literature suggests that values can have real effect. A good example of this is the work of Guiso, Sapienza & Zingales (2015), which has shown that certain cultures can be associated with superior performance and also serve as a mechanism of corporate governance, more effective than traditional ones. Despite this, there are still few studies in finance and accounting, perhaps due to the difficulty of measuring the phenomena involved (Liu, 2016) and the scarcity of internal data of companies that are vital for the elaboration of this type of research. Therefore, this study seeks to fill this gap. Using data from PROGEPE-FIA\'s MEPT (Best Companies to Work for in Brazil) survey, it is cross-referenced with financial data from various national and international databases and with data referring to the labor actions of those companies participating in the survey. In this way, measures of culture measurement are proposed, among them, three unprecedented ones: the institutional and full integrity and the JRT (Judicialization of the labor relation), besides the managerial integrity, altruism and clarity of the information. About JRT, it is a proxy that seeks to capture the existence of a possible culture in organizations to solve their conflicts through the judicial process. It proposes proxies for the policies, practices and characteristics of the companies, which can be associated to the cultures. In addition, the moderating effect that certain characteristics of companies and employees can exert on the relationship between culture and its performance is tested. The results suggest that certain elements of organizational culture may be more important than others when associated with firm performance. It is also observed that the JRT is negatively associated with the entities performance. It is found that there is a positive association between the policies, practices and characteristics of organizations and their cultures. However, characteristics of the respondents and the companies themselves can reduce the marginal effect of the associations between the cultures and the performance indicators of the entities. Other than expected, none of the culture proxies studied were able to minimize the deleterious effects of JRT. However, the policy of integrating the employee into the company\'s cultures is shown as a possible mechanism, capable of mitigating the effects of that culture of judicialization of employer / employee relationships. This is how the present thesis contributes to the literature on finance and accounting

Agilt är ett arbetssätt som innefattar en ökad grad av flexibilitet och anpassningsförmåga för organisationer, som ska uppnås genom bemyndigade anställda. Tidigare forskning inom agilt har fokuserat på arbetssättets fördelar och till viss del även svårigheterna med dess implementering. Trots det agila arbetssättets nära koppling till organisationskultur anser vi att dessa två fält inte i någon större utsträckning har getts en kvalitativ och djupare analys tillsammans, där fokus läggs på attityden till arbetssättet som organisationsmodell utanför IT-sektorn. Detta har undersökts via sju semistrukturerade intervjuer med personer som innehar chefs- eller ledarroller inom olika organisationer, varpå resultaten från dessa har analyserats utifrån studiens syfte och jämförts med tidigare forskning. Respondenterna tycks uppvisa positiv inställning till det agila arbetssättet och en medvetenhet om organisationskulturens vikt vid organisationsförändringar. Slutligen görs en avslutande diskussion och slutsats där argumentet ges att den vaghet och otydlighet som tenderar att omgärda såväl det agila arbetssättet som organisationskulturer kan vara en väsentlig anledning till att det agila arbetssättet inte implementeras i större utsträckning. / Agile is a work method that involves a higher degree of flexibility and adaptability for organizations, which is to be met by empowered employees. Previous research regarding agile has focused on its benefits and to a certain degree also the difficulties in its implementation, but despite the agiles’ close connections to organizational culture according to our literature review that these two fields have to a wider extent not been given a qualitative and deeper analysis together, where focus is given to how agile is viewed as an organizational model outside the IT sector. This has been researched through seven semi-structured interviews with individuals with managerial roles within different organizations, where after the results have been analyzed from the standpoint of the study’s purpose and compared to earlier research. The respondents seem to display a positive attitude toward the agile and an awareness of the importance of organizational culture in organizational change. Then a final discussion and conclusion is made where the argument is put forth that the vagueness and ambiguity which tend to surround the agile as well as organizational culture could be an essential reason to why agile is not implemented to a wider extent.

[pt] Esta dissertação analisa o gerenciamento cultural ao longo do ciclo de vida de uma organização. Para tanto, foi feito um estudo de caso da TIM Brasil - Telecom Itália Mobile Brasil, empresa do mercado de telecomunicações brasileiro, criada em 2002. Com base em uma análise qualitativa, neste trabalho foi analisado o posicionamento da TIM Brasil em suas diferentes fases de vida segundo algumas tipologias culturais identificadas na literatura, e ressaltado o papel do mercado e dos clientes ao longos deste processo. O resultado deste estudo reforça a literatura sobre o tema referente a questão da forte correlação entre cultura e ciclo de vida, evidenciando a importância de algumas variáveis como: processo de comunicação, estrutura de poder e processo decisório no gerenciamento da mudança organizacional. / [en] This essay focuses on analyzing the cultural management through the organization life cycle. To reach this goal a thorough research was conducted involving a case study of TIM Brasil - Telecom Itália Mobile Brasil, a company of the Brazilian telecommunications market, created in 2002. On the basis of a qualitative analysis, in this work was analyzed the positioning of the TIM Brasil in its different phases of life according to some cultural typologies identified in literature, and salient the paper of the market and the customers to the long ones of this process. The result of this study strengthens literature on the referring subject in the question of the strong correlation between culture and cycle of life, evidencing the importance of some variable as: process of communication, power structure and decision process in the management of the organizational change.

[pt] Esta dissertação tem por objetivo compreender o processo de gerenciamento cultural de uma organização que mudou sua natureza jurídica, analisando seu impacto na estratégia e no desempenho organizacional. Para atingir este objetivo foi realizada uma pesquisa exploratória, explicativa e descritiva através do estudo de caso da Embraer - Empresa Brasileira de Aeronáutica, que após a sua privatização em 1994 obteve significativa mudança em seu desempenho. Com base em uma análise qualitativa, este trabalho comparou algumas tipologias culturais identificadas na literatura,com dados primários e secundários levantados através de pesquisa documental e entrevistas estruturadas. O resultado deste estudo reforça a literatura existente que indica forte correlação entre cultura, estratégia e desempenho,evidenciando a importância de algumas variáveis como: processo de comunicação, estrutura de poder, processo decisório, dentre outros, no gerenciamento da mudança organizacional. / [en] This essay focuses on understanding the culture of an organization that has been through a changing process. It analyses the impact of this culture in the organizational performance. To reach this goal a thorough research was conducted involving a case study. Embraer, Empresa Brasileira de Aeronáutica, went through a privatization process and it was used as the focus of this study. The research was based on a bibliographical survey to build a theoretical chart about the relevant topics of the study. Furthermore, documental research and interviews helped on the survey of the current situation and also helped on the understanding of the dimensions that were most affected in the changing process. This data was surveyed in a qualitative way. The conclusion of this study shows the importance of the culture management in order to achieve new corporate goals, showing the most important variables in the process, as well as the way to align them to the new strategies in order to improve performance.

Purpose The purpose of this study is to understand the reason behind why it occurs a large number of pickups each year in the construction industry. In the case company alone, it occurs 160 000 pickups per year and an estimated loss of 50 MSEK. This thesis will try to investigate and explain why the pickups occur, and also what the underlying factors are that could influence the number of pickups. Methodology The data in the thesis was collected from semi-structured interviews with eight employees within the case company. We chose to interview four employees from the construction department and four employees from the construction service department. The reason to that was that different departments works differently to each other, and we wanted to know what the differences were. The employees all had management or supervisor positions and were based in different geographical areas. In the thesis, we applied a mix of content analysis and grounded analysis method. Findings The findings made during the thesis, were that the different departments work with pickups very differently when comparing to each other, one department had almost all their supplier contact at the beginning of the projects and didn’t require more supplier contact during the production. While the other department, due to their nature required regular supplier interaction which created an increase number of pickups. The main reasons behind the pickups were to inadequate planning and the organizational culture. Conclusion The conclusion provides areas where the company can improve on regarding the pickups and recommendation of how the case company can reduce the number of pickups, based on the gathered data and the theoretical frame of references. The recommendations were: enhance the supplier relationship, re-evaluate the contracts with the suppliers, education regarding planning and work-method.

Studien har syftat till att undersöka hur organisationer kan ge projektledare stöd i arbete med mångfald i projekt. En kvalitativ studie har genomförts genom intervjuer med projektledare. Tematisk analys har sedan använts för att komma fram till sex huvudsakliga teman. Dessa har sedan analyserats vilket bidrog till att skapa förståelse kring sambanden mellan aspekterna. Det som slutligen framkom av studien är att förståelsen för begreppet mångfald är tydligt avgränsat till vissa dimensioner av mångfald. Det sågs som viktigt att förstå organisationskulturen samt unika utmaningar kopplade till nya arbetssätt för att förstå mångfald och stöd i sin kontext. Men även att arbetet med mångfald är en integrerad det av det helhetsarbete projektledare gör. Stöd kan erbjudas i många olika former och kan i många sammanhang ses behöva vara informellt i stor utsträckning. / The study aims to investigate how organizations can provide project managers support when working with diversity in projects. A qualitative study has been conducted through interviews with project managers. Thematic analysis has been used to identify six different main themes. These have then been analyzed which contributed to creating an understanding of the connections between the themes. What finally emerged from the study is that the understanding of the concept of diversity is clearly limited to certain dimensions of diversity. It was important to understand organizational culture as well as unique challenges linked to new ways of working, to understand diversity and support in its context. But also to say that diversity work is an integrated part of the overall work done by project managers. Support can be offered in many different forms, and in many contexts, it may be necessary for support to be informal.

I denna kvalitativa studie undersöks värdegrundsdokument från fem svenska statliga myndigheter. Studien syftar till att bidra med kunskap om maktrelationen och förväntan gentemot den statligt anställde genom textanalys ur ett kritiskt perspektiv. Det empiriska materialet analyserades utifrån critical discourse analysis (CDA) och kompletterades med Hellspong och Ledins (1997) mall av den ideationella strukturen. Den kritiska diskursanalysen är till för att ge svar på vilka värderingar som myndigheterna uttrycker. I den ideationella analysen undersöks värdegrundsdokumentens teman, propositioner och perspektiv. I analysen klargörs olika värdeord och rubriceringar som fanns i värdegrundsdokumenten samt dess innebörd och betydelse för den anställde. Resultatet visade att de önskade värderingarna är att myndigheterna och dess anställda ska vara kompetenta, handlingskraftiga, effektiva, flexibla med mera. Resultatet visade även att förväntningar som läggs hos den statligt anställde samt maktrelationen mellan myndigheterna och den anställde oftast uttrycks som påståenden med uttryckta krav, löften och förväntningar i värdegrundsdokumenten. / In this qualitative study, basic documents from five Swedish state agencies are examined. This study aims to contribute knowledge about the power relationship and expectation towards the state employee through a textual analysis from a critical perspective. The empirical material was analyzed on the basis of critical discourse analysis (CDA) and supplemented with Hellspong and Ledin's (1997) template of the ideational structure. The critical discourse analysis is intended to provide answers to which values the authorities express. In the ideational analysis, the themes, propositions and perspectives of the values documents are examined. The analysis clarifies different value words and headings that existed in the values documents, as well as the respective meanings and significance for employees. Results indicate that the desired values of state agencies and their employees include: compentency, actionable, effectiveness, flexibility among others. Results also demonstrated that expectations of the state employee as well as the power relationship between state agencies and the employee, are usually expressed as claims with expressed requirements, promises and expectations in the values documents.

Companies are considered as central actors towards a more sustainable society. Implementing a sustainability strategy is seen as an effective way for corporations to take responsibility andmeet the society’s expectations. Different factors have been identified to affect the implementation of a sustainability strategy. The purpose of this thesis is therefore to add to the concept of strategy implementation and how organizational structure, organizational culture and internal communication affect the implementation process. A qualitative case study has been chosen to answer the research question where we conducted semi-structured interviews with employees at various positions in the case company. Our result revealed that a company’ssustainability strategy can be implemented even if the internal communication is weak. However, we suggest that an organizational culture that is promoting the employees to feel committed to the strategy will have a positive impact on the implementation process. Finally,we also advocate that the organizational structure has affected the case company’simplementation of their sustainability strategy positively by enabling strategies to emerge from practice.