Under åtskilliga år har organisatorisk förändring i form av sammanslagningar av organisationer varit en fortlöpande del av den operativa strategin för flertalet organisationer. Detta för att uppnå organisationell mångfald, tillväxt och rationalisering. Vad man emellertid har förbisett att ta hänsyn till är att vardera organisationen besitter en specifik organisationskultur som präglas av gemensamma och delade meningar om organisationens värderingar, normer, grundläggande antaganden och verklighetsuppfattningar. För att få till stånd en ny och framgångsrik enhet krävs en omskapad organisationskultur, där de anställda från de skilda organisationerna erfar en ny gemensam och delad mening om organisationens satta grundstenar. Vad denna studie vill bidra med är en ny vinkel beträffande en förändrad organisationskultur där man ser till de anställdas upplevelse utifrån de individuella karaktäristiska dragen; neuroticism, extrovert, öppenhet, vänlighet och målmedvetenhet, vilket kan komma ha betydande relevans för att uppnå en lyckad sammanslagning. Detta med anledning av att en individs beteende torde härstamma från personligheten, där personligheten belyser en individs karaktäristiska och organiserande sätt att känna, tänka och handla i olika situationer. Det är framförallt i situationer där vanor och rutiner förändras som de individuella karaktäristiska dragen blir intressanta att studera för att kartlägga hur en individ svarar på detta. En deduktiv ansats kommer därav att tillämpas med avsikten att studera en förändrad organisationskultur med en ny vinkel, vilket i detta fall är utifrån individuella karaktäristika drag. Med stöd från tidigare forskning byggs teser, vilket sedan prövas mot empirisk data som samlats in med hjälp av en organisation som genomgått en sammanslagning. Utifrån uppsatsens syfte har en kombination av metoder tillämpats i avsikt att analysera informationen från enkätundersökningen. Uppsatsens diskussion och slutsats grundas på de enkätsvar som samlats in från den specifika organisationens anställda, bortsett från ledningsgruppen. Utifrån resultaten kan det antydas att studien mätt det som var åsyftat att mäta. Däremot kunde denna studie inte påvisa att samband finns mellan dessa variabler, vilket förklaras i sista avsnittet bero på ett flertal aspekter. / For several years, organizational change in the form of mergers has been an ongoing part of the operational strategy for most organizations. This is to achieve organizational diversity, growth and rationalization. What, however, has failed to take into account is that each organization possesses a specific organizational culture of common and shared views on the organization's values, norms, basic assumptions and perceptions of reality. In order to establish a new and successful unit requires a recreated organizational culture, where employees from different organizations are experiencing a new common and shared sense of organization set foundations. What this study would like to contribute is a new angle regarding a change in organizational culture that looks to the employee experience based on the individual characteristic features; neuroticism, extroversion, openness, agreeableness and conscientiousness, which may have significant relevance for achieving a successful merger. This is on account of that an individual's behavior derives from personality features, which highlights the personality of individuals and how they feel, think and act in different situations. It is mainly in situations where the habits and routines changes as the individual characteristic features will be interesting to study to identify how an individual responds to this. A deductive approach will hence be applied with the intention of studying a change in organizational culture with a new angle, which in this case is based on individuals’ characteristics traits. With support from previous research theses have been built, which were tested against empirical data gathered with the help of an organization that has undergone a merger. Based on the purpose of the essay is a combination of methods applied in order to analyze the information from the survey. Thesis discussion and conclusion is based on the survey responses collected from the specific organization's staff, apart from the management team. From the results it can be inferred that the study measured the different variables correctly. In contrast, this study could not conclude that there were any significant relationship between these variables, which is explained in the last section of the thesis.

O propósito desta dissertação é examinar as idéias de Ricardo Semier, tendo como foco de estudo seu livro Virando a própria mesa, publicado originalmente em 1988. Semier é um empresário brasileiro que preconiza um novo modelo organizacional que ainda é relativamente pouco estudado em nosso país, ao mesmo tempo em que produz e defende uma administração de vanguarda e um comportamento empresarial que ultrapassam fronteiras nacionais. Inicialmente, detemo-nos na análise conceituai da teoria administrativa que, advinda de outro contexto histórico-cultural, tem, conjecturamos, sua adoção parcialmente prejudicada, nas organizações locais, devido às características culturais da sociedade brasileira. Em seqüência, analisamos o referencial teórico do modelo organizacional denominado de gestão participativa, que em alguns aspectos tende a incorporar e refletir os elementos culturais presentes no cenário nacional. São abordadas, então, as idéias e proposições específicas de Semier sobre flexibilidade organizacional, gestão de recursos humanos, decisões estratégicas e mudança organizacional. Avaliamos criticamente, igualmente, os aspectos de transmissão de ideologia, poder e marketing pessoal, fatores geralmente negligenciados nas análises organizacionais. / The basic aim of this dissertation is to review Ricardo Semler's ideas by focusing his book Virando a própria mesa (Maverick! lhe success story hehind the world's most unusual workplace), originally published in Brasil in 1988. Semler is a Brazilian entrepreneur who recommends a new organizational model which has not been studied as deserved in our country, while proposing and defending an innovatory management and an entrepeneural behavior that reach beyond national boundaries. Initially, we make a conceptual analysis of the Business Administration Theory which, for having come from a different historic and cultural context, we presume, has had its adoption by local organizations partially impaired. Afterwards, we analyse the theoretic references of the organizational model called participative management which in some aspects tends to incorporate and reflect the cultural elements present in the national scenario. Then, Semler's specific ideas and propostions about organizational flexibility and changes, human resources management, strategic decisions are approached. In the same way, we critically evaluate aspects of ideology transmission, power and personal marketing, which are factors generally neglected in organizational analyses.

O propósito desta dissertação é examinar as idéias de Ricardo Semier, tendo como foco de estudo seu livro Virando a própria mesa, publicado originalmente em 1988. Semier é um empresário brasileiro que preconiza um novo modelo organizacional que ainda é relativamente pouco estudado em nosso país, ao mesmo tempo em que produz e defende uma administração de vanguarda e um comportamento empresarial que ultrapassam fronteiras nacionais. Inicialmente, detemo-nos na análise conceituai da teoria administrativa que, advinda de outro contexto histórico-cultural, tem, conjecturamos, sua adoção parcialmente prejudicada, nas organizações locais, devido às características culturais da sociedade brasileira. Em seqüência, analisamos o referencial teórico do modelo organizacional denominado de gestão participativa, que em alguns aspectos tende a incorporar e refletir os elementos culturais presentes no cenário nacional. São abordadas, então, as idéias e proposições específicas de Semier sobre flexibilidade organizacional, gestão de recursos humanos, decisões estratégicas e mudança organizacional. Avaliamos criticamente, igualmente, os aspectos de transmissão de ideologia, poder e marketing pessoal, fatores geralmente negligenciados nas análises organizacionais. / The basic aim of this dissertation is to review Ricardo Semler's ideas by focusing his book Virando a própria mesa (Maverick! lhe success story hehind the world's most unusual workplace), originally published in Brasil in 1988. Semler is a Brazilian entrepreneur who recommends a new organizational model which has not been studied as deserved in our country, while proposing and defending an innovatory management and an entrepeneural behavior that reach beyond national boundaries. Initially, we make a conceptual analysis of the Business Administration Theory which, for having come from a different historic and cultural context, we presume, has had its adoption by local organizations partially impaired. Afterwards, we analyse the theoretic references of the organizational model called participative management which in some aspects tends to incorporate and reflect the cultural elements present in the national scenario. Then, Semler's specific ideas and propostions about organizational flexibility and changes, human resources management, strategic decisions are approached. In the same way, we critically evaluate aspects of ideology transmission, power and personal marketing, which are factors generally neglected in organizational analyses.

O propósito desta dissertação é examinar as idéias de Ricardo Semier, tendo como foco de estudo seu livro Virando a própria mesa, publicado originalmente em 1988. Semier é um empresário brasileiro que preconiza um novo modelo organizacional que ainda é relativamente pouco estudado em nosso país, ao mesmo tempo em que produz e defende uma administração de vanguarda e um comportamento empresarial que ultrapassam fronteiras nacionais. Inicialmente, detemo-nos na análise conceituai da teoria administrativa que, advinda de outro contexto histórico-cultural, tem, conjecturamos, sua adoção parcialmente prejudicada, nas organizações locais, devido às características culturais da sociedade brasileira. Em seqüência, analisamos o referencial teórico do modelo organizacional denominado de gestão participativa, que em alguns aspectos tende a incorporar e refletir os elementos culturais presentes no cenário nacional. São abordadas, então, as idéias e proposições específicas de Semier sobre flexibilidade organizacional, gestão de recursos humanos, decisões estratégicas e mudança organizacional. Avaliamos criticamente, igualmente, os aspectos de transmissão de ideologia, poder e marketing pessoal, fatores geralmente negligenciados nas análises organizacionais. / The basic aim of this dissertation is to review Ricardo Semler's ideas by focusing his book Virando a própria mesa (Maverick! lhe success story hehind the world's most unusual workplace), originally published in Brasil in 1988. Semler is a Brazilian entrepreneur who recommends a new organizational model which has not been studied as deserved in our country, while proposing and defending an innovatory management and an entrepeneural behavior that reach beyond national boundaries. Initially, we make a conceptual analysis of the Business Administration Theory which, for having come from a different historic and cultural context, we presume, has had its adoption by local organizations partially impaired. Afterwards, we analyse the theoretic references of the organizational model called participative management which in some aspects tends to incorporate and reflect the cultural elements present in the national scenario. Then, Semler's specific ideas and propostions about organizational flexibility and changes, human resources management, strategic decisions are approached. In the same way, we critically evaluate aspects of ideology transmission, power and personal marketing, which are factors generally neglected in organizational analyses.