In a research from 2017, Perkins et al. state that a deeper understanding of organizational vision guiding idea generation is needed. The question that needs to be answered is, if an organizational vision impacts capabilities for ideation. Such a statement by Perkins et al. challenges Duggan’s (2013) view about idea generation. Duggan views idea generation as a creative process which should not be restricted by goals, strategy, or vision. This dilemma combined with the need for further investigation of ideation within SMEs led to the following research question: “How does organizational vision impact capabilities for ideation among different stakeholders in high techGerman SMEs?”. The partner company for this study is high tech German SME. The company is in the process of defining and implementing a new vision, as well as seeking for a more structured innovation process in order to improve its new product development. Research in this field has favored large organizations in the past. Hence, there is an interest in extending research and further developing knowledge regarding processes and frameworks for product development, vision, and ideation for SMEs. A single case-study approach was chosen for an in-depth approach with the suggested design of a research question, case selection, data collection and analysis. The triangulation approach was used to collect the data. The qualitative methods resulted in a series of 8 hypotheses which were further tested using quantitative methods such as surveys performed within the partnering company. The qualitative and quantitative data suggest that the organizational vision impacts capabilities for ideation among stakeholders. The influence varies from being negative, nonexistent, to being very positive. The level and type of influence varies depending on several factors such as vision understanding, vision implementation, alignment, involvement of the management in ideation, organizational and work structures, etc. When all these factors are present and connected to each other, they enhance the role that organizational vision plays in guiding the development of new and relevant ideas and new products. Such presence of these factors allows employees to generate ideas that match the vision and overall goals. A Positive influence means that generated ideas are aligned with the vision, thus aligned with the direction that the company takes and possibly result in products with higher market potential. When these earlier mentioned factors are absent, or connected in a wrong way, this can result in negative influence that the vision has on capabilities for ideation among different stakeholders. This study contributes towards solving the earlier mentioned dilemma, which is interesting for researchers and practitioners even more. The study raises awareness of the importance of doing research in the field of ideation and its interfaces with a focus on SMEs, as this is highly important for SMEs and the global economy. While researchers get data that can be used to build a foundation for future research in the field of organizational vision and ideation, practitioners learn how to increase SMEs overall performance which is the fundamental purpose of innovation. / Enligt senare forskning krävs en djupare förståelse för organisationsvision för att styra idégenerering. En central fråga är hur arbetet med en verksamhets vision påverkar de anställdas förmåga att utveckla nya idéer. Forskning ser nu två motstående resultat: en där idégenerering är en kreativ process som inte bör begränsas av mål, strategi eller vision och en annan där visionen faktiskt är av godo. Detta dilemma ledde till följande forskningsfråga: "Hur påverkar organisationsvisionen kapaciteten för idégenerering bland olika intressenter i högteknologiska tyska små och medelstora företag?". I fokus i för denna studie är ett högteknologisk tyskt SME. Detta företag stod i begrepp att definiera och implementera en ny vision och var intresserad av en mer strukturerad innovationsprocess för att förbättra sin nya produktutveckling. Eftersom tidigare forskning inom detta området mer fokuserat på större organisationer finns det ett intresse att utöka forskning och vidareutveckla kunskap om processer och ramverk för produktutveckling, vision och idéer för små och medelstora företag. Genom triangulering samlades data in och analyserades genom kvalitativa och kvantitativa metoder. Resultaten antyder att den organisatoriska visionen påverkar förmågorna för idéer bland intressenter. Påverkan varierar från att vara negativ, obefintlig, till att vara mycket positiv. Nivån och typen av inflytande varierar beroende på flera faktorer som visionförståelse, visionimplementering, anpassning, ledningens engagemang i idéer, organisations- och arbetsstrukturer. När alla dessa faktorer är närvarande och kopplade till varandra förbättrar de den roll som visionen spelar för att vägleda utvecklingen av nya och relevanta idéer och produkter. Närvaron av dessa faktorer gör det möjligt för anställda att generera idéer som matchar visionen och de övergripande målen. Ett positivt inflytande innebär att genererade idéer anpassas till visionen, och därmed anpassas till den riktning som företaget tar och eventuellt resulterar i produkter med högre marknadspotential. När dessa tidigare nämnda faktorer är frånvarande eller kopplas in på ett fel sätt kan detta resultera i negativt inflytande som visionen har på förmågor för idéer bland olika intressenter. Studien bidrar till att lösa dilemmat kring hur vision och idégenerering hör ihop och ökar medvetenheten om vikten av mer forskning inom ämnet med fokus på små och medelstora företag.

[pt] Com base na premissa de que a menção dos valores empresariais está diretamente relacionada a quanto a organização considera aquela prática relevante, ou privilegia a narrativa de uma missão, visão e identidade associada ao tema, este trabalho tem como objetivo analisar o significado do valor sustentabilidade na visão e missão organizacional e nas práticas empresariais dos maiores grupos empresariais brasileiros na última década. (2011 - 2021). Além do referencial teórico onde se conceituou valores organizacionais, visão, missão e sustentabilidade, neste trabalho foram apresentados os dados da evolução quantitativa do valor sustentabilidade dos maiores grupos empresariais no Brasil em 2011 e 2021, sua relação com a visão e missão organizacional e a análise destes dados apresentados em função do objetivo final do trabalho. Em 2011 identificou-se que 56,6 porcento dos valores das empresas estudadas eram instrumentais, e apenas 2,9 porcento eram referentes à sustentabilidade. No entanto, em 2021, apenas 21 porcento das empresas estudadas têm seus valores identificados como terminais, e o percentual de empresas que mencionam sustentabilidade com valor é quase quatro vezes maior do que dez anos atrás (11 porcento). Este resultado, somado à constatação de que muitas empresas não explicitam o valor sustentabilidade em seus sites corporativos, mas apresentam o seu significado para a organização em relatórios específicos sobre o tema sustentabilidade (também divulgados nas home pages), fortalece a importância crescente da questão para o universo organizacional. / [en] Based on the premise that the mention of corporate values is directly related to how much the organization considers that practice relevant or privileges the narrative of a mission, vision and identity associated with the theme, this work aims to analyze the meaning of the sustainability value in the organizational vision and mission in the business practices of the largest Brazilian groups in the last decade. (2011-2021). In addition to the theoretical framework on the design of organizational values, vision, mission, and sustainability. In this work, data on the evolution of sustainability of large groups in Brazil in 2011 and 2021, their relationship with the vision and mission and the evolution of the data presented according to the final objective of the work were presented. In addition to the theoretical framework where organizational values, vision, mission, and sustainability were conceptualized, this work presents data on the quantitative evolution of the sustainability value of the largest business groups in Brazil in 2011 and 2021, its relationship with the organizational vision and mission and the analysis of these data presented in function of the final objective of the work. In 2011, it was identified that 56.6 percent of the values of the companies studied were instrumental, and only 2.9 percent were related to sustainability. However, in 2021, only 21 percent of the companies studied have their values identified as terminal, and the percentage of companies that mention sustainability with value is almost four times higher than ten years ago (11 percent ). This result, added to the fact that many companies do not make the sustainability value explicit on their corporate websites, but present its meaning for the organization in specific reports on the sustainability theme (also published on the home pages), strengthens the growing importance of the issue for the organizational universe.

In this study, we have considered the impact the organization`s implementation of its vision of the psychosocial work enviroment has been for the relations between the employees. We have primarily relied on a hermeneutic approach to understand our empirical data, and when we have interpreted and made a socialpsycological analysis on our collected empirical data. We have used Smith´s Institutional Ethnography, Sheff`s Social bonds and Asplund`s theory of Social responsivity. To collect the empirical data we have combined quantitative and qualtitative methods and a textanalysis at a visiondocument in the aim of capture both the depht and the breadth of our chosen fields of study. The results we have found shows that the psycosocial work environment within the organization can be seen as interplay between individual and enviroment and between individuals as well and that this interaction is influenced by the organizational culture that is created by the organization`s political vision / I denna C-uppsats har vi undersökt vilken betydelse ledningens implementering av sin vision kring den psykosociala arbetsmiljön för de psykosociala relationerna har för relationerna mellan de anställda. Vi har främst utgått ifrån en hermeneutisk vetenskaplig ansats för att förstå vårt empiriska material. Då vi tolkat och gjort en socialpsykologisk analys kring vårt insamlade material har vi använt oss av Smith`s Institutionella etnografi, Sheff`s Sociala band och Asplund`s teori om social responsivitet. För att samla in det empiriska materialet har vi använt både kvantitativ och kvalitativ metod samt en textanalys av ett visionsdokument i syfte att dessa metoder kan fånga både djup och bredd av vårt valda studiefält. Resultatet vi kommit fram till visar på att den psykosociala arbetsmiljön inom organisationen kan ses som ett samspel mellan individ och miljö samt mellan individerna i sig och att detta samspel är påverkat av de organisationskultur som till viss del formas av organisationens personalpolitiska vision.

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