After many years of limited activity in the field of coordination research, new organizing forms with the aim to abandon managerial hierarchies have caused a renaissance in the research of new solutions to this universal organizing problem. An emerging stream of research about Self-Managing Organizations (SMOs) which eliminates formal hierarchies and managers completely, have left researchers wondering about SMOs new coordination solution as antecedent organizing forms have their coordination solution strongly dependent on managers. The aim of this thesis was to explore and identify the mechanisms that SMOs utilize to coordinate work output, how these mechanisms are configured and how they correspond to the settings of SMOs. Due to the nascent state of knowledge development within this field, the aim was operationalized with the help of coordination conceptualizations and theory from nearby fields. A multiple case-study was conducted, using deep, semi structured interviews, triangulated with internal documentation, external documentation and archival records. The study identified the mechanisms Planning based on ‘sense and respond’, Competence driven and partially fluent roles, the merged category of Familiarity peer-trust and transparency, Digital infrastructure, Cultural content and finally, Content of repeated procedures. Through a self-composed analytical approach, the study revealed that traditionally mechanistic coordination mechanisms were of less importance to SMOs and had an added organic and group-dependent dimension to their configurations, compared to similar mechanisms in hierarchies. Furthermore, the findings suggested that Digital infrastructure, Cultural content and Content of repeated procedures were configured in a way, particularly useful and important to SMOs. The reason was that the three mechanisms constituted a mechanistic but editable framing, which both aligned and encouraged organic efforts in a certain direction. They also corresponded well to SMOs settings as they could be exercised and edited by anyone, they facilitated coordination cross-teams without managers and they were scalable in theory.

Health and physical exercise has a become trend in today's society and the work with health promotion has increased in organizations. This is not only a way for organizations to get healthier and more efficient employees, but also a way to regulate the employee’s identity by getting them to identify with the organization. This bachelor essay studies how health promotion can be used as a management strategy. This is done by interviews and by performed observations at the recruitment company, Adecco, in the Stockholm region. The empirical material was collected and analyzed based on the selected theory about identity regulation. The study describes how Adecco through health promotion can regulate the employee’s identity. A pattern can be seen that goes from the individual level, by influencing the individual’s values, to a market level, in which the employees are formed to become more competitive. The study shows that health promotion can be used by organizations as a management strategy to get employees to identify with the organization. / Hälsa och träning har blivit något av en trend idagens samhälle och att jobba med hälsopromotion har blivit allt vanligare inomorganisationer. Det är inte bara ett sätt för organisationer att få friskareoch effektivare medarbetare, utan även ett sätt att konstruera medarbetarnasidentitet genom att få dem att identifiera sig med organisationen. Dennakandidatuppsats studerar hur hälsopromotion kan användas som enledningsstrategi. Studien har gjorts genom intervjuer samt utförda observationerpå bemanningsföretaget Adecco i region Stockholm. Det empiriska materialet somsamlats in analyserades utifrån den valda teorin, som handlar omidentitetskonstruktion. I studien beskrivs hur Adecco genom hälsopromotion formarsina medarbetares identitet. Man kan se ett mönster som går från individnivå,genom att forma individens värderingar, till en marknadsnivå där man utvecklarmedarbetarna i att bli tävlingsinriktade och konkurrensmedvetna. Studien visardärmed att hälsopromotion kan användas av organisationer som en ledningsstrategiför att få medarbetaren att identifiera sig med organisationen

Samhället har under de senaste årtiondena inriktat sig allt mer på hälsa och välmående. Detta har skapat ett allt större intresse för organisationers arbete med hälsopromotion, det vill säga främjande av hälsa på arbetsplatsen. Kandidatuppsatsen behandlar hur hälsopromotion används för att skapa medarbetare som identifierar sig med Svenska Byggnadsarbetarförbundets värderingar. Anställda har intervjuats där utgångspunkten var att undersöka hur förbundskontoret arbetar med hälsopromotion och hur värderingar förmedlas. Genom intervjuer framgick att förbundskontoret använder sig av olika identitetsskapande metoder för att styra medarbetare att identifiera sig med organisationen och för att bli självstyrande. Förbundskontoret använder hälsopromotion för att skapa gemensamma värderingar, detta har bidragit till en stark sammanhållning mellan medarbetare vilket skapat lojalitet och legitimitet gentemot kollegor och organisation. / Society has in recent decades focused more and more on health and wellbeing. This has created a growing interest in organizations working with health promotion, in other words the promotion of health in workplaces. The bachelor essay discusses how health promotion is used to create employees who identify themselves with the Swedish Building Workers' Union values. Employees where interviewed on the basis of finding out how the federal office works with health promotion and how values are conveyed. Through interviews we learned that the federal office uses different identity regulation methods to control employees to identify with the organization and to achieve self-control. The federal office uses health promotion in order to create common values, this has contributed to a strong cohesion between employees which has created loyalty and legitimacy towards colleagues and organization.