<p> Interest in virtual worlds has grown within academia and popular culture. Virtual worlds are persistent, technologically-mediated, social spaces. Academic literature focuses on issues such as identity, sociality, economics, and governance. However studies of governance focus on internal or external modes of control; less attention has been paid to institutions of governance that operate within both the virtual and real worlds. </p><p> In EVE Online, the Council of Stellar Management (CSM) represents a joint venture between developers and users to shape the direction of EVE's virtual society. As a group of elected representatives, the CSM represents societal interests to the game's developer, Crowd Control Productions (CCP). The CSM structures the relationship between CCP and the player base, and shapes how these institutions manage the development process. At the same time, cultural and political conventions of EVE's players at times work against these structures as CCP and the CSM seek to attend to their own interests. </p><p> In this thesis, I examine the intersection of culture, power, and governance, and illustrate the consequences these negotiations of power have for the inhabitants of EVE Online. The historical circumstances that led to the CSM's creation shape its reception among the community. As a model of governance, the CSM was designed as a deliberative democracy to generate community consensus. This feedback is channeled to developers through elected representatives. However, these channels of information hindered discussions necessary for true democracy. I examine how power is generated, leveraged, and mediated by the two cultures in which the CSM is embedded: EVE and Icelandic cultures. I also illustrate the authority and legitimacy of the CSM from the standpoint of its constituents. The CSM is understood within the same cultural frameworks as in-game power structures. </p><p> Primary research was carried out during a one-year period in 2012. During this time, I joined SKULL SQUADRON, a large corporation with a neutral diplomatic mission. Snowball sampling was used to find informants. Three main methods were used to interview participants: face-to-face interviews, text-based interviews through EVE's communication channels, and voice interviews conducted over Skype, an internet-based communications program.</p>

<p> As the popularity of Web 2.0 grows, the relationship between the users generating the content of the site and the groups and companies that own these sites is coming into focus. While in previous years, users often were passive users of websites, now they are actively involved in the sites, providing the content that is consumed. This creates a relationship that can be fraught with conflict as all involved have differing ideas of how these sites should function.</p><p> By analyzing three incidents in the history of LiveJournal, an online blogging and social communication site, this thesis explored how these communities of users and the organizations that own these sites interact. The information for this analysis was gathered through online participant observation, survey, and systematic archival mining, covering the time period from the founding of the site in 1999 until early 2012. I analyzed how the term "community" is operationalized by these stakeholders, how these communities formed and functioned, and how ideas of ownership impacted these interactions and relationships. By understanding these issues, companies and communities can find ways to build partnerships to sustain and improve their sites rather than being locked in ongoing conflict.</p>

<p> Digital Citizenship is a concept typically used in discussions of how technology impacts our relationships with others and our physical world communities. It is also used to describe ways that we can leverage our technology use and skill to make our communities and nations better and stronger. Educators are now teaching "good digital citizenship" as part of a larger civics curriculum. </p><p> But, there is a second, emerging concept that I refer to as platform specific digital citizenship. I define this platform specific citizenship as the deep and abiding commitment and sense of responsibility that people develop in relation to a particular technology, such as software or technology brand. It may also refer to the ideas that people express in regard to how technology should ideally be used and what rights and responsibilities it requires of its adherents. </p><p> Massively Multiplayer Online Worlds (MMOWs) are one place researchers are finding this deep, platform specific digital citizenship emerging. These are persistent digital universes where people from all over the world develop online personas, leadership structures, discussion forums, and business and non-profit entities. The ability and extent to which this online organization is possible is largely due to the underlying structure, rules and allowances of the world of which people choose to be a part. </p><p> One online world, Second Life, has a large, active and vocal disabled population. They have committed to this environment because of the unique opportunities and freedoms that it provides. As a user content created environment, residents, as Second Life participants are referred to, are given an unprecedented amount of freedom to create the kind of experience they want. This may involve developing relationships and projects with other disabled residents. It can also involve exploring other aspects of themselves and their interests that are often neglected in their real lives due to social exclusion, and/or lack of financial and physical access. </p><p> Most of the research and popular media examinations of disability in Second Life centers on participation in disability specific communities or the benefits of identity exploration through avatar design. But, the reasons disabled people stay here is much broader and varied than what this limited discussion suggests. Commitment to Second Life is strong precisely because disability community commitment and disability expression are not the only options but exist among a wide range of choices. Moreover, the expression of disability and use of such mediated environments is constantly debated in both word and deed. </p><p> This dissertation explores the concept of digital citizenship and why people that identify as disabled in real life are attracted to committed participation in virtual worlds, in particular, Second Life. What opportunities and rights are disabled people afforded here through the technology structure? What are the avenues of entry into the Second Life community, and what does the variety of these entry points and special interest sub-communities tell us about what is important to them? How is commitment debated and deepened through the use of public spaces and forums? And, what can researchers, public health and information professionals learn from these features that can improve their own outreach?</p>

Att säkerställa att de anställda är tillfredsställda med arbetsplatsen är viktigt för framgången av en organisation och organisationskulturen är, enligt tidigare forskning, ett verktyg som kan främja arbetstillfredsställelse. Inga tidigare studier har dock påträffats, som studerar just vilka komponenter av organisationskulturen som är av störst betydelse för arbetstillfredsställelsen, vilket var syftet med denna studie. De kulturella komponenter som har studerats är organisationsberättelser, arbetsplatsens utformning, centraliserad och decentraliserad maktstruktur, platt och hierarkisk organisationsstruktur, belöningssystem samt informella sociala aktiviteter. Genom en kvalitativ forskningsmetod, bestående av semistrukturerade intervjuer, nåddes insikter gällande vilka komponenter som potentiellt är av störst betydelse för arbetstillfredsställelsen. Resultatet antydde att de informella sociala aktiviteterna samt en decentraliserad maktstruktur var av störst betydelse, följt av belöningssystemet. Genom de insikter som nåtts kring de kulturella komponenternas betydelse för arbetstillfredsställelsen, kan organisationer förhoppningsvis på ett effektivare sätt använda organisationskulturen som ett verktyg för att främja arbetstillfredsställelse bland sina anställda.

This essay revolves around a climbing gym and its culture. The purpose of the essay is to find out how the culture at the climbing gym is affected by both climbing culture and managing culture. A qualitative study was conducted, and semi structured interviews were held with ten respondents who work at the climbing gym in question. To understand and analyse the results, Schein’s theory on organizational culture and Johnson, Scholes and Whittingtons model for culture analysis, The Cultural Web, were used. First, a brief introduction is presented, followed by the theories just mentioned, after which climbing culture is examined according to Schein’s three levels of culture. After that, the essays methodology, is presented – a qualitative study with semi structured interviews. The results and analysis are presented simultaneously, starting with a brief introduction of the climbing gym, and followed by a discussion and conclusions. The result of the study gives a thorough picture of the climbing gym’s culture and its paradigm, which is people oriented, relaxed, and features humour, climbing identity, culture as a managing mechanism, trust issues and a tension between leaders and employees. The employees can be seen as the carriers of climbing culture and the organizational culture. This study concludes that climbing culture and managing culture are not fully compatible, and when brought together, tensions may emerge. / Denna kandidatuppsats handlar om ett klättergym och dess kultur. Syftet med uppsatsen är att ta reda på hur kulturen på klättergymmet präglas av klätterkultur och styrningskultur. En kvalitativ studie genomfördes och semistrukturerade intervjuer hölls med tio respondenter som arbetar på klättergymmet i fråga. För att tolka och analysera resultaten användes Scheins teori om organisationskultur och Johnson, Scholes och Whittingtons modell för kulturanalys, The Cultural Web. Först presenteras en kort introduktion, följt av de teorier som just nämnts och därefter undersöks klätterkulturen enligt Scheins tre kulturnivåer. Ett metodavsnitt följer, där studien presenteras vara kvalitativ och ha använt sig at semistrukturerade intervjuer för att samla in materialet. Resultaten och analysen presenteras sammanvävda, och inleds med en kort introduktion av klättergymmet i fråga, och följs av en diskussion och slutsatser. Resultatet av studien ger en grundlig bild av organisationskulturen på klättergymmet och dess paradigm, som är människoorienterad, avslappnad och innehåller humor, klättraridentitet, kultur som ett styrverktyg, tillitsproblem och en spänning mellan ledare och anställda. De anställda kan ses som bärare av både klätterkultur och klättergymmets organisationskultur. Denna studie kommer fram till att klätterkultur och styrningskultur inte är fullt kompatibla, och att det kan uppstå spänningar när de sammanförs.

Digitaliseringen påverkar samhällets alla områden och människor har fått högre krav på tillgänglighet. I många länder, Sverige inklusive, utvecklar regeringar strategier för att se till att landet hänger med i denna snabba utveckling. I Sverige har en digitaliseringskommission tillsats för att se till att offentliga tjänster ska digitaliseras. En offentlig tjänst är kollektivtrafiken. Just kollektivtrafiken nämner digitaliseringskommissionen tämligen lite, trots att det är en viktig samhällstjänst där digitaliseringen har påvisats ha många möjligheter. Digitaliseringen innebär en förändring för många organisationer. Ofta hamnar fokus på organisationskultur när förändringar kommer på tal. Denna rapport syftar till att undersöka förändringsbenägenhet för digitalisering hos en kollektivtrafiksförvaltning. Rapporten utgår från en fallstudie av kollektivtrafikförvaltningen UL för att se vilka utmaningar och möjligheter deras organisationskultur skapar för digitalisering. Fyra intervjuer med anställda från UL har genomförts. Resultatet från dessa analyseras och kopplas till Gerry Johnsons teoretiska modell “the cultural web”. Slutsatsen är att det är många strukturella svårigheter då det dels handlar om en myndighet som delvis finansieras av skattepengar, och dels att idéer till utveckling endast kommer från de anställda men att stöd ovanifrån tycks saknas.

The aim of the research reported in this thesis is to investigate and understand the strategic management of airports. More specifically, the research focuses on regional airports in the UK; it charts the ways in which their strategic management capacities have changed in recent decades with regard to external pressures associated with increasing commercialisation and government policy on the ownership and control of airports. The significance of those external pressures is discussed, especially in the light of privatisation. Within this context, key concepts of strategic management are presented and the application of the cultural web model is discussed, in order to explore the links between strategic management, organisational behaviour and the external operating environment of regional airports. Using a case study approach and qualitative research methods, two regional airports have been selected for an in-depth comparative investigation: Inverness (which remains in public ownership) and East Midlands (which is in private ownership). The conclusions which emerge from the case study evidence suggests that there are significant differences in the strategic management capacities of regional airports in the UK, and these differences reflect their ownership and control. Although there is much evidence that differences between public and private airports are reducing - mainly due to the heightened commercial awareness of the former - it is clear that, unlike publicly owned airports, the transfer of ownership from public to private does indicate a transformation in organisational culture. Unlike their publicly owned counterparts, strategic objectives are clear and well established; minimising costs is a well focused strategic priority; and the pursuit of efficiency is a key strategic driver of change. The thesis concludes with sorne critical. reflections on the research undertaken and suggests areas for future investigation.

Many organizations have chosen to implement hybrid working models, in the aftermath of Covid-19. As transformations in organizations often are followed by organizational cultural change, it is of interest to investigate how expressions of culture are manifested within organizations that have implemented hybrid models. The aim of the study was to get an in-depth understanding and contribute to the field of organizational culture research and hybrid workplaces. A theoretical framework for the study was created based on a combination of the cultural web and a three-perspective approach. The research was conducted through a qualitative case study with semi-structured interviews, at a professional bureaucracy. The results of the study indicated that the paradigm of the organization, with a hybrid model, is expressed through several common values. Some cultural expressions were shown to vary between different groups, mainly based on the teams of the organization. Overall, the results indicated that the office remains the foundation for many cultural expressions, despite some parts of the daily business being adapted to remote work. For future research it would therefore be interesting to conduct a study over a longer period, thus seeing how the organizational culture changes and adapts over time.

No / This research is an attempt to identify the kind of culture which is needed for a major transnational company to become a circular economy based organization based on the guidelines of Ellen McArthur Foundation. It aims to identify and learn from organizations with the relevant culture on the particular traits which may assist other organizations foster the culture required to implement a circular economy strategy. The information gathered is expected to contribute empirical information on culture management for circular economy strategy and an attempt to fill in the literature gap on strategy, mind-set shift and culture change, especially in transitioning towards sustainable business practices. The thesis mind-map and outline of chapters have been provided. Literature pointed out that alignment between organizational culture and strategy ensures successful implementation. The development of a more sustainable economic model, the circular economy, has triggered organizations to look into their business strategies and adjust accordingly. This research is an attempt to identify and learn from organizations with relevant culture on the particular traits which may assist other organizations foster the culture required to implement a circular economy strategy. The researchers applied Johnson’s (2001) cultural web and other relevant literatures on organizational culture, leadership, collaboration, and form constructs for an exploratory case study. Several management qualities have been mentioned namely the development of cross-functional teams, establishment of relationships beyond transactional partnerships, a risk oriented learning environment, entrepreneurial organization culture and structure, and empathetic leadership.

In recent years, remote work has become increasingly common, and many companies are becoming dependent on digital communication platforms to operate. This study investigates how internal communication systems in IT companies cooperate and affect its organizational culture. Two research questions were formulated: Which aspects of the organizational culture can be considered to have a more prominent role in the companies' use of internal communication systems? As well as: What function do communication systems have for the organization's culture? To answer these questions, 14 qualitative interviews were conducted at three IT companies based in Stockholm, Sweden. The study was based on Johnson and Schole's (1992) theoretical framework the cultural web, and was analyzed with an additional focus on terms such as identification and information management. Through an abductive approach the data collection resulted in insights into employee's use of systems and corporate cultures. The conclusion showed, among other things, that routines and rituals, the company's core values and the control systems had a prominent role in the use of internal communication systems. The routines worked to increase employee identification with the company, however limited to the work group. The company's core values functioned as a story, which guided the employees in how they should both work with their customers and colleagues. The control systems had an essential role in the use of communication systems as it maintained the desired behavior despite the digital format. Finally, it emerged that the function of the communication systems for the cultures of the organizations was that it enabled a culture at a distance. With the help of the system, the culture was maintained in a digital format where it was independent of where the employees were located and the physical walls of the office. / På senare år har distansarbete blivit allt vanligare, och många företag blir i högre grad beroende av digitala kommunikationsplattformar för att kunna verka. Syftet med denna studie är att undersöka hur interna kommunikationssystem hos olika IT-företag samverkar med, och påverkar, dess organisationskulturer. För att besvara detta formulerades två forskningsfrågor: Vilka aspekter av organisationskulturen kan anses ha en mer framträdande roll sett till företagens användning av interna kommunikationssystem? Samt: Vilken funktion har kommunikationssystemen för organisationens kultur? För att finna svar på dessa forskningsfrågor genomfördes 14 kvalitativa intervjuer hos tre IT-företag med kontor i Stockholm. Genom ett abduktivt angreppssätt, där studien tog sin grund i bland annat Johnson och Scholes (1992) teoretiska ramverk det kulturella nätet, analyserades respondenternas svar utifrån termer av bland annat identifiering med organisationen och informationshantering. Slutsatsen visar bland annat att rutiner och ritualer, värdegrunden samt kontrollsystemen hade en framträdande roll sett till användningen av interna kommunikationssystem. Rutinerna fungerade för att öka de anställdas identifiering, dock begränsat till arbetsgruppen. Värdegrunden fungerade som en berättelse, vilken guidade de anställda i hur de  skulle arbeta med sina kunder och kollegor. Kontrollsystemen hade en väsentlig roll i kommunikationssystemen då det upprätthöll önskat beteende trots det digitala formatet. Slutligen framgick det att kommunikationssystemens funktion för organisationernas kulturer var att den möjliggjorde en enhetlig kultur på distans. Med hjälp av systemen upprätthålls kulturen i ett digitalt format där den är oberoende av både vart de anställda befinner sig och kontorets fysiska väggar.