This thesis presents a case study on the internal communication dynamics during the restructuring of an organization, specifically focusing on combining two departments under the same management. Previous research underscores the importance of internal communication practices on employees during the change process. However, this aspect is often neglected. This study utilizes literature to form an analytical framework for understanding the factors affecting communication practices and observing employees' reactions to internal communication during a strategic change, specifically by investigating how managers communicate internally and how employees perceive communication. A mixed-method approach was employed, collecting qualitative and quantitative data from interviews, observations, and one survey to provide a comprehensive view and real-life context. Despite the restructuring aiming to improve organizational performance, the findings reveal critical areas for improvement, particularly in the communication and collaboration between the two departments. The study uncovers that communication was mainly done through informal channels such as rumors and word of mouth, leading to differences in perspective, assumptions, and misunderstandings among employees. Despite highlighting positive effects, the findings revealed the absence of organizational structure, leadership, communication channels, and preparations, impacting how communication was executed and negatively perceived by employees. However, these findings also present an opportunity for improvement. Several factors influence the internal communication of the restructuring, including the need for a clear vision and mission, inadequate preparation, differences in perspectives between managers and employees, and varying departmental differences. To mitigate negative effects and enhance organizational effectiveness, the study recommends implementing communication strategies such as fostering common values, facilitating open dialogue, and providing feedback and training programs to employees and managers. Additionally, the results reveal that preparedness is essential for strategic changes.
| Identifer | oai:union.ndltd.org:UPSALLA1/oai:DiVA.org:uu-533065 |
| Date | January 2024 |
| Creators | Hosia, Oona, Claesson, Natalie |
| Publisher | Uppsala universitet, Företagsekonomiska institutionen |
| Source Sets | DiVA Archive at Upsalla University |
| Language | English |
| Detected Language | English |
| Type | Student thesis, info:eu-repo/semantics/bachelorThesis, text |
| Format | application/pdf |
| Rights | info:eu-repo/semantics/openAccess |
Page generated in 0.0018 seconds