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This article explores the practical application of agile leadership principles in the current corporate world, focusing on how these principles can be effectively implemented to improve management and organizational performance. Through a qualitative methodology based on case studies, the paper examines nine real-life experiences of leaders in various industries, illustrating the ten fundamental principles of agile leadership: commitment to achieving goals, customer orientation, courage to do the right thing, focus on excellence, adaptation to change, respect for others, trust and delegation of responsibilities, openness and transparency, and servant leadership. Each case provides a detailed insight into how these principles are translated into concrete strategies and practices in different organizational contexts. The findings demonstrate that adopting an agile approach to leadership not only improves adaptability and responsiveness to business environment challenges but also promotes a more inclusive, innovative, and growth-oriented organizational culture. The study concludes by highlighting the relevance of agile leadership principles for business success in the modern era and provides practical recommendations for their implementation., Este artículo explora la aplicación práctica de los principios del liderazgo ágil en el mundo corporativo actual, con énfasis en cómo estos principios pueden ser implementados efectivamente para mejorar la gestión y el desempeño organizacional. A través de una metodología cualitativa basada en estudios de caso, el trabajo examina experiencias reales de líderes en distintas industrias, que ilustran los diez principios fundamentales del liderazgo ágil: compromiso al logro de objetivos, orientación al cliente, coraje para realizar lo correcto, foco en la excelencia, adaptación al cambio, respeto hacia otros, confianza y delegación de responsabilidades, apertura y transparencia, y liderazgo servicial. Cada caso aporta una visión detallada de cómo estos principios se traducen en estrategias concretas y prácticas en diferentes contextos organizacionales. Los resultados demuestran que la adopción de un enfoque ágil en el liderazgo no solo mejora la capacidad de adaptación y respuesta a los desafíos del entorno empresarial, sino que también promueve una cultura organizacional más inclusiva, innovadora y orientada al crecimiento. El estudio concluye resaltando la relevancia de los principios del liderazgo ágil para el éxito empresarial en la era moderna y proporciona recomendaciones prácticas para su implementación.

In this paper, we investigate the link between corporate culture and workplace safety. Using a machine learning based measure of corporate culture and data on employee- and safety-related violations, we find that firms with stronger corporate culture are less likely to be penalized, incur lower regulatory fines, and have a reduced number of violations. As a potential channel, we document higher safety expenditures with stronger corporate culture. When we examine establishment-level data on actual injuries and illnesses, we find that firms with stronger corporate culture have significantly lower injury and illness rates. While shareholders have previously been found to benefit from a stronger corporate culture, we contribute with both research and practical implications on the positive effects of a strong corporate culture for employees and society at large.

The escalating demand for sustainable business practices underscores the necessity of identifying and adopting innovative solutions tailored for enduring success. This study probes the critical questions of what distinguishes certain entrepreneurs as frontrunners in implementing sustainable solutions and how their practices can serve as blueprints for widespread adaptation. The gap this research addresses hinges on a detailed understanding of the mechanisms through which these entrepreneurs’ commitment to sustainability catalyzes broader organizational and cultural changes. Employing a qualitative case study methodology, in-depth interviews were conducted with six entrepreneurs renowned for their pioneering sustainability initiatives. The findings illuminate commonalities among these leaders, including a profound interest in sustainability issues and the courage to pioneer novel, sustainable practices. Their enthusiasm effectively permeates their respective organizations, fostering an environment ripe for continual sustainable evolution. The study contributes significantly to the literature by elucidating how personal commitment in leadership can translate into comprehensive organizational change, setting a new benchmark for sustainability in organizational practices. Furthermore, it provides practical implications by showcasing that sustainable development is an ethical imperative and a viable strategic approach that can enhance competitiveness and stakeholder engagement. The recommendations in this study advocate for businesses to cultivate leadership qualities that champion sustainability, encourage cultural shifts towards sustainable practices, and develop robust frameworks for sustainability integration across all operational levels.

The escalating demand for sustainable business practices underscores the necessity of identifying and adopting innovative solutions tailored for enduring success. This study probes the critical questions of what distinguishes certain entrepreneurs as frontrunners in implementing sustainable solutions and how their practices can serve as blueprints for widespread adaptation. The gap this research addresses hinges on a detailed understanding of the mechanisms through which these entrepreneurs’ commitment to sustainability catalyzes broader organizational and cultural changes. Employing a qualitative case study methodology, in-depth interviews were conducted with six entrepreneurs renowned for their pioneering sustainability initiatives. The findings illuminate commonalities among these leaders, including a profound interest in sustainability issues and the courage to pioneer novel, sustainable practices. Their enthusiasm effectively permeates their respective organizations, fostering an environment ripe for continual sustainable evolution. The study contributes significantly to the literature by elucidating how personal commitment in leadership can translate into comprehensive organizational change, setting a new benchmark for sustainability in organizational practices. Furthermore, it provides practical implications by showcasing that sustainable development is an ethical imperative and a viable strategic approach that can enhance competitiveness and stakeholder engagement. The recommendations in this study advocate for businesses to cultivate leadership qualities that champion sustainability, encourage cultural shifts towards sustainable practices, and develop robust frameworks for sustainability integration across all operational levels.

In this paper, we investigate the link between corporate culture and workplace safety. Using a machine learning based measure of corporate culture and data on employee- and safety-related violations, we find that firms with stronger corporate culture are less likely to be penalized, incur lower regulatory fines, and have a reduced number of violations. As a potential channel, we document higher safety expenditures with stronger corporate culture. When we examine establishment-level data on actual injuries and illnesses, we find that firms with stronger corporate culture have significantly lower injury and illness rates. While shareholders have previously been found to benefit from a stronger corporate culture, we contribute with both research and practical implications on the positive effects of a strong corporate culture for employees and society at large.

The escalating demand for sustainable business practices underscores the necessity of identifying and adopting innovative solutions tailored for enduring success. This study probes the critical questions of what distinguishes certain entrepreneurs as frontrunners in implementing sustainable solutions and how their practices can serve as blueprints for widespread adaptation. The gap this research addresses hinges on a detailed understanding of the mechanisms through which these entrepreneurs’ commitment to sustainability catalyzes broader organizational and cultural changes. Employing a qualitative case study methodology, in-depth interviews were conducted with six entrepreneurs renowned for their pioneering sustainability initiatives. The findings illuminate commonalities among these leaders, including a profound interest in sustainability issues and the courage to pioneer novel, sustainable practices. Their enthusiasm effectively permeates their respective organizations, fostering an environment ripe for continual sustainable evolution. The study contributes significantly to the literature by elucidating how personal commitment in leadership can translate into comprehensive organizational change, setting a new benchmark for sustainability in organizational practices. Furthermore, it provides practical implications by showcasing that sustainable development is an ethical imperative and a viable strategic approach that can enhance competitiveness and stakeholder engagement. The recommendations in this study advocate for businesses to cultivate leadership qualities that champion sustainability, encourage cultural shifts towards sustainable practices, and develop robust frameworks for sustainability integration across all operational levels.

Uppsatsen presenterar en jämförande analys av visuellt material i års- och hållbarhetsrapporter med användning av artificiell intelligens för att utforska visuella teman och trender över tid. Studien undersöker hur bilder används inom olika företag i finans- och fastighetssektorn för att kommunicera initiativ och praxis för hållbarhet. Genom att tillämpa AI-baserade verktyg för bildigenkänning identifierar forskningen vanliga mönster, teman och förändringar i strategier för visuell representation. Våra resultat visar att företagen alltmer använder visuella element för att förbättra sina berättelser om hållbarhet. Den strategiska användning av bilder hjälper inte bara till att anpassa företagskommunikation till hållbarhetsmål utan påverkar också intressenters uppfattningar och varumärkesbild. Uppsatsen belyser skillnader i användningen av visuellt innehåll mellan sektorer, vilket tyder på ett nyanserat tillvägagångssätt för visuell kommunikation i företagsrapportering. Användningen av AI för att analysera visuell data har tillhandahållit en robust metodik för att upptäcka subtila och tydliga trender som kan förbises genom konventionella analysmetoder. Detta tillvägagångssätt har möjliggjort en detaljerad förståelse för visuella elementens roll i att förbättra tydligheten, effekten och mottagandet av företags års- och hållbarhetsrapporter, This thesis presents a comparative analysis of visual material in activity reports using artificial intelligence to explore visual themes and trends over time. The study examines how images are utilized across various companies within the financial and real estate sectors to communicate sustainability initiatives and practices. By applying AI-based image recognition tools the research identifies common patterns, themes and shifts in visual representation strategies. Our findings reveal that companies increasingly employ visual elements to enhance their sustainability narratives. This strategic use of imagery helps align corporate communications with sustainability goals and influences stakeholder perceptions and brand image. The thesis highlights differences in the application of visual content between sectors suggesting a nuanced approach to visual communication in corporate reporting. The use of AI in analyzing visual data provided a robust methodology for detecting subtle and overt trends that might be overlooked through conventional analysis methods. This approach has enabled a detailed understanding of the role of visuals in enhancing the clarity impact and reception of corporate activity reports.

Bakgrund: Mergers and Acquisitions har omfamnat företagsvärlden och framstår av många som en väsentlig strategi för att driva tillväxt och diversifiering. För familjeföretag innebär strategin en kombination av företagskulturer och ägandestrukturer. Dessa företag engagerarar sig både genom traditionella affärsmodeller och genom nya, integrerade strukturer, vilket skapar unika utmaningar. Detta kan leda till negativa effekter på företagets långsiktiga framgång, vilket betonar betydelsen av att förstå och fokusera på utmaningarna och hanteringen av dessa i samband med M&A-affärer. Ledare för familjeföretag har en viktig möjlighet att bidra till att hantera dessa utmaningar. Därför är det intressant att förstå hur de, tillsammans med andra kunniga individer, hanterar styrningen genom denna process. Syfte: Syftet med denna uppsats är att skapa förståelse för de strategiska, kulturella, juridiska, emotionella och ekonomiska utmaningar som uppstår för svenska familjeföretag i samband med en M&A-affär. Genom att tillhandahålla en kvalitativ analys av erfarenheter och upplevelser hos familjeföretag som genomfört M&A-affärer avser uppsatsen att ge en bättre förståelse för hur dessa företag hanterar ovan nämnda utmaningar. Metod: Studien utgörs av en kvalitativ flerfallstudie och tar ett fenomenologiskt vetenskapligt förhållningssätt. Det empiriska materialet i studien är insamlat genom tolv semistrukturerade intervjuer där personerna har en ledande roll eller är insatta i fenomenet. Med en iterativ ansats, där forskningsprocessen kontinuerligt växlar mellan teori och empiri, har en gradvis fördjupad förståelse för fenomenet kunnat utvecklas. Analysen av datan har utförts genom en tematisk analys. Slutsats: I studien framkommer det att familjeföretagens beslut påverkas starkt av socioemotional wealth, som prioriterar bevarandet av familjens arv och långsiktiga stabilitet högre än omedelbara ekonomiska vinster. Familjeföretag tenderar att upprätthålla starka personl, Background: Mergers and Acquisitions have embraced the corporate world and are considered by many as a crucial strategy for driving growth and diversification. For family firms, this strategy involves a combination of corporate cultures and ownership structures. These firms engage both through traditional business models and through new, integrated structures, creating unique challenges. This can lead to negative effects on the firm's long-term success, emphasizing the importance of understanding and focusing on the challenges that may arise in connection with M&A. Leaders of family firms have a significant opportunity to contribute to the management of these challenges. Therefore, it is interesting to understand how they, as well as other informed individuals, handle the management. Purpose: The purpose of this study is to create an understanding of the strategic, cultural, legal, emotional, and economic challenges that arise for Swedish family firms in connection with M&A. By providing a qualitative analysis of the experiences and perceptions of family businesses that have conducted M&A, the study aims to give a better understanding of how these firms manage these challenges. Methodology: The study is a qualitative multiple-case study and adopts a phenomenological scientific approach. The empirical material in the study has been collected through twelve semi-structured interviews with individuals who hold a leadership role or are knowledgeable about the phenomenon. With an iterative approach, where the research process continuously alternates between theory and empiricism, a gradually deepened understanding of the phenomenon has been developed. The data analysis has been performed through thematic analysis. Conclusion: The study reveals that the decisions of family firms are strongly influenced by socioemotional wealth, which prioritizes the preservation of family heritage and long-term stability over immediate financial gains. Family businesses tend

The aim of this thesis is to develop an understanding of the marketing culture of public libraries in Sweden. This is accomplished through an analysis of the marketing knowledge, perceptions, and practices among public library staff. The thesis is based on the notion that a marketing culture which permeates the entire staff is necessary for effective marketing and a higher user satisfaction. This study defines marketing culture as an integral part of an organization's overall culture. It encompasses shared attitudes, values, and knowledge-based beliefs that guide how the organization engages in marketing activities. A total of eight interviews were conducted with library staff from four different municipalities. A document review was also conducted to gain a broader insight into the issue, consisting of library plans and policy documents related to communication. A notable finding of this study is the varying levels of marketing knowledge among library staff. While some demonstrate a comprehensive understanding, others conflate marketing with communication or primarily associate it with advertising and sales. This underscores the persistence of misconceptions about marketing among library staff. Surprisingly, many respondents do not perceive the marketing concept as problematic for libraries, indicating a growing acceptance. However, some informants point out that not all their colleagues share this perspective. This study also reveals that the libraries fall short when it comes to performing user research and evaluation of marketing activities. Notably, only the public libraries in Stockholm have a communication plan with goals explicitly linked to the library's overarching objectives. Perhaps by employing staff with marketing expertise and establishing well-defined marketing objectives, the marketing efforts can become more effective and reach a wider audience. This is a two years master’s thesis in Library and Information Science.

Background: Businesses are increasingly expanding their businesses globally, evolving into multinational enterprises. Managers within MNEs extensively use corporate culture to maintain a unified organization and guarantee them more control over their subsidiaries. Nevertheless, MNE’s subsidiaries are also embedded in their own national culture, which might differ from the corporate and national culture of the company. Swedish corporate and national culture differs extensively from other countries, which may result in Swedish MNEs encountering several challenges when aiming to implement their corporate culture within their subsidiaries. Consequently, different strategies are employed with the aim of an effective implementation process. Purpose: The purpose of this study is to enhance comprehension regarding Swedish multinational enterprises’ implementation process of their corporate culture within their subsidiaries abroad. It will provide a deeper understanding of strategies Swedish MNEs employ during this process and investigate how the Swedish corporate culture might hinder the process of implementation. Method: This study is based on the relativism and social constructionism paradigm and is conducted through qualitative research with semi-structured interviews with eight different Swedish Multinational Enterprises. In addition, an inductive approach is employed, seeking to find new information and perspectives among the data, given the varied experiences among the interview subjects. Conclusion: The empirical findings present three new challenges and seven new strategies regarding Swedish MNEs implementing their corporate culture in foreign subsidiaries. The challenges regard resistance against Swedish businesses overall, subsidiaries unwilling to change their corporate culture, as well as difficulties in understanding the Swedish corporate culture. The strategies regard trust-building initiatives, leadership education, education in cultural differences

Syfte: Studiens övergripande syfte är att undersöka och analysera manifestationen av grit inom fastighetsmäklarbranschen och dess företagskultur, med särskilt fokus på dess påverkan på fastighetsmäklarnas subjektiva välbefinnande. Metod: Studien bygger på en kvantitativ metod med ett deduktivt synsätt, där data har samlats in genom en webbaserad enkät. Enkäten skickades ut till urvalet, bestående av 4 724 svenska fastighetsmäklare utifrån hela populationen på 7 465 fastighetsmäklare. Totalt samlades 371 svar in varav 365 svar var användbara. All data har analyserats i statistikprogrammet JASP. För att lyckas redovisa och tolka resultatet har deskriptiva analyser, korrelationsanalyser, T-tester samt ANOVA använts. Resultat och slutsats: Resultaten visar att en positiv företagskultur främjar medarbetarnas uthållighet, medan grit har en stark koppling till subjektivt välbefinnande. Demografiska faktorer som kön, ålder och erfarenhet påverkar också manifestationen av grit och välbefinnande bland fastighetsmäklare. Examensarbetets bidrag: Denna studie utökar den teoretiska förståelsen av sambandet mellan företagskultur, grit och subjektivt välbefinnande. Resultaten understryker vikten av en positiv företagskultur för att främja anställdas uthållighet och välbefinnande, vilket är avgörande för långsiktig framgång. På praktisk nivå erbjuder studien insikter för företag att förbättra sina anställdas välbefinnande och prestationer genom att anpassa arbetsmiljön efter demografiska variabler. Förslag till fortsatt forskning: För vidare forskning rekommenderas longitudinella studier för att undersöka långsiktiga effekter av företagskultur på grit och välbefinnande. Ytterligare forskning kan fokusera på specifika aspekter av företagskultur och dess påverkan på arbetsmiljö och prestationer. Dessutom bör framtida studier inkludera bredare demografisk och geografisk variation för att generalisera resultaten till andra branscher och kulturella kontexter., Aim: The overarching aim of this study is to investigate and analyze the manifestation of Grit within the real estate brokerage industry and its corporate culture, with a particular focus on its impact on the subjective well-being of real estate agents. Method: The study is based on a quantitative method with a deductive approach, where data was collected through a web-based survey. The survey was sent to a sample of 4 724 Swedish real estate agents from the entire population of 7 465 agents. A total of 371 responses were collected, of which 365 were usable. All data were analyzed using the statistical software JASP. To successfully present and interpret the results, descriptive analyses, correlation analyses, T-tests, and ANOVA were used. Result and conclusions: The results indicate that a positive corporate culture promotes employees' perseverance, while grit is strongly linked to subjective well-being. Demographic factors such as gender, age, and experience also influence the manifestation of grit and well-being among real estate agents. Contribution of the thesis: This study expands the theoretical understanding of the relationship between corporate culture, grit, and subjective well-being. The findings underscore the importance of a positive corporate culture in promoting employee resilience and well-being, which is crucial for long-term success. On a practical level, the study offers insights for companies to enhance their employees' well-being and performance by adapting the work environment to demographic variables. Suggestions for future research: Longitudinal studies are recommended for examining the long-term effects of corporate culture on grit and well-being. Additional research could focus on specific aspects of corporate culture and their impact on work environment and performance. Furthermore, future studies should incorporate broader demographic and geographic variations to generalize the findings to other industries and cultural contexts.

Samhället består av många olika organisationer som alla innehåller två viktiga delar vilka är företagskultur och ledarskap. Givet kunskapsläget som föreligger finns det anledningar att undersöka det komplexa samspel som föreligger mellan de två fenomenen. Syftet med denna studie är därmed att analysera hur ledare inom IKEA uppfattar och påverkas av företagskulturen. Första frågeställningen utreder hur ledare inom IKEA uppfattar företagskulturen. Andra frågeställningen undersöker på vilka sätt ledare inom IKEA anser att de påverkas av företagskulturen. Studiens empiriska material har samlats in genom nio semistrukturerade intervjuer och en observation. Materialet har sedan kategoriserats utifrån vad som framkommit under intervjuerna och observationen, med hjälp av en tematisk dataanalys. Resultatet visar att ledarnas uppfattning av företagskulturen är att den är stark och främst består av värderingar men att den även innehåller synliga aspekter samt oskrivna regler. Vidare visar resultatet att ledarna påverkas av företagskulturen genom att den influerar deras dagliga arbete samt att den kan möjliggöra men även utmana när det kommer till att leda. Endast en respondent hade en skild uppfattning och menade att företagskulturen inte är något som denne arbetar aktivt med i allt det dagliga arbetet, utan att det enbart sker ibland., Society consists of many different organizations, all of which contain two important elements: corporate culture and leadership. Given the current state of knowledge, there are reasons to investigate the complex interplay between these two phenomena. The aim of this study is therefore to analyze how leaders within IKEA perceive and are influenced by the corporate culture. The first research question investigates how leaders within IKEA perceive the corporate culture. The second research question examines how leaders within IKEA perceive they are affected by the corporate culture. The empirical material of the study has been collected through nine semi-structured interviews and one observation. The gathered data were then categorized based on the findings from the interviews and the observation, using a thematic analysis. The results indicate that leaders' perception of the culture is strong and is characterized primarily by values but also by visible aspects and unwritten rules. Furthermore, the results indicate that leaders are influenced by the corporate culture in their daily work, and that it can both facilitate and challenge their leadership. Only one respondent had a different opinion, stating that the corporate culture is not something they actively work with in their daily work, but only occasionally.

As technology evolves, companies face both new opportunities and challenges in staying competitive. Traditionally, businesses focused on branding related to their products or services. But nowadays, having a skilled and dedicated workforce is seen as the key competitive advantage—a concept known as employer branding. Employer branding is about how a company is perceived as an employer, not just by consumers but also by potential employees. It involves both external communication, like advertising, and internal activities within the organization to build its reputation as an employer. This study focuses specifically on how large Swedish companies use internal employer branding to attract, engage, and retain employees. It uses a qualitative research approach, comparing three well-known Swedish companies: IKEA, Volvo, and Spotify.The study finds that the internal employer branding process revolves around five main factors: leadership vision, organizational identity, corporate culture, HR-marketing communication, and the company's efforts to define its value proposition for employees. It also highlights the importance of management innovation and transparent, inclusive leadership styles. On a practical level, the study enhances comprehension of how employers can effectively attract prospective employees, and engage, and retain employees.

The escalating demand for sustainable business practices underscores the necessity of identifying and adopting innovative solutions tailored for enduring success. This study probes the critical questions of what distinguishes certain entrepreneurs as frontrunners in implementing sustainable solutions and how their practices can serve as blueprints for widespread adaptation. The gap this research addresses hinges on a detailed understanding of the mechanisms through which these entrepreneurs’ commitment to sustainability catalyzes broader organizational and cultural changes. Employing a qualitative case study methodology, in-depth interviews were conducted with six entrepreneurs renowned for their pioneering sustainability initiatives. The findings illuminate commonalities among these leaders, including a profound interest in sustainability issues and the courage to pioneer novel, sustainable practices. Their enthusiasm effectively permeates their respective organizations, fostering an environment ripe for continual sustainable evolution. The study contributes significantly to the literature by elucidating how personal commitment in leadership can translate into comprehensive organizational change, setting a new benchmark for sustainability in organizational practices. Furthermore, it provides practical implications by showcasing that sustainable development is an ethical imperative and a viable strategic approach that can enhance competitiveness and stakeholder engagement. The recommendations in this study advocate for businesses to cultivate leadership qualities that champion sustainability, encourage cultural shifts towards sustainable practices, and develop robust frameworks for sustainability integration across all operational levels.

This study examines whether and how a strong corporate culture influences stakeholder violations. Using a longitudinal sample of monetary penalties imposed on US-listed firms for stakeholder violations, I find evidence that a strong corporate culture is significantly and negatively associated with such violations. This outcome remains robust to a series of robustness and endogeneity tests, including the application of the generalized method of moments (GMM), entropy balancing, and propensity score matching (PSM) estimation. The channel analysis evidence implies that information asymmetry is a possible mechanism through which a strong corporate culture is associated with stakeholder violations. A cross-sectional analysis demonstrates that the documented association between strong corporate culture and stakeholder violations is stronger for companies with weak external monitoring. Additionally, the negative association between strong corporate culture and stakeholder violations varies across violation types and cultural dimensions. This study contributes to the ongoing discourse on the role of informal corporate governance mechanisms (corporate culture) in mitigating corporate stakeholder violations. Finally, it has important implications for stakeholders, including policymakers, regulators, and practitioners, intending to promote responsible business practices.

The aim of this thesis is to develop an understanding of the marketing culture of public libraries in Sweden. This is accomplished through an analysis of the marketing knowledge, perceptions, and practices among public library staff. The thesis is based on the notion that a marketing culture which permeates the entire staff is necessary for effective marketing and a higher user satisfaction. This study defines marketing culture as an integral part of an organization's overall culture. It encompasses shared attitudes, values, and knowledge-based beliefs that guide how the organization engages in marketing activities. A total of eight interviews were conducted with library staff from four different municipalities. A document review was also conducted to gain a broader insight into the issue, consisting of library plans and policy documents related to communication. A notable finding of this study is the varying levels of marketing knowledge among library staff. While some demonstrate a comprehensive understanding, others conflate marketing with communication or primarily associate it with advertising and sales. This underscores the persistence of misconceptions about marketing among library staff. Surprisingly, many respondents do not perceive the marketing concept as problematic for libraries, indicating a growing acceptance. However, some informants point out that not all their colleagues share this perspective. This study also reveals that the libraries fall short when it comes to performing user research and evaluation of marketing activities. Notably, only the public libraries in Stockholm have a communication plan with goals explicitly linked to the library's overarching objectives. Perhaps by employing staff with marketing expertise and establishing well-defined marketing objectives, the marketing efforts can become more effective and reach a wider audience. This is a two years master’s thesis in Library and Information Science.

Samhället består av många olika organisationer som alla innehåller två viktiga delar vilka är företagskultur och ledarskap. Givet kunskapsläget som föreligger finns det anledningar att undersöka det komplexa samspel som föreligger mellan de två fenomenen. Syftet med denna studie är därmed att analysera hur ledare inom IKEA uppfattar och påverkas av företagskulturen. Första frågeställningen utreder hur ledare inom IKEA uppfattar företagskulturen. Andra frågeställningen undersöker på vilka sätt ledare inom IKEA anser att de påverkas av företagskulturen. Studiens empiriska material har samlats in genom nio semistrukturerade intervjuer och en observation. Materialet har sedan kategoriserats utifrån vad som framkommit under intervjuerna och observationen, med hjälp av en tematisk dataanalys. Resultatet visar att ledarnas uppfattning av företagskulturen är att den är stark och främst består av värderingar men att den även innehåller synliga aspekter samt oskrivna regler. Vidare visar resultatet att ledarna påverkas av företagskulturen genom att den influerar deras dagliga arbete samt att den kan möjliggöra men även utmana när det kommer till att leda. Endast en respondent hade en skild uppfattning och menade att företagskulturen inte är något som denne arbetar aktivt med i allt det dagliga arbetet, utan att det enbart sker ibland., Society consists of many different organizations, all of which contain two important elements: corporate culture and leadership. Given the current state of knowledge, there are reasons to investigate the complex interplay between these two phenomena. The aim of this study is therefore to analyze how leaders within IKEA perceive and are influenced by the corporate culture. The first research question investigates how leaders within IKEA perceive the corporate culture. The second research question examines how leaders within IKEA perceive they are affected by the corporate culture. The empirical material of the study has been collected through nine semi-structured interviews and one observation. The gathered data were then categorized based on the findings from the interviews and the observation, using a thematic analysis. The results indicate that leaders' perception of the culture is strong and is characterized primarily by values but also by visible aspects and unwritten rules. Furthermore, the results indicate that leaders are influenced by the corporate culture in their daily work, and that it can both facilitate and challenge their leadership. Only one respondent had a different opinion, stating that the corporate culture is not something they actively work with in their daily work, but only occasionally.

Syfte: Studiens övergripande syfte är att undersöka och analysera manifestationen av grit inom fastighetsmäklarbranschen och dess företagskultur, med särskilt fokus på dess påverkan på fastighetsmäklarnas subjektiva välbefinnande. Metod: Studien bygger på en kvantitativ metod med ett deduktivt synsätt, där data har samlats in genom en webbaserad enkät. Enkäten skickades ut till urvalet, bestående av 4 724 svenska fastighetsmäklare utifrån hela populationen på 7 465 fastighetsmäklare. Totalt samlades 371 svar in varav 365 svar var användbara. All data har analyserats i statistikprogrammet JASP. För att lyckas redovisa och tolka resultatet har deskriptiva analyser, korrelationsanalyser, T-tester samt ANOVA använts. Resultat och slutsats: Resultaten visar att en positiv företagskultur främjar medarbetarnas uthållighet, medan grit har en stark koppling till subjektivt välbefinnande. Demografiska faktorer som kön, ålder och erfarenhet påverkar också manifestationen av grit och välbefinnande bland fastighetsmäklare. Examensarbetets bidrag: Denna studie utökar den teoretiska förståelsen av sambandet mellan företagskultur, grit och subjektivt välbefinnande. Resultaten understryker vikten av en positiv företagskultur för att främja anställdas uthållighet och välbefinnande, vilket är avgörande för långsiktig framgång. På praktisk nivå erbjuder studien insikter för företag att förbättra sina anställdas välbefinnande och prestationer genom att anpassa arbetsmiljön efter demografiska variabler. Förslag till fortsatt forskning: För vidare forskning rekommenderas longitudinella studier för att undersöka långsiktiga effekter av företagskultur på grit och välbefinnande. Ytterligare forskning kan fokusera på specifika aspekter av företagskultur och dess påverkan på arbetsmiljö och prestationer. Dessutom bör framtida studier inkludera bredare demografisk och geografisk variation för att generalisera resultaten till andra branscher och kulturella kontexter., Aim: The overarching aim of this study is to investigate and analyze the manifestation of Grit within the real estate brokerage industry and its corporate culture, with a particular focus on its impact on the subjective well-being of real estate agents. Method: The study is based on a quantitative method with a deductive approach, where data was collected through a web-based survey. The survey was sent to a sample of 4 724 Swedish real estate agents from the entire population of 7 465 agents. A total of 371 responses were collected, of which 365 were usable. All data were analyzed using the statistical software JASP. To successfully present and interpret the results, descriptive analyses, correlation analyses, T-tests, and ANOVA were used. Result and conclusions: The results indicate that a positive corporate culture promotes employees' perseverance, while grit is strongly linked to subjective well-being. Demographic factors such as gender, age, and experience also influence the manifestation of grit and well-being among real estate agents. Contribution of the thesis: This study expands the theoretical understanding of the relationship between corporate culture, grit, and subjective well-being. The findings underscore the importance of a positive corporate culture in promoting employee resilience and well-being, which is crucial for long-term success. On a practical level, the study offers insights for companies to enhance their employees' well-being and performance by adapting the work environment to demographic variables. Suggestions for future research: Longitudinal studies are recommended for examining the long-term effects of corporate culture on grit and well-being. Additional research could focus on specific aspects of corporate culture and their impact on work environment and performance. Furthermore, future studies should incorporate broader demographic and geographic variations to generalize the findings to other industries and cultural contexts.

Background: Businesses are increasingly expanding their businesses globally, evolving into multinational enterprises. Managers within MNEs extensively use corporate culture to maintain a unified organization and guarantee them more control over their subsidiaries. Nevertheless, MNE’s subsidiaries are also embedded in their own national culture, which might differ from the corporate and national culture of the company. Swedish corporate and national culture differs extensively from other countries, which may result in Swedish MNEs encountering several challenges when aiming to implement their corporate culture within their subsidiaries. Consequently, different strategies are employed with the aim of an effective implementation process. Purpose: The purpose of this study is to enhance comprehension regarding Swedish multinational enterprises’ implementation process of their corporate culture within their subsidiaries abroad. It will provide a deeper understanding of strategies Swedish MNEs employ during this process and investigate how the Swedish corporate culture might hinder the process of implementation. Method: This study is based on the relativism and social constructionism paradigm and is conducted through qualitative research with semi-structured interviews with eight different Swedish Multinational Enterprises. In addition, an inductive approach is employed, seeking to find new information and perspectives among the data, given the varied experiences among the interview subjects. Conclusion: The empirical findings present three new challenges and seven new strategies regarding Swedish MNEs implementing their corporate culture in foreign subsidiaries. The challenges regard resistance against Swedish businesses overall, subsidiaries unwilling to change their corporate culture, as well as difficulties in understanding the Swedish corporate culture. The strategies regard trust-building initiatives, leadership education, education in cultural differences

As technology evolves, companies face both new opportunities and challenges in staying competitive. Traditionally, businesses focused on branding related to their products or services. But nowadays, having a skilled and dedicated workforce is seen as the key competitive advantage—a concept known as employer branding. Employer branding is about how a company is perceived as an employer, not just by consumers but also by potential employees. It involves both external communication, like advertising, and internal activities within the organization to build its reputation as an employer. This study focuses specifically on how large Swedish companies use internal employer branding to attract, engage, and retain employees. It uses a qualitative research approach, comparing three well-known Swedish companies: IKEA, Volvo, and Spotify.The study finds that the internal employer branding process revolves around five main factors: leadership vision, organizational identity, corporate culture, HR-marketing communication, and the company's efforts to define its value proposition for employees. It also highlights the importance of management innovation and transparent, inclusive leadership styles. On a practical level, the study enhances comprehension of how employers can effectively attract prospective employees, and engage, and retain employees.

In this paper, we investigate the link between corporate culture and workplace safety. Using a machine learning based measure of corporate culture and data on employee- and safety-related violations, we find that firms with stronger corporate culture are less likely to be penalized, incur lower regulatory fines, and have a reduced number of violations. As a potential channel, we document higher safety expenditures with stronger corporate culture. When we examine establishment-level data on actual injuries and illnesses, we find that firms with stronger corporate culture have significantly lower injury and illness rates. While shareholders have previously been found to benefit from a stronger corporate culture, we contribute with both research and practical implications on the positive effects of a strong corporate culture for employees and society at large.

La cultura organizacional, es un elemento que adquiere cada vez más importancia, dado que se ve afectada por los constantes cambios del entorno. Por consiguiente, evaluar la cultura organizacional permite comprender el impacto que esta tiene en los logros de la compañía. En esta investigación se plantea como objetivo principal medir la cultura organizacional en la estación de Colombia, para Goddard Catering Group (G.C.G.), a través de un instrumento que determine el nivel de cultura en el que se ubica la empresa. Para ello se empleó investigación de tipo descriptiva con enfoque cuantitativo la empresa cuenta con 291 empleados, del cual, se toma una muestra de 173 participantes, se aplica el cuestionario Denison Organizational Culture Survey, el cual es útil para identificarlas características de la cultura organizacional de las empresas, el tratamiento para el tipo de cuestionarios con preguntas de tipo Likert.

In this paper, we investigate the link between corporate culture and workplace safety. Using a machine learning based measure of corporate culture and data on employee- and safety-related violations, we find that firms with stronger corporate culture are less likely to be penalized, incur lower regulatory fines, and have a reduced number of violations. As a potential channel, we document higher safety expenditures with stronger corporate culture. When we examine establishment-level data on actual injuries and illnesses, we find that firms with stronger corporate culture have significantly lower injury and illness rates. While shareholders have previously been found to benefit from a stronger corporate culture, we contribute with both research and practical implications on the positive effects of a strong corporate culture for employees and society at large.

The escalating demand for sustainable business practices underscores the necessity of identifying and adopting innovative solutions tailored for enduring success. This study probes the critical questions of what distinguishes certain entrepreneurs as frontrunners in implementing sustainable solutions and how their practices can serve as blueprints for widespread adaptation. The gap this research addresses hinges on a detailed understanding of the mechanisms through which these entrepreneurs’ commitment to sustainability catalyzes broader organizational and cultural changes. Employing a qualitative case study methodology, in-depth interviews were conducted with six entrepreneurs renowned for their pioneering sustainability initiatives. The findings illuminate commonalities among these leaders, including a profound interest in sustainability issues and the courage to pioneer novel, sustainable practices. Their enthusiasm effectively permeates their respective organizations, fostering an environment ripe for continual sustainable evolution. The study contributes significantly to the literature by elucidating how personal commitment in leadership can translate into comprehensive organizational change, setting a new benchmark for sustainability in organizational practices. Furthermore, it provides practical implications by showcasing that sustainable development is an ethical imperative and a viable strategic approach that can enhance competitiveness and stakeholder engagement. The recommendations in this study advocate for businesses to cultivate leadership qualities that champion sustainability, encourage cultural shifts towards sustainable practices, and develop robust frameworks for sustainability integration across all operational levels.

This project, undertaken as part of the Research Assignment for Exchange Students at the Barcelona School of Industrial Engineering (ETSEIB), represents a culmination of a semester-long academic mobility experience. Collaborating with a supervising professor, the aim of this research endeavor was to identify and delve into a pertinent topic within the realm of industrial engineering technologies. The chosen focus centers on the paradigm shift associated with teleworking, a subject of growing significance in the contemporary global workforce. The global work environment has witnessed a profound transformation, primarily driven by the widespread adoption of teleworking. This shift, propelled by technological advancements, has been further accelerated by unprecedented events such as the COVID-19 pandemic. The resulting impact has transcended traditional work structures, ushering in a dynamic and flexible paradigm that demands a comprehensive understanding. This research work is dedicated to unraveling the intricate facets of the teleworking phenomenon, with a specific focus on its relationship with organizational culture, leadership, and social sustainability. Through systematic research, the report aims to provide a nuanced understanding of the challenges and opportunities posed by remote work, ultimately contributing to the optimization of the teleworking experience. The report is structured to guide the reader through the various stages of the research process, from the identification of the research topic to the key findings. The thematic progression encompasses the overall concept of teleworking, with the subsequent sections delve into the interplay between teleworking and organizational culture, the role of leadership, and the broader implications for social sustainability. In summary, this report serves as a comprehensive record of the research conducted, offering valuable insights into this contemporary and highly relevant subject. The findings presented herein

Title: How does a corporate culture affect the way an organization is built in Sweden Level: Bachelor's degree thesis in business administration Author: Martin Wadia and Jonatan Holst Supervisor: Alice Schmuck Date: 2023 January Purpose: The purpose of this study is to analyze the cultural aspect within an organization, how it affects organizational structure and when a company with a different corporate cultureconducts business in Sweden. We will examine how a Japanese company adapted itsorganization to cross-cultural differences and analyze whether hierarchy systems create valuefor them in a country where that culture is not as common. Method: This study was based on a qualitative research method. The primary data collectionis based on semi-structured interviews and written interviews. The secondary data collection isbased on business literature. Conclusion: This study concludes that the Japanese corporate culture does not affect the officethat is established in the Swedish market. At the same time as the company that is establishedin the Swedish market adapts as best it can to be able to fit in among other competitors. Thestudy has also concluded that the hierarchy has no influence in Sweden due to the nonaccepting Swedish culture. Contribution of the thesis: The study gives Japanese companies insight into what obstaclesmay arise in Sweden. At the same time, the studies contribute with more understanding of howcross-cultural situations are handled in Sweden. Suggestion for further research: Further research can conduct a multiple case study withseveral Japanese companies., Titel: Hur påverkar en företagskultur sättet att bygga en organisation i SverigeNivå: Examensarbete på grundnivå (kandidatexamen) i ämnet företagsekonomi Författare: Martin Wadia och Jonatan Holst Handledare: Alice Schmuck Datum: 2023 Januari Syfte: Syftet med denna studie är att analysera den kulturella aspekten inom en organisation, hur den påverkar organisationsuppbyggnad och när ett företag med annorlunda företagskulturbedriver verksamhet i Sverige. Vi ska undersöka hur ett japanskt företag anpassat sinorganisation till tvärkulturella skillnader och analysera om hierarkisystem skapar värde för demi ett land där den kulturen inte är lika vanlig. Metod: Denna studie baserades på en kvalitativ forskningsmetod. Den primäradatainsamlingen är baserad på semistrukturerade intervjuer och skriftliga intervjuer. Densekundära datainsamlingen är baserad på företagslitteratur. Slutsats: Denna studie kommer fram till att den japanska företagskulturen inte påverkarkontoret som etableras i den svenska marknaden. Samtidigt som företaget som etableras i densvenska marknaden anpassar sig så gott den kan för att kunna passa in bland andrakonkurrenter. Studien har även kommit fram till att hierarkin inte har inflytande i Sverige pågrund av den icke accepterande svenska kulturen. Examensarbetets bidrag: Studien ger japanska företag insikt på vilka hinder som kan uppståi Sverige. Samtidigt bidrar studien med mer förståelse inom hur tvärkulturella situationerhanteras i Sverige. Förslag till vidare forskning: Vidare forskning kan utföra en flerfallstudie med flera japanskaföretag

Product development is more complex than ever. Industries all over the world face intensified competition, forcing firms to improve their innovation performance. This involves integrating software development to a greater extent. As an effort to cope with such progression, agile project management methodologies have been adopted. These include methodologies that are tailored to fit large organisations, made to enhance communication and speed up decision-making. Moreover, such methodologies allocate time for joint planning sessions (such as Program Increment Planning) to foster coordination between teams. The need for extensive coordinating capabilities increases with firm size and product complexity, meaning that large, multinational manufacturers with integrated software- and hardware development face the greatest challenges. With difficult coordination challenges comes a demand for prominent organisational coordination capabilities. This includes capabilities to identify dependencies between agile teams in time, to avoid delays, budget overruns, and quality issues. Hence, firms must adopt sufficient project management procedures, as well as shape organisational artefacts, processes, and culture to maximise their organisational coordination capabilities. In this project, these artefacts, processes, and the organisational culture were defined as factors. Furthermore, the project aimed at (1) – identifying factors that positively contribute to organisations’ capabilities to find inter-team dependencies, and (2) – investigating how to favour those identified factors. The research was conducted at Volvo Car Corporation, a Swedish car manufacturer that undergoes a transition towards being a large-scale agile organisation. Theories concerning coordination, communication, and knowledge management were jointly deployed to construct a state-of-the-art theoretical framework. Thereafter, the conceptual model was the guiding lens for collecting and analysing empirical evidence

Företagskultur och ett företags tillhörande värderingar är ett aktuellt ämne som är vanligt att diskutera ur olika perspektiv. Även rekrytering är ett omdiskuterat område. Det är vanligt att man i rekryteringsprocesser använder kompetensbaserade metoder och tekniker där urvalet baseras på de kompetenser som rollen kräver. Denna uppsats undersöker hur företag med en stark och tydlig företagskultur arbetar med kultur och värderingsfrågor i arbetet att rekrytera en chef. Studien genomförs med hjälp av kvalitativ metod, genom semistrukturerade intervjuer och baseras på ett underlag från sex informanter. Dessa informanter arbetar som rekryterare och har erfarenhet av chefsrekrytering i företag med starka och tydliga värderingar. Undersökningen fokuserar på informanternas upplevelser av ämnet och vad de har för perspektiv på hur stor inverkan företagskultur och värderingar har inom chefsrekrytering. Det insamlade empiriska materialet analyseras med utgångspunkt i Scheins (2017) teorier om företagskultur och ledare via en tematisk analys. Resultatet från studien visar att rekryterare upplever att företagskultur och värderingar har stor betydelse och inverkan på rekryteringsprocessen. Detta beror på att chefer är förebilder och behöver ha rätt värderingar för att kunna förmedla och implementera företagets värderingar nedåt i organisationen. Ytterligare resultat som presenteras i undersökningen är att rekryterare har olika metoder för att inkludera organisationens företagskultur och dess värderingar i rekryteringsprocessen. En metod är att inkludera värderingarna i ett kompetensbaserat arbetssätt och omvandla dessa till kompetenser. En tillhörande väsentlig aspekt när värderingar översätts till kompetenser är att det finns tydliga grunder att göra en rättvis bedömning av värderingarna. Samtidigt är en slutsats av denna undersökning att olika perspektiv och erfarenheter bidrar till att utveckla företaget, Corporate culture and a company's associated values are topics that are commonly discussed from different perspectives. Recruitment is also a frequently discussed area. It is common to use competence-based methods in recruitment processes, a technique where the selection is based on the role requirements. This paper examines how companies with strong corporate culture work with culture and value issues in the process of recruiting managers. The study is conducted by using a qualitative method, through semi-structured interviews, and is based on six informants who work as recruiters and have experience of executive recruitment in companies with strong values. The study focuses on the informants' experiences of the topic and what perspectives they have on how big the impact of corporate culture and values have in executive recruitment. The collected empirical material is analyzed based on Schein's theory (2017) of corporate culture. The results of the study show that recruiters perceive that corporate culture and values have great importance and impact on the recruitment process. This is because managers are role models and need to have the right values to be able to convey the company's values in the organization. Additional results presented in the study are that recruiters have different methods of including the organization's corporate culture and its values in the recruitment process. One method is to include the values in a competence-based approach and convert these into competences. An essential perspective when values are translated into competences is that there are clear grounds for making a fair assessment. At the same time, the conclusion of this study is that different perspectives and experiences contribute to developing the company and its corporate culture going forward. Therefore, it's important as a recruiter to work with diversity, as this will benefit the company and its corporate culture in the long term.

Titel:Vilken inverkan kan en artefakt med symboliskt och historiskt laddat värde ha, i syfte att omvrida en företagskultur? Syftet med denna studie är att undersöka hur människor upplever och förstår ett kul- turellt förändringsinitiativ, utifrån en artefakt med symboliskt och historiskt laddat värde. Detta genom att titta på ett specifikt fall för att i realtid kunna studera hur artefakten påverkar människornas värderingar, föreställningar, innebörder och känslor kopplat till artefakten. Studiens ändamål är att bidra med fördjupad kunskap inom organisationsforskningen och fenomenet företagskultur. Studien är en explorativ fallstudie vilken genomfördes med hjälp av observationer, semistrukturerade intervjuer samt granskning av fältanteckningar. Organisationsmedarbetare som är direkt involverade i och påverkade av organissationsförändringsinitiativet observerades delvis i sin arbetsmiljö och under intervjuer. Intervjuerna baserades på den artefakt som lett förändringsinitiativet med fokus på organsiationsmedarbetarnas upplevelser och förståelse av artefakten/förändringen. För att analysera empirimassan användes tematisk analys. Studien har kommit fram till att artefakter som karaktäriseras av gemensamma före- ställningar och positiv attityd kan användas för att kunna omdefiniera grundläggande antaganden och omvrida kulturen. Studiens empiriska fynd visar även att det kan upp- stå en konflikt med att använda en historisk laddad artefakt med starka band till det förflutna. Förklaringen är att symboler är kontextberoende, där den nutida kontexten inte överensstämmer med de kollektiva föreställningarna. De meningsskiljaktigheter som uppstår kan bidra till att försvaga kulturen istället för den goda tanken om att förstärka den. De negativa attityderna kan orsaka splittring, vilket blir svårt för led- ningen att använda i sitt kulturprogram.

Masterarbeit Universität Innsbruck 2023

Objectives and Key Results (OKR) are widely recognised as a critical driver of Google's success and are often referred to as the company's "wonder weapon". However, despite their widespread use, comprehensive research on OKRs is limited. The theory indicates a missing link between corporate culture, feedback culture and OKRs. In response, this study proposes a value-based assessment that is consistent with the OKR approach. Results derived from qualitative interviews show that a strong feedback culture and the alignment of the values accountability, trust and psychological safety, employee engagement and risk-taking play an essential role in enabling OKRs to maximise their effectiveness. Further, it highlights the importance of integrating feedback culture into the OKR process and offers practical insights for companies seeking to align their values to ensure successful OKR implementation. By implementing OKRs appropriately, companies can improve the cultural fit between the values associated with OKRs and the feedback culture., Masterarbeit Universität Innsbruck 2023

I dagens företagsvärld är sammanslagningar av två eller flera organisationer ett vanligt förekommande fenomen och genomförs ofta med målet att effektivisera verksamheterna och uppnå fler konkurrensfördelar. Vidare omfattar detta stora förändringar i organisationerna, där en märkbar förändring kan vara i företagskulturen. För att medarbetarna ska bilda en förståelse för förändringarna och den nya sammanslagna organisationen måste de införlivas, organisationssocialiseras, i det nya. I denna kvalitativa studie studerades en pågående sammanslagning mellan två bolag verksamma inom läkemedelsbranschen. Detta studerades genom paraplybegreppen: organisationssoclialisering, företagskultur och förändringsarbete. Syftet med denna studie är att dels skildra medarbetares upplevelser av organisationssocialisering vid en sammanslagning. Dels att bidra med kunskaper om tillämpade strategier för organisationssocialisering och byggandet av en gemensam företagskultur vid en sammanslagning. Syftet har besvarats genom följande två forskningsfrågor: “Vilka upplevelser har medarbetare av organisationerssocialisering och byggandet av en gemensam företagskultur i samband med en sammanslagning?” och “Vilka strategier tillämpar organisationer för att främja organisationssocialisering och bygga en gemensam företagskultur i samband med en sammanslagning?”. Vidare har empiriska data samlats in genom semistrukturerade intervjuer. Sex intervjuer genomfördes för att undersöka medarbetarnas upplevelser. Den sista intervjun hölls med organisationens talesperson för att undersöka vilka strategier som använts i samband med den pågående sammanslagningen. Totalt genomfördes sju intervjuer. Under intervjuerna framkom olika teman, vilka analyserades med hjälp av studiens tillämpade teorier. Resultatet visar att samhörighet är en värdefull faktor för organisationssocialisering. Relationen till de närmsta kollegorna beskrivs som viktig och verkar för en större förståelse för såväl arbetsuppgifter som föränd, In the corporate world of today mergers are a frequently occurring process where two or more companies are joined together. It involves a process of change where two or more organizations are combined. Often, this is done with the goal of streamlining operations and gaining competitive advantages. Furthermore, this entails significant changes within the organizations, where noticeable alterations can occur in the corporate culture. In order for employees to understand the changes and the new organization, they must be socialized into the new structure. This qualitative study examines an ongoing merger between two companies in the pharmaceutical industry. It is studied through the perspectives of organizational socialization, corporate culture, and change management. The purpose of this study is twofold: firstly, to portray employees' experiences of organizational socialization during an ongoing merger. Secondly, to contribute knowledge about applied strategies for organizational socialization and the construction of a shared corporate culture during a merger. The research questions established to address this purpose are as follows: “What experiences do employees have regarding organizational socialization and the construction of a shared corporate culture in the context of a merger?” and “What strategies do organizations employ to promote organizational socialization and build a shared corporate culture during a merger?”. Furthermore, empirical data was collected through semi-structured interviews. Six interviews were conducted to explore employees' experiences. The final interview was held with the organization's spokesperson to describe the strategies used during the ongoing merger. In total, seven interviews were conducted. Based on the interviews, various themes emerged and were analyzed using the applied theories of the study. The study's findings indicate that a sense of belonging is a valuable factor in organizational socialization. The relationship with col

Företagskultur har en betydande roll i hur ett företag ska bli framgångsrikt visar aktuell forskning. I föreliggande studie undersöks hur företagskulturen uppfattas av anställda och vilka olika lärande som används för att kommunicera och förmedla kulturen till medarbetare. Undersökningen innefattar en jämförelse mellan svenska och spanska medarbetare, där den senare arbetar i en tvärkulturell miljö. Frågeställningarna i studien behandlar vilka egenskaper som kännetecknar kulturen i ett framgångsrikt företag och hur medarbetare kan integrera sig i företagskulturen genom olika lärandemetoder samt om det råder någon skillnad i uppfattningen av kulturen mellan de svenska och spanska medarbetare. Studien inkluderar Hofstedes kulturella dimensioner som hjälp för att förstå medarbetarnas tolkning av företagskulturen utifrån sin nationella kultur. Dessutom användes Nygrens teori om det livslånga lärandet och Scheins tre kulturella nivåer inom företagskultur. Studien har använt sig av en kvalitativ ansats med semistrukturerade intervjuer för att undersöka företagskulturen på ett fallföretag. Studiens resultat visar att kulturen i ett framgångsrikt företag har en stark gemenskap utöver en likvärdig och enhetlig uppfattning om företagskulturen. Den mest framträdande uppfattningen är att kulturen förmedlas via vardagliga situationer där det visas genom handlingar. Undersökningen visar ingen större skillnad i uppfattningen om kulturen mellan svenska och spanska medarbetarna, därmed finns inget behov av att anpassa inlärningen av företagskulturen för medarbetare. En förutsättning som studiens resultat visar är att kulturen måste kommuniceras tydligt och mottagits likvärdigt för medarbetare i en tvärkulturell miljö. Detta inkluderar dock inte det eventuella behovet av att anpassa hur kulturen förmedlas för samtliga medarbetare på en individuell nivå., Current research shows that corporate culture has a significant role in how a company will be successful. The present study investigates how the company culture is perceived by employees, and which different learning methods are used to communicate and convey the culture to employees. The research includes a comparison between Swedish and Spanish employees, where the latter works in a cross-cultural environment. The questions in the study deal with the characteristic traits in the culture of a successful company and how employees can integrate into the company culture through different learning methods and whether there is any difference in the perception of the culture between the Swedish and Spanish employees. The study includes Hofstede's cultural dimensions to help understand the employee’s interpretation of the company culture based on their national culture. In addition, Nygren's theory of lifelong learning and Schein's three cultural levels within corporate culture were used. The study has used a qualitative approach with semi-structured interviews to examine the corporate culture in a case study design in a single organization. The result of the study reveals that the culture of a successful company has a strong feeling of community in addition to an equal and uniform perception of the company culture. The most prominent view is that culture is conveyed via everyday situations where it is shown through actions. The research identifies no major difference in the perception of the culture between the Swedish and Spanish employees, thus there is no need to adapt the learning of the company culture for employees in a cross-cultural environment. A prerequisite that the study results show is that the culture must be communicated clearly and received equally for employees in a cross-cultural environment. However, this does not include the possible need to adapt how the culture is conveyed to all employees on an individual level.

Purpose: Examining the factors that contribute to company culture and how that culture affects employee productivity is the primary focus of this essay. Theoretical framework: This investigation used a mixed research strategy, combining qualitative and quantitative approaches. Design/methodology/approach: In total, 378 IT professionals working in Kerala were recruited to complete the questionnaire. The present study adapted seven dimensions namely Work life, communication, motivation, empowerment, Strategic Decision, Leadership and core values as the drivers of corporate culture. Findings: According to the results, all seven of the identified determinants of corporate culture had a significant role in forming the study's hypothesised culture. Findings also showed that the study's composite variable, "company culture," had an effect on workers' performance. The job performance of workers might be heavily based on the company's culture. Research Practical & Social implications :The findings may assist IT firm leaders strengthen their culture by focusing on the factors that were proven to have the most impact on creating their organization's unique spirit. The corporate culture should be such that it results in improved performance of employees. There should be leadership with a dedicated human resource department in each company, who can nurture the core value in organizational culture, motivate the employees and make the company more competent. Culture in the workplace is complex and takes many forms; it might develop in response to the challenges and difficulties inherent in every given business, or it can be consciously crafted by the company's leadership and employees. Originality/value: This essay provides the assistance for a dialogue. It shows that while corporates are investing in culture and performance improvement programmes, research on the core value of such programmes as drivers that impacts performance has not been explored in detail.

Purpose: Everything is being gamified in our daily lives with the development of technology. The purpose of this study is to look at the effect of Gamification on Teacher Engagement in the education sector while also considering the moderating effects of Organizational culture. Theoretical Background: The theoretical frameworks employed in this study are self-determination theory, social exchange theory, and flow theory. Methodology: To collect data, an online questionnaire was distributed to instructors from several schools, resulting in 300 completed responses. Using SPSS statistical software version 26, the collected data was then evaluated for relationships between variables. Results &Findings: The findings indicate a positive association between Gamification and Teacher Engagement across a variety of organizational cultures, including Clan, Market, Hierarchy, and Adhocracy. Based on our findings, we propose that schools investigate introducing gaming components into their curriculum to promote learning and increase teacher engagement. Finally, this study advises that future researchers look into the subject of gamification outside of Lebanon to widen the scope of the research.

Objective: Corporate culture is the perception, behavior, communication style, and qualities that are unique to a firm. One of the core factors that makes a firm successful is its corporate culture. The article aims to determine the corporate culture factors and their influence on internal control in commercial firms in Hanoi. Method: The major method of study used by the author is a combination of quantitative and qualitative methodologies. Scale adjustments are made via qualitative research. The model is examined, measured, and tested using quantitative research. We use primary data from a survey of commercial enterprises in Vietnam. The research sample is 225 and is analyzed using regression models. Results: Research results have determined that corporate culture factors, including collaborative culture, hierarchical culture, and competitive culture (sig. = 0.000 < 0.05), affect positive internal control in commercial enterprises in Hanoi. Conclusions: The article is based on the empirical data collected from various types of participants, including accountants (for information provision), managers (for decision-making), sales staff (for work), and lecturers (for research) in Vietnam. By drawing the concept from previous research, the study explores corporate culture as an internal control determinant. The study contributed to a theoretical enhancement of the current level of knowledge on the factors that affect internal control and developed a reliable scale for measuring the corporate culture and internal control of commercial firms in Hanoi, Vietnam. Besides, our study emphasizes that the corporate culture in commercial enterprises in Hanoi needs improvement to support internal control. Policymakers are required to make strategic efforts for internal control system reform in firms to increase the likelihood of business performance. The value of the study is that it provides an expansion of the corporate culture factors that influence internal control

Manuel Mölgg, Masterarbeit Universität Innsbruck 2023

Objectives and Key Results (OKR) are widely recognised as a critical driver of Google's success and are often referred to as the company's "wonder weapon". However, despite their widespread use, comprehensive research on OKRs is limited. The theory indicates a missing link between corporate culture, feedback culture and OKRs. In response, this study proposes a value-based assessment that is consistent with the OKR approach. Results derived from qualitative interviews show that a strong feedback culture and the alignment of the values accountability, trust and psychological safety, employee engagement and risk-taking play an essential role in enabling OKRs to maximise their effectiveness. Further, it highlights the importance of integrating feedback culture into the OKR process and offers practical insights for companies seeking to align their values to ensure successful OKR implementation. By implementing OKRs appropriately, companies can improve the cultural fit between the values associated with OKRs and the feedback culture., Sofia Schrecker, Masterarbeit Universität Innsbruck 2023

I dagens företagsvärld är sammanslagningar av två eller flera organisationer ett vanligt förekommande fenomen och genomförs ofta med målet att effektivisera verksamheterna och uppnå fler konkurrensfördelar. Vidare omfattar detta stora förändringar i organisationerna, där en märkbar förändring kan vara i företagskulturen. För att medarbetarna ska bilda en förståelse för förändringarna och den nya sammanslagna organisationen måste de införlivas, organisationssocialiseras, i det nya. I denna kvalitativa studie studerades en pågående sammanslagning mellan två bolag verksamma inom läkemedelsbranschen. Detta studerades genom paraplybegreppen: organisationssoclialisering, företagskultur och förändringsarbete. Syftet med denna studie är att dels skildra medarbetares upplevelser av organisationssocialisering vid en sammanslagning. Dels att bidra med kunskaper om tillämpade strategier för organisationssocialisering och byggandet av en gemensam företagskultur vid en sammanslagning. Syftet har besvarats genom följande två forskningsfrågor: “Vilka upplevelser har medarbetare av organisationerssocialisering och byggandet av en gemensam företagskultur i samband med en sammanslagning?” och “Vilka strategier tillämpar organisationer för att främja organisationssocialisering och bygga en gemensam företagskultur i samband med en sammanslagning?”. Vidare har empiriska data samlats in genom semistrukturerade intervjuer. Sex intervjuer genomfördes för att undersöka medarbetarnas upplevelser. Den sista intervjun hölls med organisationens talesperson för att undersöka vilka strategier som använts i samband med den pågående sammanslagningen. Totalt genomfördes sju intervjuer. Under intervjuerna framkom olika teman, vilka analyserades med hjälp av studiens tillämpade teorier. Resultatet visar att samhörighet är en värdefull faktor för organisationssocialisering. Relationen till de närmsta kollegorna beskrivs som viktig och verkar för en större förståelse för såväl arbetsuppgifter som föränd, In the corporate world of today mergers are a frequently occurring process where two or more companies are joined together. It involves a process of change where two or more organizations are combined. Often, this is done with the goal of streamlining operations and gaining competitive advantages. Furthermore, this entails significant changes within the organizations, where noticeable alterations can occur in the corporate culture. In order for employees to understand the changes and the new organization, they must be socialized into the new structure. This qualitative study examines an ongoing merger between two companies in the pharmaceutical industry. It is studied through the perspectives of organizational socialization, corporate culture, and change management. The purpose of this study is twofold: firstly, to portray employees' experiences of organizational socialization during an ongoing merger. Secondly, to contribute knowledge about applied strategies for organizational socialization and the construction of a shared corporate culture during a merger. The research questions established to address this purpose are as follows: “What experiences do employees have regarding organizational socialization and the construction of a shared corporate culture in the context of a merger?” and “What strategies do organizations employ to promote organizational socialization and build a shared corporate culture during a merger?”. Furthermore, empirical data was collected through semi-structured interviews. Six interviews were conducted to explore employees' experiences. The final interview was held with the organization's spokesperson to describe the strategies used during the ongoing merger. In total, seven interviews were conducted. Based on the interviews, various themes emerged and were analyzed using the applied theories of the study. The study's findings indicate that a sense of belonging is a valuable factor in organizational socialization. The relationship with col

Företagskultur har en betydande roll i hur ett företag ska bli framgångsrikt visar aktuell forskning. I föreliggande studie undersöks hur företagskulturen uppfattas av anställda och vilka olika lärande som används för att kommunicera och förmedla kulturen till medarbetare. Undersökningen innefattar en jämförelse mellan svenska och spanska medarbetare, där den senare arbetar i en tvärkulturell miljö. Frågeställningarna i studien behandlar vilka egenskaper som kännetecknar kulturen i ett framgångsrikt företag och hur medarbetare kan integrera sig i företagskulturen genom olika lärandemetoder samt om det råder någon skillnad i uppfattningen av kulturen mellan de svenska och spanska medarbetare. Studien inkluderar Hofstedes kulturella dimensioner som hjälp för att förstå medarbetarnas tolkning av företagskulturen utifrån sin nationella kultur. Dessutom användes Nygrens teori om det livslånga lärandet och Scheins tre kulturella nivåer inom företagskultur. Studien har använt sig av en kvalitativ ansats med semistrukturerade intervjuer för att undersöka företagskulturen på ett fallföretag. Studiens resultat visar att kulturen i ett framgångsrikt företag har en stark gemenskap utöver en likvärdig och enhetlig uppfattning om företagskulturen. Den mest framträdande uppfattningen är att kulturen förmedlas via vardagliga situationer där det visas genom handlingar. Undersökningen visar ingen större skillnad i uppfattningen om kulturen mellan svenska och spanska medarbetarna, därmed finns inget behov av att anpassa inlärningen av företagskulturen för medarbetare. En förutsättning som studiens resultat visar är att kulturen måste kommuniceras tydligt och mottagits likvärdigt för medarbetare i en tvärkulturell miljö. Detta inkluderar dock inte det eventuella behovet av att anpassa hur kulturen förmedlas för samtliga medarbetare på en individuell nivå., Current research shows that corporate culture has a significant role in how a company will be successful. The present study investigates how the company culture is perceived by employees, and which different learning methods are used to communicate and convey the culture to employees. The research includes a comparison between Swedish and Spanish employees, where the latter works in a cross-cultural environment. The questions in the study deal with the characteristic traits in the culture of a successful company and how employees can integrate into the company culture through different learning methods and whether there is any difference in the perception of the culture between the Swedish and Spanish employees. The study includes Hofstede's cultural dimensions to help understand the employee’s interpretation of the company culture based on their national culture. In addition, Nygren's theory of lifelong learning and Schein's three cultural levels within corporate culture were used. The study has used a qualitative approach with semi-structured interviews to examine the corporate culture in a case study design in a single organization. The result of the study reveals that the culture of a successful company has a strong feeling of community in addition to an equal and uniform perception of the company culture. The most prominent view is that culture is conveyed via everyday situations where it is shown through actions. The research identifies no major difference in the perception of the culture between the Swedish and Spanish employees, thus there is no need to adapt the learning of the company culture for employees in a cross-cultural environment. A prerequisite that the study results show is that the culture must be communicated clearly and received equally for employees in a cross-cultural environment. However, this does not include the possible need to adapt how the culture is conveyed to all employees on an individual level.

Given the country's socio-economic situation, Malagasy companies are finding it very difficult to adapt to the demands of a globalised economy. To succeed in an increasingly complex market, despite the often static nature of their culture, these companies are opting to innovate their products or their operations. This raises the question of how innovation should be introduced into Madagascan business culture. By using statistical tests to analyse the results of an opinion poll conducted among a sample of 221 Malagasy companies regarding their situation in terms of corporate culture and innovation, this research verifies that the synchronisation of innovation and culture ensures the evolution of the company.

Given the country's socio-economic situation, Malagasy companies are finding it very difficult to adapt to the demands of a globalised economy. To succeed in an increasingly complex market, despite the often static nature of their culture, these companies are opting to innovate their products or their operations. This raises the question of how innovation should be introduced into Madagascan business culture. By using statistical tests to analyse the results of an opinion poll conducted among a sample of 221 Malagasy companies regarding their situation in terms of corporate culture and innovation, this research verifies that the synchronisation of innovation and culture ensures the evolution of the company.

Tato bakalářská práce se zaměřuje na proces tvorby a budování značky s důrazem na vizuální identitu. Práce obsahuje úvod do základních pojmů v oblasti budování značky a popis procesu tvorby a budování značky. Dále se práce věnuje vizuální identitě značky a společnosti, vysvětluje základní grafické vizuální prvky a v praktické části nabízí případovou studii návrhu grafického konceptu vizuální identity. Výstupem práce jsou vytvořené studijní texty s ukázkovou případovou studií zaměřené na praktickou ukázku tvorby jednotného vizuálního stylu společnosti., This bachelor thesis focuses on the process of creating and building a brand with an emphasis on visual identity. The thesis includes an introduction to the basic concepts of branding and a description of the branding process. Furthermore, the thesis discusses the visual identity of the brand and the company, explains the basic graphic visual elements and in the practical part offers a case study of the design of a graphic visual identity concept. The aim of the thesis is to provide a comprehensive view of the brand creation and brand building process with an emphasis on visual identity and to provide practical tools for creating an effective visual brand identity. The output of the thesis is a tutorial with sample case studies that can be used to create a strong brand., Fakulta ekonomicko-správní, Student přednesl obhajobu práce s názvem: Brand identity. Cílem práce je připravit studijní podklady popisující pojem Brand identity, popsat proces tvorby a budování značky se zaměřením na vizuální identitu značky a společnosti. Výstupem budou vytvořené a graficky zpracované výukové texty včetně ukázkové případové studie. Otázky dle posudku vedoucího práce: 1. Můžete stručně shrnout jaké jsou hlavní prvky Brand Identity a jaký je jejich vztah k budování značky? 2. Ovlivňuje nějakým způsobem vizuální identita marketingovou komunikaci společnosti a případně jakým? Výtka: zarovnání textu do bloku, podržení textu, nadpisy Student otázky zodpověděl, Dokončená práce s úspěšnou obhajobou

Vliv podnikové kultury na chod podniku a také na spokojenost zaměstnanců stále nabývá na významu, proto je nutné tomuto tématu věnovat pozornost. Předmětem bakalářské práce je na základě analýzy prvků podnikové kultury formulovat návrhy a doporučení pro posílení podniku v této oblasti. První část zahrnuje teoretická východiska k problematice podnikové kultury. Obsahem druhé části je charakteristika vybraného podniku a analýza podnikové kultury se zaměřením na její prvky. Dále je uvedeno vyhodnocení získaných dat z dotazníkového šetření a rozhovoru, podle nichž je formulován návrh a doporučení pro zlepšení podnikové kultury., The influence of corporate culture on the company operation, and with it connected satisfaction of employees, continues to gain importance. Therefore, it is necessary to pay attention to this topic. The subject of the bachelor thesis aims to formulate proposals and recommendations for strengthening the company in this field of interest based on the analysis of corporate culture elements. The first part includes theoretical approaches to the issue of corporate culture. The second part contains the selected company characteristic and the corporate culture analysis focusing on its elements. Furthermore, the evaluation of the data obtained from the questionnaire survey and interview are presented, according to which a proposal and recommendation for improving the corporate culture are formulated., Fakulta ekonomicko-správní, Studentka přednesla téma své BP Analýza prvků podnikové kultury ve vybraném podniku Otázky vedoucího BP: 1. Popište tzv. mystery shopping tak, jak by s ním měli být podle Vás seznámeni zaměstnanci podniku. 2. Vysvětlete pojem situační hrdina. Jakým způsobem je v podniku vnímáno toto ocenění? Otázky komise: 1. Doporučujete vyvěšení firemních hodnot. Co by mělo následovat? Jaká je role manažerů v tomto procesu? Studentka na otázky reagovala., Dokončená práce s úspěšnou obhajobou

Diplomová práce je zaměřena na posouzení vlivu firemní kultury na dosažení současné strategie zvolené společnosti. V první části je teoreticky vymezena problematika firemní kultury, jednotlivých komponentů a možných typů firemních kultur a dále se týká definic v oblasti strategie. V druhé části byla aplikována metoda kvalitativního výzkumu, kde na základě několika řízených rozhovorů byl posouzen vliv firemní kultury na strategii. Dle výsledků výzkumného šetření bylo zjištěno, že ve vybrané společnosti existují komponenty, které podporují současnou strategii. Pro komponenty nepodporující strategii byla navržena opatření, která umožní větší prohloubení vztahu mezi firemní kulturou a strategií., The diploma thesis is focused on the assessment of the influence of corporate culture on the achievement of the current strategy of the chosen company. In the first part, the issue of corporate culture, individual components and possible types of corporate cultures are theoretically defined, and it also refers to definitions in the field of strategy. In the second part, a qualitative research method was applied, where the influence of corporate culture on strategy was assessed based on several guided interviews. According to the results of the research investigation, it was founded that there are components in the selected company that support the current strategy. For the components not supporting the strategy, measures have been proposed that will enable a greater deepening of the relationship between corporate culture and strategy., Fakulta ekonomicko-správní, Studentka přednesla obhajobu práce s názvem: Firemní kultura jako klíčový prvek podnikání. Cílem práce bylo provést charakteristiku jednotlivých komponent podnikové kultury a zhodnotit jejich vliv na dosažení strategie vybrané firmy. Během rozpravy byly položeny dotazy dle posudku vedoucího diplomové práce: V rámci rozpravy k vaší práci zhodnoťte, která z vámi navržených doporučení jsou snadněji aplikovatelná a naopak, u kterých by bylo nutné provést ve zkoumané firmě změny většího rozsahu. Své rozhodnutí odůvodněte. Dotazy dle posudku oponenta diplomové práce: Jakým způsobem se zaměstnanci dozvídají o hodnotách společnosti? Je zde prostor pro zlepšení? Studentka na otázky reagovala., Dokončená práce s úspěšnou obhajobou