The essay discusses the effects that Changes to the office plan have on organizational culture. Information about actual Change as well as expected Change in organizational culture was gathered before the empirical research was initiated. The empirical research was carried out at the Customer Logistics department at Ericsson through: an interview with a manager in charge of the relocation and design of the office, a manager for the specified department and also five employees of this department. The empirical studies show that there was a significant Change in organizational culture and that results were not always as expected. There was a loss in symbolic actions, which needed to be compensated for, a perceived reduction in spontaneous communication, and a mixed response of perceived Change in social interaction.

Title: Change Communication within organizations ? How perceptions differ between managers and employees in an organizational ChangeAuthor: Emma Ender & Fanny TeschTutor: Anne-Marie MorhedPurpose: The purpose of this thesis was to study and compare different perceptions of Change communication between managers and employees within two smaller organizations. We wanted to examine how the communication process within the Change was carried out. We also aimed to compare the results with Change communication models of Johansson & Heide (2008) and Lewin (1951), and also existing concepts, to see if our result differed from earlier research. Our key questions to answer were: How do managers communicate a Change to the employees in two smaller companies? How do the managers think that the employees perceive the information about the Change? How do the employees perceive the information about the Change? How does Change models from previous research correspond to, or differ from the Change process?Method/Material: The material used in this thesis consists of a total of twelve interviews with both managers and employees at two small companies.Main results: The main results shows that communicating a Change is complex, and that it is difficult to create models and theories for the phenomenon, as each Change is unique.

The essay discusses a process of Change at probationservice office. The purpose of the Change was to decrease specialisation and increase flexibility of the probation officers. The Change encountered several problems where the correctional supervisor was percieved to act unsurely and indecisively whilst parts of the staff constructed and implimented several courses of action to prevent the process of Change..

In non-profit organizations, surplus of the organization goes back to the organization's members. We have noted that Hyresgästföreningen initiated a Change in 2005 when the organization merged its local membership registries to a national registry. There are few studies explaining how non-profit organizations are using management in an organizational Change. What happens with the business management at an organizational Change that is similar to the Change in Hyresgästföreningen? The aim of this thesis is to explore how the governance of a nonprofit organization is changing at an organizational Change.

In 1992, the European Union began institutionalizing the cooperation against terrorism within the EU structure. Since then, this cooperation has gone through a number of Changes. From a historical institutionalistic point of departure we explain these Changes by identifying sources of institutional resilience and institutional Change. Based on these results, we were able to pose hypotheses of when and what category of Change was most likely to take place.The results show that the cooperation against terrorism within the EU was most likely to remain stable because of strong sources of institutional resilience. If Change would occur through an increase in the sources of institutional Change, it was most likely to be of a less extensive category.

The Swedish Armed Forces have undergone a significant Change where we have gone from recruitment through duty and replaced it with a voluntary based defence. Across Europe, countries that have undergone the same type of Change demonstrate Change in the quality of those recruited. The focus in this paper is how recruitment quality looks in Sweden after three years of volunteer based defence and if officers at P7 can see a Change in quality on those recruited. This work aims to investigate whether soldier quality has Changed from conscription recruited to voluntary recruited soldiers. The question that the work tries to answer is whether one can see a Change in quality in soldiers and in that case how.The result can be summarized as one begins to see a Change in recruiting quality but it is not something that is visible at the regiments.

University of VäxjöSchool of Social SciencesBachelor Thesis in Political ScienceTitle: ?Sverigedemokraternas valframgångar 2006 ? En ulv i fårakläder??Author: Emma Haraldsson and Åsa NeuschützTutor: Emil UddhammarThe aim of this study is to explain Sverigedemokraterna?s electoral success in 2006 and the essay assumes that some form of Change has occurred. To study this Change two hypotheses have been constructed. The first hypothesis concerns the Change within Sverigedemokraterna and the second hypothesis concerns the Change of the Swedish voters attitudes.Kirchheimers catch-all theory is used to explain the Change in Sverigedemokraterna. The catch-all theory states that parties have to Change their structure to maximise the number of votes.

In the light of the criticism from the Swedish Consumers? Association towards the actions of modern fund managers on the Swedish Sustainable and Responsible Investment (SRI) market, discussions of Change has increased. The reasons underlying a Change and communication process are scarcely focused on. Thus, grounded on theories in the fields of Critical Management Studies (CSR), Corporate Social Responsibility (CSR), Change and communication, this study analyses how a Change of implementing revised SRI communication is carried out at Handelsbanken Asset Management, existing motives for the Change in communication, and how key actors can affect the process. A participant observation and in-depth interviews were carried out enfolding a discussion that contributed with a critical analysis and discussion, concluding external motives to be dominant and that key actors of the Change process are influential to a various extent.

The purpose of this essay is to analyse how the leadership and the structure of the organization affect the process of Changes within a specific department in Lunds kommun socialdepartment, from the director of social work to the co-workers at Utredningsenheten för ungdom och familj. We aim to answer the following questions;How does the structure of organisation affect the process of Change?What do the co-workers and the leaders believe is the best way to engage the co-workers in the Change?How does the leaders view their own leadership in the process of Change?How does the co-workers view the leadership in the process of Change?How does the leadership affect the process of Change?To develop an organisation and to make it a functional, Change is a necessity. The leaders are they who create the Change but the co-workers are they who make it happen. In the process of Change, leadership and the leaders capacity to create motivation for the co-workers, is therefore a matter that is decisive to its success.This is a study based on a qualitative method, where the interview is the main source of empirical material.

Organizations today face Changes continuously as the society, the surroundings and the technology Change. The information technology used in organizations has become essential, where intranets are a big part of it. Many organizations embrace social intranets, and these kind of Changes has an impact on the members in the way they work, handle information and communicate. As many organizations and the members in it face new kinds of Changes, they also face new kinds of challenges. This paper presents an interview study at Smurfit Kappa Kraftliner in Piteå, whom are about to go through a Change process unlike any other Change they have ever gone through before.

University of VäxjöSchool of Social SciencesBachelor Thesis in Political ScienceTitle: ?Sverigedemokraternas valframgångar 2006 ? En ulv i fårakläder??Author: Emma Haraldsson and Åsa NeuschützTutor: Emil UddhammarThe aim of this study is to explain Sverigedemokraterna?s electoral success in 2006 and the essay assumes that some form of Change has occurred. To study this Change two hypotheses have been constructed. The first hypothesis concerns the Change within Sverigedemokraterna and the second hypothesis concerns the Change of the Swedish voters attitudes.Kirchheimers catch-all theory is used to explain the Change in Sverigedemokraterna. The catch-all theory states that parties have to Change their structure to maximise the number of votes.

AbstractThis thesis discusses ideological and rhetorical Change of the Moderate Party of Sweden. The aim of the thesis has been to study the party during a time-span of almost 20 years, trying to identify Changes related to each of the three party leaders.A hypothesis was developed, suggesting that the three party leaders each represented a different kind of ideology namely neo-conservatism, neo-liberalism and social liberalism. By studying newspaper articles and protocols from the Swedish Parliament, riksdagen, I was able to verify the hypothesis in all but the first party leader, Carl Bildt. It was showed that his ideology had more in common with New Right than with neo-liberalism.After identifying these Changes I looked for explanations within Party Strategy Theory and Social Change Theory. My conclusions were that the Changes could be understood by the great loss of voters in the election of 2002 and that agents within the Moderate Party acted upon the ambition to win new and old voters to the party, thereby recognizing the need for Change.Keywords: Ideological Change, Rhetorical Change, The Moderate Party,Neo-Liberalism, Neo-Conservatism, Social Liberalism..

In connection with that the last few decades have been characterized by major Changes where also the rate of Change has increased, Changes in organizations has become a natural part of today's organizational activities. Every Change involves a learning challenge and because of that every Change is unique, its output is unclear. However, there is much research that highlights various factors critical to creating an effective Change, among others internal communication.The purpose of this study is to investigate whether Engeström's theory can be applied to a completed organizational Change and see whether an expansive learning has been promoted in connection with this. This is accomplished through interviews with six employees, all working in one of Sweden's leading property companies. Engeström's theory of expansive learning is applied in order to analyze whether learning is promoted in connection with the organizational Change.The result of the study shows that Engeström's theory can be applied to a completed organizational Change in order to analyze whether an expansive learning has been promoted in connection with this.

In this thesis the subject innovation and the Change of meaning is in focus. The purpose of the study is to present a new dimension of innovation as a Change of meaning together with the cases we?ve studied. It is discussed throughout the article if theories of perception and association can affect the organization and its ability to create meaning-changing innovations. The industrial robotics is a market in need of, perhaps, if not other markets but of finding new ground that results in the Change of meaning.

Tillsammans med en muntlig presentation ingår den här rapporten som examination i kursen Examensarbete i ADB, 20p vid Högskolan i Skövde. Kursen är det sista momentet på det dataekonomiska programmet.Syftet med undersökningen, som genomfördes i samarbete med företaget Arthur Andersen i Stockholm, var att utvärdera om Change Management kan användas som stöd vid införandet av informationssäkerhet i olika organisationer. Dessutom skulle undersökningen visa lämpliga mått för att kunna mäta resultatet av införandeprocessen.Med hjälp av besöksintervjuer av personer med erfarenhet av arbete med informationssäkerhet, gjordes en kartläggning över hur införandet av informationssäkerhet går till idag. Kartläggningen låg sedan till grund för en jämförelse med metodstegen i Change Management. Resultatet av arbetet blev en utvärdering av om Change Management är lämpligt som stöd vid införandet av informationssäkerhet..