Background: Inter-organisational ways of working have become more and more common during the last decades. In order to attain efficiency and productivity, such inter-organisational relationships need to be governed and controlled. However, studies have shown that inadequate control is one of the main reasons for why inter-organisational relationships fail. One of the means that can be used for governing and controlling a business is management control. The use of management control in inter-organisational contexts is a quite unexplored area of research at the present time, which might seem somewhat surprising considering the fact that inadequate control is a common explanation for why inter-organisational relationships fail.

This is an essay with anticipations to bring out knowledge about organisational culture for the interested reader or explorer of culture in organisations. Focus positions on ingredients that can be understood as fabricating organisational culture. The essay is, for example, about values, norms, ethics peoples characteristics, that shapes an organisation. In this area of expertise there are numerous categories of scientists and disciplines that do research on this theme. Therefor it exists a rather various collection of definitions of what organisational culture is, or can be.

Problem: How does the organisational culture affect the internal communication between the middle manager and his or herssubordinates?Purpose: The most common way is to study how the communication affect the organisational culture. In our study we have examined the reverse perspective. The purpose of this study would be to explain how the organisational culture affect the internal communication between the middle manager and his or hers subordinates.Theories: The basic theories in the study are The basic model, Internal communication, Levels of culture, High-power culture, Socialconstructions, Organisational structures and Leader Member Exchange Theory.Method: The study is based on the qualitative approach. We have used interviews for our collection of raw data.

Background: Performance measurement as a management control tool has received considerable academic attention. As the number of inter-organisational relationships, such as customer-supplier relationships, increases, there is a new scope for performance measurement as a management control tool. In order for a company to assess the effectiveness of its supplier relationships it has to define, measure and evaluate variables that are critical for the success of the relationship. The role of management control, and thereby of performance measurement, has increasingly been discussed in theory. However, empirical research in this area is still somewhat limited.

China is considered as one of the world?s fastest growing economies and the future of China looks promising. Even though the Chinese market attracts many new foreign companies to enter the market there are entry barriers which companies may encounter as obstacles, which will aggravate the market entry in China. As a result companies loose business opportunities and therefore it is of great importance for Swedish companies, which are planning a Chinese market entry, to identify which entry barriers that are considered to be the most difficult obstacles to overcome.The purpose of the thesis is to examine which entry barriers that are generally considered to be the most difficult obstacles for Swedish companies to overcome when entering Chinese markets and to rank the five most difficult entry barriers to overcome.Information about these entry barriers have been gathered from Swedish companies, which have carried out successful market entries in the Chinese markets, through an e-mail questionnaire.The result generally shows that the most difficult entry barriers to overcome in China were: bureaucracy, property laws, language, cultural differences and difficulties finding local partners. The ranking of the entry barriers? result shows that bureaucracy is the most difficult obstacle to overcome, followed by cultural differences, language, relations and access to distribution channels.We conclude that companies experience different difficulties overcoming these entry barriers, which depends on the companies? size, years in China, markets and if the entry barriers were considered controllable or uncontrollable.

The Psychology Driving and Barriers to Skunk Work Projects (referred to throughout this thesis as the paper) represents a study predominantly on Tetra Pak from a selective perspective, the innovators. Innovators both past&present whose initiatives contribute to the well being of Tetra Pak as well as one from Ericsson were consulted. As with individuals, organizations possess definable characters that are influenced by the various stages of their life cycle. Theories of corporate life cycle phases and organizational character analysis were therefore employed to identify and explain organizational barriers to skunk work leaders&managers. Predicated on the Organizational Character Index survey developed by William Bridges PhD (himself a recognized leader in the field of transition management) and administered to sixty-one managers within a Tetra Pak business unit established the benchmark.

Mergers between companies has become more and more common in Sweden and in the rest of the world with the motive to increase the competitive strength in the current markets and has an important role within organisational development of companies. When organisations merger there is not only buildings and objects that are put together but also their individual organisational structures, people, values and cultures. This can be a difficult process and can affect many people in how they think conscious as well as unconscious, feel and react.The purpose of this thesis is to gain a deeper understanding of how employees are affected following a merger when changes in the organisational culture come up, and how these changes are expressed.This thesis is delimited to investigate only one company, Skruf Snus AB and only focus on their business and employees in the region of Stockholm. The thesis contains a qualitative investigation with semi structured interviews that has been carried out with eight employees at Skruf Snus AB. The thesis is partly based on a model of Schein which describes the different levels in organisational culture and partly on some theories about reactions to change in relation to the integration between the employees following a merger.The results of the investigation indicate that with a merger the whole organisational culture is affected and therefore also the employees.

At the beginning of the nineties, a new form of organisation, the process organisation, was about to be born. The features of the process organisation were a flexible organisational that works in a world where the pace of development is increasing all the time. Today there are many organisations that have mapped their processes, but in order to truly become a process organisation, the processes among other things have to be in harmony with e.g. organisational culture. Which effects the organisational culture has on the process organisation is yet unexplored, but however quite crucial.

The aim of this Masters thesis is to examine the accessibility in public libraries for persons with dyslexia and visually impaired persons. In order to do this, library services, information and attitudes have been studied. Data have been collected through interviews and studies of documents, in particular guidelines for library service to disabled persons. The theoretical starting point of the analysis is Professor Michael Bucklands different aspects of access to information. He discusses six types of barriers that must be overcome if access is to be achieved.

Mergers between companies has become more and more common in Sweden and in the rest of the world with the motive to increase the competitive strength in the current markets and has an important role within organisational development of companies. When organisations merger there is not only buildings and objects that are put together but also their individual organisational structures, people, values and cultures. This can be a difficult process and can affect many people in how they think conscious as well as unconscious, feel and react.The purpose of this thesis is to gain a deeper understanding of how employees are affected following a merger when changes in the organisational culture come up, and how these changes are expressed.This thesis is delimited to investigate only one company, Skruf Snus AB and only focus on their business and employees in the region of Stockholm. The thesis contains a qualitative investigation with semi structured interviews that has been carried out with eight employees at Skruf Snus AB. The thesis is partly based on a model of Schein which describes the different levels in organisational culture and partly on some theories about reactions to change in relation to the integration between the employees following a merger.The results of the investigation indicate that with a merger the whole organisational culture is affected and therefore also the employees.

This paper aims to examine performance monitoring in project organisations. The number of organisations that regularly performs projects as a key part of their operations grows rapidly, why this topic has become of large interest. Through a theoretical framework developed by Lars Östman in 1977, the performance monitoring system of the Swedish government-owned public utility Svenska Kraftnät is studied closely. The results from this analysis are then linked to an analysis of the organisation's internal structure through Mintzbergs generic organisational structures. Close connections are found between organisational structure and performance monitoring, which leads on to interesting observations about the connection between size of a project organisation and choice of monitoring method..

This Bachelor-paper is an investigation of organisational flexibility in Swedish andPolish television companies. The essay is based on four main questions which is thananalysed by looking at different categories that defines a flexible organisationalstructure.The questions are:? What is the internal and external perceived judgment about the TV-channelsorganisational flexibility?? What are the differences regarding Public service channels in Sweden andPoland as well as the differences between commercial channels?? What are the differences regarding public service- and commercial TVchannelsin Sweden as well as in Poland? Which of the companies are considered being the stronger and the weakest inan organisational flexibility point of view?In order to answer these questions have we used following main theories.? Readiness for business process reengineering - Abdolvand, N. & Albadvi, A.& Ferdowsi, Z (2008)? Decisionprocess - Jacobsen D.I.

The aim of this thesis is to analyse the most common economic effects of countries pursuing trade facilitation. Trade flows are constrained by non-tariff barriers and through trade facilitation these barriers can be decreased. We will study the effects of trade facilitation from a theoretical perspective and evaluate a number of empirical studies. Several different trade barriers will be identified as well as those regions and countries that will gain the most from trade facilitation. We draw the conclusion thatlarge gains would prevail for all countries and that the consumers, businesses and the state all benefit from trade facilitation.

Overall aim of this master?s thesis is to describe and identify perceived barriers in Swedish businesses within solar energy field and analyze, based on four theoretical viewpoints, how these barriers can be handled. In other words how can the barriers be overcome or eliminated to better succeed in the commercialization process? The method applied is qualitative in which data has been collected through phone interviews originated from seven Cleantech businesses which operate within solar energy. Furthermore this thesis has a descriptive- and an explorative purpose.

Background: Society of today is characterised by greater dynamics and a constant demand for innovation and fresh ideas. This development is often named "the new economy" or "the knowledge society". Independent of how one chooses to name this society, most individuals seem to agree upon the fact that knowledge grows more and more important. New competencies, such as new knowledge and new forms of organising, will be demanded for corporations to be successful in the future. In recent years it has become more common with corporations based on projects.