INTERN KOMMUNIKATION UR ETT MEDARBETARPERSPEKTIV : EN FALLSTUDIE AV EN ORGANISATION I FÖRÄNDRINGSARBETE

Sammanfattning: ABSTRACT   Date: 2018-05-31 Level: Degree Project in Industrial Engineering and Management, 30 ECTS Institution: School of Business, Society and Engineering, Mälardalen University Authors: Therese Gustafsson & Madeleine Söderlind Östman Title: Internal communication from a employee perspective –A case study of an organization in change Tutor: Anna Launberg, Mälardalen University Keywords: Internal communication, motivation, business culture, communication climate, communication models, inclusion, developing process, organisation, goal setting, positive stress. Research questions: How is the internal communication experienced within Svevia when the organisation is changing? How can the internal communication be improved within Svevia? What are the current channels of communication for information transmission and are they sufficient to satisfy employees? Purpose: The purpose of this study is to examine the internal communication at Svevia AB when an organisational change is desired. Also how the internal communication can be improved from an employee perspective.  Methodology: An abductive qualitative study forms the basis of this master thesis. The working process is based on a case study on Svevia AB, district area Västerås. By the abductive research effort an iterative process has been implemented, this in order to build new theories based on the future development of the internal communication at Svevia AB. The case study is based on a questionnaire survey for delimitation, four focus group interviews from an employee perspective and two deep interviews from a managerial perspective. This in order to create a plan of action for Svevia AB in combination with the study's more research-related issues. Conclusion: Based on the conducted case story, we found that the organisation’s communication climate, corporate culture and communication channels, are okay. There is room for improvements regarding the regularity and routines of the internal communication, to avoid the consequences if not. It is the organisation’s intension to continue working with individual goal setting and to focus on milestones at the offices. An action plan has been created in order to increase the sense of inclusion when changing the organisation and to increase the individual motivation.