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Organisationsidentitetens vara eller icke vara?: En studie om identitetsförändring inom kultursektorn
Södertörn University, School of Social Sciences.
Södertörn University, School of Social Sciences.
2016 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
Abstract [sv]

Med en kvalitativ ansats utreds fenomenet organisationsidentitet och dess inverkan vid organisatoriskt förändringsarbete. Teorier som behandlar begreppet lyfts fram i syfte att relateras till studiens empiriska fall. I studien undersöks hur de anställda inom en kulturorganisation upplever en omstrukturering, och hur organisationens identitet utifrån dessa beskrivningar kan antas ha förändrats. Den kulturella sektorn blir genom dess specifika karaktärsdrag intressant i ljuset av implementeringen av en managementteknik. Tekniken kan härledas till NPM och kan därmed anses stå i kontrast till kultursektorns rådande logiker. Utifrån en tematisk analys utreds hur organisationens identitet förändras, men också hur den har haft betydelse vid genomförande av förändringsarbete. Det uppstår en paradox då förändringsarbete tycks behöva både en stark och en svag identitet. En allt för stark identifiering framstår som svårföränderlig, medan en svag sådan upplevs som problematisk för att framgångsrikt förankra en förändring i organisationen. Omorganiseringar kan visas skapa osäkerhet bland anställda, och huruvida en identitet kan underlätta för att dämpa denna oro gör ämnet relevant att beforska.

Abstract [en]

The phenomenon organizational identity and its impact on organizational change is examined in a qualitative study. Theories which process the concept are highlighted in order to relate to an empirical case. The study  examines how the employees of a cultural organization are experiencing a reorganization, and how the organization's identity, on the basis of these descriptions is perceived. When a management technique, as a result of New Public Management, is implemented in the culture sector with its specific traits, the conflicting values become of interest. A thematic analysis is used to investigate how the organizational identity is changing, and also how it plays a role during organizational change. A paradox emerges when an organizational change demands both a strong and a weak identity. Strong identification appears difficult to change, whilst a weaker one is often  perceived problematic when it comes to successfully anchoring change in the organization. Reorganizations can appear to create uncertainty among employees, therefore whether an identity can help to mitigate this concern makes the topic relevant to research.

Place, publisher, year, edition, pages
2016. , 49 p.
Keyword [en]
Organizational identity, identification, cultural organization, culture field, management technique
Keyword [sv]
Organisationsidentitet, identifiering, kulturorganisation, kulturellt fält, managementteknik
National Category
Business Administration
Identifiers
URN: urn:nbn:se:sh:diva-30506OAI: oai:DiVA.org:sh-30506DiVA: diva2:943289
Subject / course
Business Studies
Uppsok
Social and Behavioural Science, Law
Supervisors
Examiners
Available from: 2016-06-27 Created: 2016-06-27 Last updated: 2016-06-27Bibliographically approved

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