Samspil og paradokser mellem kærlig ledelse og topstyring - fra et medarbejderperspektiv: Analyse af en organisationsændring i TDC anført af implementeringen af IT-systemet HOBS

Lykke Christina Pedersen

Student thesis: Master thesis


Today, polyphonic communication is an invariable condition in organizations. It seems however, that a relatively new communication system is becoming more and more popular when management communicate to employees. This new code is the code of love. The code of love refers to the semantics known from the intimate relationship between e.g. a husband and wife. With the entry of a love communication in organizations the expectations between employer and employee changes. The basic element in a love communication is the fact that communication is not really needed. Here, it is not necessary to explicitly ask ’the other’ anything, because he already knows. It follows therefore, that an employee in a love communication takes a lot of responsibility for the organization, now and in the future. Alongside this love communication, sometimes management uses a top down management, producing ’dutiful’ employees. The construction of a responsible, self-thinking employee and a dutiful, obeying employee seems to be a contradiction. The central research question for this thesis is therefore: How do employees react, when the management of TDC introduces a radical organizational change through an IT project with a top down process? The analysis questions the employees’ commitment to change and how they try to make sense of change through creating narratives, when management leads the change process in a love communication. Lack of information about the road from present to wanted future frustrates the employees. They do not understand why and how the IT-system HOBS will improve TDC’s competitiveness and they feel excluded from the change process. The employees construct tragic narratives, demanding management to lead the change process. I discuss how different management tools produce a specific organization and how each tool constructs the role of the employee differently. By reflecting and actively choosing and shifting among different management tools, the management can reduce frustration among the employees. This will in turn give the employees a better starting point, when management wants to introduce changes. By giving the employees some responsibility in the process, management enables the employees to embrace the change

EducationsMSocSc in Political Communication and Managment, (Graduate Programme) Final Thesis
Publication date2014
Number of pages140