The objective of this master thesis is to contribute to the research field of organizational change, and expand the knowledge regarding restructuring processes in public sector organizations. Based on the case “Stjernen” municipality, the thesis examines the different behavioural dynamics that may have been triggered by a restructuring process, and in what ways these behavioural dynamics can affect the desired objectives for change. Data was gathered through individual interviews with eight leaders in the municipality, and was analysed using the thematic analysis method. The data material was analysed on the basis of four theoretical perspectives. These include Kurt Lewin’s approach to planned change, Mintzberg’s structural framework, Schein’s model of organizational culture and the social identity approach. The integration of these theoretical perspectives has allowed an in-depth analysis of the data collected. The analysis of the empirical data has identified several behavioural dynamics that can be said to have been triggered by the restructuring process in the Stjernen municipality, which include an apparent in-group and out-group behaviour, differentiation between the different work groups and a distancing between the leader and their employees. Furthermore, the analysis shows that these behavioural dynamics will in turn affect the accomplishment of the main objectives for the change, and in particular the goal of an increased focus on cross-section cooperation in the organization.
|Educations||MSocSc in Human Resource Management, (Graduate Programme) Final Thesis|
|Number of pages||122|