Organizational culture persistence versus change at IKEA. How it is expressed and experienced over time in a company with a cultural focus

Table of contents

1. Introduction

1.1 Background

1.2 Problem discussion

1.3 Research question

1.4 Purpose

1.5 Limitations

1.6 Delimitations

1.7 Outline

2. Theoretical framework

2.1 Paving the way for organizational culture studies

2.1.1 Organizations as cultures - sociological perspective

2.1.2 Culture management in organizations - managerial perspective

2.1.3 Culture management and normative control - critical perspective

2.2 Organizational culture concepts

2.3 Organizational culture and change

3. Methodology

3.1 Research site and research context

3.2 Research approach

3.2.1 Ontology

3.2.2 Epistemology

3.2.3 Abductive reasoning

3.3 Research design

3.3.1 Exploratory research design

3.3.2 Qualitative case study

3.4 Purposive Sampling

3.4.1 Accessibility

3.4.2 Sample size

3.5 Data collection methods

3.5.1 Organizational documents

3.5.2 Semi-structured interviews

3.5.3 Field-observations

3.5.4 Research ethics

3.6 Analysis method

3.7 Quality criteria

3.7.1 Trustworthiness

3.7.2 Authenticity

4. Empirical findings

4.1 IKEA culture and values – documents

4.1.1 IKEAs description of culture and values

4.1.2 Reinvigoration of IKEA values in 2017

4.2 IKEA culture – the forever parts

4.2.1 The core of IKEA values

4.2.2 Procedures to keep the culture alive

4.2.3 Value-based recruiting

4.3 Interpretation of IKEA values – expression of IKEA culture

4.4 Need for modification

4.5 Employee reactions to the reinvigoration of IKEA values

5. Discussion

5.1 Interpretation of culture

5.2 Modification of IKEA values: Cultural persistence or change?

6. Conclusion

6.1 Key findings

6.2 Research implications

6.3 Managerial implications

7. References

8. Appendix

8.1 Appendix – Methodology

8.2 Appendix - Empirical findings

Objectives & Research Topics

The primary objective of this thesis is to examine how a multinational company with a strong culture-centric model, specifically IKEA, reinterprets its core values during periods of internationalization and modernization, while simultaneously investigating how the cultural core is preserved over time.

• Analysis of organizational culture as a dynamic yet persistent system.
• Investigation of the reinterpretation of core corporate values (e.g., the 2017 value reinvigoration).
• Exploration of normative control mechanisms and their influence on employee behavior.
• Study of the relationship between formal communication of values and the lived experience within the workforce.
• Evaluation of "value-based recruiting" as a strategy for maintaining organizational culture.

Excerpt from the book

Summary of Chapters

1. Introduction: This chapter introduces the research context of organizational culture at IKEA, outlining the problem, purpose, and research questions concerning culture persistence versus change.

2. Theoretical framework: This chapter reviews core theories regarding organizational culture, including sociological, managerial, and critical perspectives, and examines concepts related to normative control.

3. Methodology: This chapter outlines the qualitative case study approach, the abductive reasoning process, and data collection methods including interviews, observations, and organizational documents.

4. Empirical findings: This chapter presents the data gathered from IKEA documents and field research, focusing on value reinvigoration and the "forever parts" of IKEA culture.

5. Discussion: This chapter interprets the empirical findings through the lens of the theoretical framework, analyzing the tension between normative control and cultural maintenance.

6. Conclusion: This chapter summarizes the key findings, concluding that IKEA culture is characterized by high stability and persistence despite formal attempts to modernize values.

Keywords

organizational culture, organizational culture change, organizational culture preservation, assessing organizational culture, normative control, IKEA, value management, qualitative case study, corporate culture, Småland, cultural persistence, value-based recruiting, leadership, togetherness, employee survey

Frequently Asked Questions

What is the core subject of this research?

The research examines the persistence versus change of organizational culture at IKEA, specifically focusing on how the company expresses and experiences its core values over time.

What are the central thematic areas?

The study centers on value management, the role of organizational history (Småland roots), normative control, and the balance between cultural continuity and the need for modernization.

What is the primary research question?

The main question asks: How is organizational culture expressed and experienced over time in a company with a cultural focus?

What methodology was employed?

The author utilized a qualitative case study approach, involving semi-structured interviews, participant field-observations, and the analysis of internal organizational documents, underpinned by abductive reasoning.

What does the main body cover?

The main body covers the theoretical foundations of culture studies, detailed empirical findings regarding the 2017 value reinvigoration, and a discussion on whether these changes represent a real shift or mere maintenance.

Which keywords best characterize the work?

Key terms include organizational culture, normative control, IKEA, cultural persistence, and value-based recruiting.

How does IKEA handle cultural reinvigoration according to the findings?

The study finds that IKEA approaches reinvigoration as a maintenance process to stay relevant, rather than a radical change, emphasizing the importance of staying rooted in the original "Testament of a Furniture Dealer."

What role does the "Testament of a Furniture Dealer" play?

It acts as the foundational document and the eternal constant for IKEA's culture, serving as a reference point that legitimizes the company's value system to employees worldwide.

How did employees react to the 2017 value changes?

Reactions were generally positive, though some interviewees expressed disappointment regarding the removal of specific values like "humbleness and willpower," which they viewed as unique differentiators of the IKEA brand.