The purpose of this research is to identify and understand how cultures form, change and in what ways they affect group dynamics and interaction processes in a company. Our main focus is on leaders on an intermediary level because they are expected to negotiate the decisions from managers, procedural changes and change initiatives that has a direct impact on the employees’ development and duties. Furthermore, this focus rests on the assumption that leaders on an intermediary level are required to be able to read their subordinates and adjust their approach to leadership accordingly, which is conditioned by a high level of insight regarding their own role and its effects

To provide an understanding of this, our approach toward the field has been an exploratory one. This approach has been very useful since we needed a basic understanding of the business and the framework in which our research are being conducted. This understanding was gained through observation studies, interviews and surveys. Our philosophy of science is the social constructivist perspective, which in conjunction with our methodological approach, has allowed us to gain insight into the mindsets of the individuals in the company, related to how the interaction processes are perceived by them.

In order to understand the cultural aspects that create and define a culture and also an understanding of the managerial responsibility that exists in cultural formation, this Master’s Thesis builds on Edgar H. Scheins's cultural theory and The Theory of Leadership Pipeline. These two theories and the understanding implied by them has contributed to our ability to reach a conclusion through analysis that holds answers to the study's problem formulation.

Uncovering the survey questions, we have used interpretation of meaning as an analytical strategy where we have sought to get the meaning of the members' opinions, descriptions and actions. For this purpose, an interpretation has been that lies within the members' own understandings, to which we have added our understanding, based on the theoretical framework that we have chosen to apply in this thesis.
The analysis primarily tries to explain and understand the company's general culture, thus gaining insight into and understanding of the organizational framework in which the intermediary leaders in the company is to act within. Secondly, the focus narrows down to addressing the experiences of the intermediary leaders and their employees about the internal teamwork and the challenges associated with this.
We use several empirical collection methods in order to provide a broad understanding of the company, as we see the company from many different points of view and perspectives. Furthermore, the use of our theoretical understanding of the processing of our empirical material in the analysis will provide a high level of reliability in relation to the results of the analysis.
Based on the analysis we have been able to discuss which development options there are within the company, for the individual teams and leaders.
With the discussion we will try and come up with different possibilities, where we present different perspectives on the challenges and opportunities the analysis has brought forth.
With our social constructivist perspective, we are aware that we will not be able to find ultimate truth. However, we will argue that in the light of the above, confidence can be gained in the results of the study.

In general, we can observe that there are certain basic assumptions in the company's overall culture, which is conducive to problematizing some of the intermediary leaders key functions and the skills they are to demonstrate in their managerial role. Furthermore, this study shows that in the teams we have dealt with, there is an overall basic satisfaction among the team members.

The main problem that this thesis will be able to highlight, are the challenges associated with the basic assumptions that exists in the company, as they have an inadvisable influence on the culture and on the responsibility of leaders on intermediary level.