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Prokosch, H. U., T. Ganslandt und J. Šuc. „Applicability of Lewin´s Change Management Model in a Hospital Setting“. Methods of Information in Medicine 48, Nr. 05 (2009): 419–28. http://dx.doi.org/10.3414/me9235.
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Summary Objectives: Today’s socio-economic developments in the healthcare area require continued optimization of processes and cost structures at hospitals, often associated with process changes for different occupational groups in the hospital. Formal methods for managing change have been established in other industries. The goal of this study was to assess the applicability of Kurt Lewin’s change management method to a health informatics-related project at a German university hospital. Methods: A project at the University Hospital Erlangen introducing changed requirements in the documentation of costly material in the surgical area was conducted following the concept of Lewin’s approach based on field theory, group dynamics, action research and the three steps of change. A data warehouse contributed information to several steps in the change process. Results: The model was successfully applied to the change project. Socio-dynamic forces relevant to the project goals were identified and considered in the design of the new documentation concept. The achieved documentation level met the new requirements and in some areas even exceeded them. Conclusions: Based on the project experiences, we consider Kurt Lewin’s approach applicable to change management projects in the hospital sector without a requirement for substantial additional resources, however, specific hospital characteristics need to be taken into account. The data warehouse played an important role by providing essential contributions throughout the entire change process.
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Berry, David C., und Christine Noller. „Change Management and Athletic Training: A Primer for Athletic Training Educators“. Athletic Training Education Journal 15, Nr. 4 (01.10.2020): 269–77. http://dx.doi.org/10.4085/1947-380x-19-89.
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Context Change management is a discipline guiding how organizations prepare, equip, and support people to adopt a change to drive organizational success and outcomes successfully. Objective To introduce the concept of change management and create a primer document for athletic training educators to use in the classroom. Background While Lean and Six Sigma methodologies are essential for achieving a high-reliability organization, human resistance to change is inevitable. Change management provides a structured approach via different theoretical methods, specific principles, and tools to guide organizations through growth and development and serves an essential role during process improvement initiatives. Synthesis There are several theories or models of change management, 3 of which are specifically relevant in health care. Kotter and Rathgeber believe change has both an emotional and situational component and use an 8-step approach: increase urgency, guide teams, have the right vision, communicate for buy-in, enable action, create short-term wins, and make-it-stick [Kotter J., Rathgeber H. Our Iceberg is Melting: Changing and Succeeding Under Any Circumstances. New York, NY: St. Martin's Press, 2006]. Bridges' Transitional Model focuses on the premise that change does not influence project success; instead, a transition does [Bridges W. Managing Transitions: Making the Most of Change. Reading, MA: Addison-Wesley Publishing, 1991]. Lewin's model suggests that restraining forces influence organizations and that driving forces cause change to happen [Lewin K. Problems of research in social psychology. In: Cartwright D, ed. Field Theory in Social Science: Selected Theoretical Papers. New York, NY: Harpers; 1951]. Recommendation(s) Whether athletic trainers approach change management in a leadership role or as a stakeholder, newly transitioning professionals and those seeking leadership roles should value and appreciate change management theories and tools. Moreover, while no best practice statement exists relative to the incorporation of change management into a curriculum, addressing the subject early may allow immersive-experience students an opportunity to use change management during a process improvement initiative, facilitating a greater appreciation of the content. Conclusion(s) Athletic training curriculums should consider including change management course content, whether separately or in combination with other process-improvement content, thereby familiarizing athletic trainers with a common language for organizational and professional change.
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M. N., Okeke, Oboreh, J.C, Nebolisa O., Esione, U.O und Chukwuemeka Odemegwu Ojukwu. „Change Management and Organizational Performance in Selected Manufacturing Companies in Anambra State, Nigeria“. International Journal of Social Sciences and Humanities Invention 6, Nr. 5 (24.05.2019): 5437–45. http://dx.doi.org/10.18535/ijsshi/v6i5.06.
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This study examined change management and organizational performance in manufacturing companies in Anambra state, Nigeria. Relevant conceptual, theoretical and empirical literatures were reviewed. This study was anchored on organizational change and Lewin`s Three Step Model . Descriptive survey design was adopted, and primary data was employed. The population for the study was 286 employees working at the selected manufacturing companies in Anambra State. The entire population was used as the sample size for this study.The major instrument used for data collection was the questionnaire. Content Validity was adopted, and the test-retest method was used to test reliability of the research instrument. The study found that technological changes have a positive significant effect on organizational performance in manufacturing companies. Change management strategies have a positive significant effect on organizational performance in manufacturing companies in Anambra state. Leadership changes have a positive significant influence on organizational performance in manufacturing companies in Anambra state. The study concluded that change management has a positive significant effect on organizational performance in manufacturing companies in Anambra state. The study recommends that technology change had influenced employee performance since it simplifies the work to be done,thereby making work more efficient. Organizations which implement new technology should provide proper training to their employees to increase their performance. Every organization should build strong organizational management strategies that help to build good relationships based on their values, norms, behaviours, and perceptions.Leadership changes leaders’ mind-set, style, and behavior.The change process they design as a result of their orientation must encourage employees to want to participate, to choose to contribute, rather than force them to do so.
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Janjic, Natasa, Darko Kapor, Dragan Doder, Aleksandar Petrovic und Radoslava Doder. „A Model for Determining the Effect of the Wind Velocity on 100 M Sprinting Performance“. Journal of Human Kinetics 57, Nr. 1 (22.06.2017): 159–67. http://dx.doi.org/10.1515/hukin-2017-0057.
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AbstractThis paper introduces an equation for determining instantaneous and final velocity of a sprinter in a 100 m run completed with a wind resistance ranging from 0.1 to 4.5 m/s. The validity of the equation was verified using the data of three world class sprinters: Carl Lewis, Maurice Green, and Usain Bolt. For the given constant wind velocity with the values + 0.9 and + 1.1 m/s, the wind contribution to the change of sprinter velocity was the same for the maximum as well as for the final velocity. This study assessed how the effect of the wind velocity influenced the change of sprinting velocity. The analysis led to the conclusion that the official limit of safely neglecting the wind influence could be chosen as 1 m/s instead of 2 m/s, if the velocity were presented using three, instead of two decimal digits. This implies that wind velocity should be rounded off to two decimal places instead of the present practice of one decimal place. In particular, the results indicated that the influence of wind on the change of sprinting velocity in the range of up to 2 m/s and was of order of magnitude of 10-3 m/s. This proves that the IAAF Competition Rules correctly neglect the influence of the wind with regard to such velocities. However, for the wind velocity over 2 m/s, the wind influence is of order 10-2 m/s and cannot be neglected.
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Burnes, Bernard. „The Origins of Lewin’s Three-Step Model of Change“. Journal of Applied Behavioral Science 56, Nr. 1 (18.12.2019): 32–59. http://dx.doi.org/10.1177/0021886319892685.
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At the time of his death in 1947, Kurt Lewin was seen as one of the foremost psychologists of his day. He is now best known for his three-step model of change. However, this has been criticized for its “simplicity,” and it has even been suggested that Lewin “never developed such a model,” yet this ignores its links to the rest of Lewin’s work. Surprisingly, there appears to have been no rigorous attempt to understand the connection between Lewin’s early work on field theory and his later work on social and organizational change. In addressing this gap in the Lewin literature, this article will not only show that the three-step model of change is far from being simplistic but also that it was a well-thought-out approach to change based on his development of field theory. The main difference between the two is one of nomenclature rather than substance.
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Ajgaonkar, Mihir, und Keith D’Souza. „The Muktangan story (Part A): an organizational study and The Muktangan story (Part B): winds of change“. Emerald Emerging Markets Case Studies 8, Nr. 3 (24.09.2018): 1–25. http://dx.doi.org/10.1108/eemcs-08-2017-0216.
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Subject area The subject areas are organizational management, organizational behaviour and human resource management. Study level/applicability The study is applicable for courses in human resource management and organizational behaviour as part of masters-level programmes in business administration and management, executive development programmes on organization design and development for middle/senior management. Case overview In 2003, Elizabeth and Sunil Mehta had founded a voluntary organization, “Muktangan”, focussed on child-centric education through innovative pedagogy for the community of the urban poor. Elizabeth, an educationist, and Sunil, a highly successful business person, joined hands to contribute to the well-being of urban poor to make a difference to their lives. Elizabeth and Sunil presented a proposal to impart education for “the children of the community, by the teachers drawn from the community” to the residents of the slums in central Mumbai. With a humble beginning of running a small pre-school, Muktangan now manages seven schools with 3,400 children and 500 teachers, and a teachers’ training centre with a capacity to train 100 teachers a year. Muktangan won acclaim for its unique pedagogy and a very effective child-to-teacher ratio. Over the years, Elizabeth and Sunil led Muktangan with a strong passion and a “hands-on” approach. Of late, Elizabeth and Sunil faced questions from their donors about the sustainability of Muktangan with respect to leadership and management succession. Elizabeth and Sunil had a vision for Muktangan for self-directed growth with an empowered team. Muktangan embarked on the journey to create a leadership for self-directed growth. Sunil, Elizabeth and team Muktangan conceptualized and implemented a change management intervention with help from an external consultant to build the desired organization. Expected learning outcomes Outcomes are understanding issues involved in the leadership, organization design and management of change, particularly of those organizations engaged in social change and development in developing societies. Supplementary materials The Muktangan Story: Part A – An Organizational Study; The Muktangan Story Part B – Winds of Change; Teaching Note; References: Bradach J. (1996), Organizational Alignment: The 7-S Model, Harvard Business School Publishing, Boston, MA 02,163. Cooperrider D. and Whitney D. (2005), “A Positive Revolution in Change: Appreciative Inquiry”, In The Change Handbook. The Definitive Resource on Today’s Best Methods for Engaging.Whole Systems, by Peggy Holman, Tom Devane, and Steven Cady. Berrett-Koehler Publishers. Cooperrider D., Whitney D., and Stavros J.M. (2008), Appreciative Inquiry Handbook for Leaders of Change (Second Edition), Berrett-Koehler Publishers. Greiner, L.E. (1998), “Evolution and Revolution as Organizations Grow”, Harvard Business Review, May-June, 3-11. www.muktanganedu.org/ accessed 12 April, 2018. Kessler, E. H., (2013) (ed.), Encyclopaedia of Management Theory, Sage Publications Kotter, J. P. (1996), Leading Change, Harvard Business School Press, Boston. Lewin K. (1951), Field Theory in social science, Harper & Row, New York. Waterman, R. H., Peters, T. J., and Phillips, J. R. (1980), Structure is not organization. Business Horizons, 23(3), 14-26. Subject code: CSS 6: Human Resource Management.
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Rosenbaum, David, Elizabeth More und Peter Steane. „Planned organisational change management“. Journal of Organizational Change Management 31, Nr. 2 (09.04.2018): 286–303. http://dx.doi.org/10.1108/jocm-06-2015-0089.
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Purpose The purpose of this paper is to identify the development of planned organisational change models (POCMs) since Lewin’s three-step model and to highlight key linkages between them. Design/methodology/approach A total of 13 commonly used POCMs were identified and connections with Lewin’s three-step framework and associated process attributes were made, reflecting the connections between these models and Lewin. Findings The findings show that first Lewin’s three-step model represents a framework for planned change; however, these steps could not be viewed in isolation of other interrelated processes, including action research, group dynamics, and force field analysis. These process steps underpin the iterative aspects of his model. Second, all 13 POCMs have clearly identified linkages to Lewin, suggesting that the ongoing development of POCMs is more of an exercise in developing ongoing procedural steps to support change within the existing framework of the three-step model. Research limitations/implications The authors recognise that the inclusion of additional POCMs would help strengthen linkages to Lewin. The findings from this paper refocus attention on the three-step model, suggesting its ongoing centrality in planned organisational change rather than it being dismissed as an historical approach from which more recently developed models have become more relevant. Practical implications This paper presents opportunities for organisational change management researchers to challenge their thinking with regard to the ongoing search for model refinement, and for practitioners in the design and structure of POCM. Originality/value An analysis of the ongoing relevance of Lewin and his linkage with modern POCMs assist in rationalising the broadening, and often confusing literature on change. This paper therefore not only contributes to filtering such literature, but also helps clarify the myriad of POCMs and their use.
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Mellita, Dina, und Efan Elpanso. „Model Lewin Dalam Manajemen Perubahan Teori Klasik Menghadapi Disrupsi Dalam Lingkungan Bisnis“. MBIA 19, Nr. 2 (12.08.2020): 142–52. http://dx.doi.org/10.33557/mbia.v19i2.989.
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At present, the business environment is entering its third decade in the 21st century. Business today is more modern and dynamic and is colored by various disruption. Disruption, in this case, is the disruption of technology, politics, economy, and social culture. In the management of organizational change, Lewin's model is known as a classical theory and as a guide for organizations to implement, manage, and evaluate change. This study aims to identify whether Lewin's model which is considered a classic is still adaptive for use in a business environment that is recruited. By using conceptual research methods it is known that the three stages of Lewin put forward the individual or human as the root of change through the identification of the driving factors and drivers of change. In this model, the leadership style is more oriented to involvement, commitment, and support, and orientation to sharing knowledge for the success of the change process in the organization. With these factors in Lewin's stage, changes as a result of the disruption in the business environment in the organization will be effective.
Abstrak
Pada saat ini lingkungan bisnis memasuki dasawarsa ketiga dalam abad 21. Bisnis pada saat ini lebih modern dan dinamis dan diwarnai oleh berbagai disrupsi. Disrupsi dalam hal ini adalah disrupsi teknologi, politik, ekonomi dan sosial budaya. Dalam manajemen perubahan organisasi, Model Lewin dikenal sebagai teori klasik dan sebagai pedoman bagi organisasi untuk mengimplementasikan, mengelola dan mengevaluasi perubahan. Penelitian ini bertujuan untuk mengidentifikasi apakah Model Lewin yang dianggap klasik tersebut masih adaptif untuk digunakan dalam lingkungan bisnis yang disrutif. Dengan menggunakan metode penelitian konseptual diketahui bahwa tiga tahapan Lewin mengedepankan individu atau manusia sebagai akar dari perubahan melalui identifikasi faktor pendorong dan penggerak perubahan. Dalam model ini juga mengedepankan gaya kepemimpinan lebih berorientasi pada keterlibatan, komitmen dan dukungan serta orientasi berbagi pengetahuan untuk keberhasilan proses perubahan dalam organisasi. Dengan faktor-faktor tersebut dalam tahapan Lewin, perubahan sebagai akibat dari adanya disrupsi pada lingkungan bisnis pada organisasi akan berjalan efektif.
Kata kunci: Proses Perubahan, Refreezing, Gaya Kepemimpinan
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Adamovich, Serge V., Mindy F. Levin und Anatol G. Feldman. „Central Modifications of Reflex Parameters May Underlie the Fastest Arm Movements“. Journal of Neurophysiology 77, Nr. 3 (01.03.1997): 1460–69. http://dx.doi.org/10.1152/jn.1997.77.3.1460.
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Adamovich, Serge V., Mindy F. Levin, and Anatol G. Feldman. Central modifications of reflex parameters may underlie the fastest arm movements. J. Neurophysiol. 77: 1460–1469, 1997. Descending and reflex pathways usually converge on common interneurons and motoneurons. This implies that active movements may result from changes in reflex parameters produced by control signals conveyed by descending systems. Specifically, according to the λ-model, a fast change in limb position is produced by a rapid change in the threshold of the stretch reflex. Consequently, external perturbations may be ineffective in eliciting additional reflex modifications of electromyographic (EMG) patterns unless the perturbations are relatively strong. In this way, the model accounts for the relatively weak effects of perturbations on the initial agonist EMG burst (Ag1) usually observed in fast movements. On the other hand, the same model permits robust reflex modifications of the timing and shape of the Ag1 in response to strong perturbations even in the fastest movements. To test the model, we verified the suggestion that the onset time of the Ag1, even in the fastest movements, depends on proprioceptive feedback in a manner consistent with a stretch reflex. In control trials, subjects ( n = 6) made fast unopposed elbow flexion movements of ∼60° (peak velocity 500–700°/s) in response to an auditory signal. In random test trials, a brief (50 ms) torque of 8–15 Nm either assisting or opposing the movement was applied 50 ms after this signal. Subjects had no visual feedback and were instructed not to correct arm deflections in case of perturbations. In all subjects, the onset time of the Ag1 depended on the direction of perturbation: it was 25–60 ms less in opposing compared with assisting load conditions. Assisting torques caused, at a short latency of 37 ms, an additional antagonist EMG burst preceding the Ag1. The direction-dependent effects of the perturbation persisted when cutaneous feedback was suppressed. It was concluded that the direction-dependent changes in the onset time and duration of the Ag1 as well as the antagonist activation preceding the Ag1 resulted from stretch reflex activity elicited by the perturbations rather than from a change in the control strategy or cutaneous reflexes. The results support the hypothesis on the hierarchical scheme of sensorimotor integration in which EMG patterns and movement emerge from the modification of the thresholds and other parameters of proprioceptive reflexes by control systems.
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Marshak, Robert J. „Lewin Meets Confucius: A Review of the OD Model of Change“. Journal of Applied Behavioral Science 29, Nr. 4 (Dezember 1993): 393–415. http://dx.doi.org/10.1177/0021886393294002.
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Haleem, Fazal. „Planning Change in an Organization; MCB Bank Limited, Pakistan“. Journal of Central Banking Theory and Practice 4, Nr. 2 (01.05.2015): 75–107. http://dx.doi.org/10.1515/jcbtp-2015-0010.
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Abstract This paper is primarily based on a case study of a leading bank in Pakistan, that is, MCB Bank Ltd. Four established change models have been applied to the bank to find out how a change comes in/ is brought in, managed, and how it affects organizational environment and its stakeholders, particularly customers and employees. The four established change models applied are the change management approach by Ansoff and McDonnell; the change management model by Kurt Lewin; the 7S framework by Thoman J. Peters and Robert H. Waterman; and the change management model developed by Stephanie Elam. The study covers a change management aspect such as strategic intervention technique; a need for change management; resource implication; planning change; strategies in change management; system effectiveness; managing resistance to change; leadership issues; cultural issues; people issues; external environment issues; workable approach to overcome change resistance; appropriate model and implementing the model.
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DaCosta, Joanna. „Insights for implementing change in healthcare“. British Journal of Healthcare Management 26, Nr. 1 (02.01.2020): 20–26. http://dx.doi.org/10.12968/bjhc.2018.0022.
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Healthcare systems are complex; this is reflected in their diverse structures, cultures and services. Organisational culture is an important aspect to consider when planning any intervention changes. Working in and with teams that include members from different professional and organisational backgrounds, and successfully managing these potential tensions, can be challenging. This article reviews the elements required to instigate organisational change when planning an intervention and the possible barriers preventing doctors from full engagement in these projects. It discusses the model of ‘planned change’, which was first described by Lewin in 1947, and its evolution through recent decades as a framework for organisational change. It also emphasises the importance of workplace culture in the successful implementation of change within healthcare services and argues that a stronger emphasis on management skills is needed in doctor training. Doctors are an underused resource in healthcare management and should be encouraged to take a more proactive role.
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Shaikh, Ahmed. „Understanding Change: A Critical Review of Literature“. Annals of Contemporary Developments in Management & HR 2, Nr. 2 (01.05.2020): 40–44. http://dx.doi.org/10.33166/acdmhr.2020.02.005.
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The current paper has attempted to shed light on the concept of change and the prominent models that can be of value for managerial authorities to bring transformation in their business. the paper sheds light on change which is refers to the continuous modifications that an organisation or individuals make to deal with adjustments in any matter. The paper highlights that although there are no static models of change yet still, some prominent perspectives and frameworks can be considered for top management and decision making bodies to make sense of the concept of change and work on developing policies and practices to ensure they remain competitive. The article discusses the idea forwarded by Lewin for change which catered to three stages at the first place. Following to this, the article discusses Burke and Litwin model of change that has been widely considered for business sectors for change management. Towards the end, the article discusses the ADKAR model of change. Taken together, the article provides crucial information for change enthusiasts to get firsthand information to start learning about how organizations can bring about objective changes.
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Buntuang, Pricylia Chintya Dewi. „MANAJEMEN PERUBAHAN DI PEMERINTAH DAERAH PROVINSI SULAWESI TENGAH“. Jurnal Ilmu Manajemen Universitas Tadulako (JIMUT) 2, Nr. 1 (31.01.2016): 97–106. http://dx.doi.org/10.22487/jimut.v2i1.45.
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This study aims to know and analyze of the description implementation of change management in Central Sulawesi Provincial Government. The method used in this research is descriptive. This research was conducted at work unit of local government area of Central Sulawesi Province with unit of employee analysis. . Data were obtained using observation, questionnaire and documentation. The sample of the study amounted to 308 respondents determined by stratified random sampling technique. The results show that the implementation of change management in the Central Sulawesi Provincial Government has been implemented based on the model developed by Kurt Lewin which consists of unfreezing, changing and refreezing, where the research results show that the most influential aspect in shaping change management in Central Sulawesi Province is the refreezing aspect which states that employees create / maintain change, while the weakest aspect in influencing change management is unfreezing caused employees are less ready to face changes even employees less open themselves to changes made by the organization in this case the unit of work area . Penelitian ini bertujuan untuk mengetahui dan menganalisis deskripsi pelaksanaan manajemen perubahan di Pemerintah Daerah Provinsi Sulawesi Tengah. Metode yang digunakan pada penelitian adalah deskriptif. Penelitian ini dilakukan di satuan kerja perangkat daerah Pemerintah Daerah Provinsi Sulawesi Tengah dengan unit analisis pegawai. Data diperoleh dengan menggunakan observasi, kuesioner dan dokumentasi. Sampel penelitian berjumlah 308 responden yang ditentukan dengan teknik stratified random sampling. Hasil penelitian menunjukkan bahwa pelaksanaan manajemen perubahan di Pemerintah Daerah Provinsi Sulawesi Tengah sudah dijalankan berdasarkan model yang dikembangkan Kurt Lewin yang terdiri dari unfreezing, changing, dan refreezing, dimana hasil penelitian menunjukkan bahwa aspek yang paling berpengaruh dalam membentuk manajemen perubahan di Pemerintah Daerah Provinsi Sulawesi Tengah adalah aspek refreezing yang menyatakan bahwa pegawai menciptakan/memelihara perubahan, sedangkan aspek yang paling lemah dalam mempengaruhi manajemen perubahan adalah unfreezing yang disebabkan oleh pegawai kurang siap dalam menghadapi perubahan bahkan pegawai kurang membuka diri terhadap perubahan yang dilakukan organisasi yang dalam hal ini satuan kerja perangkat daerah.
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Setyawan, Herman. „Strategi Organizational Development Melalui Aplikasi Persuratan dan Kearsipan Elektronik My Office di Universitas Negeri Yogyakarta“. Diplomatika: Jurnal Kearsipan Terapan 2, Nr. 1 (22.11.2018): 34. http://dx.doi.org/10.22146/diplomatika.39527.
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Every organization is very necessary to develop along with the times. Organizations must be able to adapt to changes in various aspects of life, such as technological, economic, political, and cultural change. In facing change, a concept is needed to assist an organization in creating an effective response to this change. This paper is based on the development of My Office application of mailing and filing at Universitas Negeri Yogyakarta (UNY), especially in the Sub-Section of Administration and Filing as the key holder of the UNY Rectorate system, and then analyzed with the organizational development model developed by Kurt Lewin. With a qualitative-descriptive approach, this study attempts to answer the question: "How is the organization's growth strategy in UNY through the use of My Office mailing and filing applications?". In general, organizational changes occur with the use of this application, especially in terms of information flow acceleration, mail flow monitoring, and paper savings. But the changes that are attempted do not necessarily change the organization instantly because there are several factors that hinder the change.Setiap organisasi sangat perlu untuk berkembang seiring dengan perkembangan zaman. Organisasi harus mampu beradaptasi dengan perubahan dalam berbagai aspek kehidupan, seperti perkembangan teknologi, ekonomi, politik, dan perubahan budaya. Dalam mengahadapi perubahan, diperlukan sebuah konsep untuk membantu sebuah organisasi dalam menciptakan respon yang efektif terhadap perubahan ini. Paper ini disusun berdasarkan pengembangan aplikasi persuratan dan kearsipan My Office di Universitas Negeri Yogyakarta (UNY), terutama pada Sub-bagian Tata Usaha dan Kearsipan sebagai pemegang kunci tata persuratan di lingkungan Rektorat UNY, kemudian dianalisis dengan model perkembangan organisasi yang dikembangkan oleh Kurt Lewin. Dengan pendekatan kualitatif-deskriptif, penelitian ini mencoba menjawab pertanyaan: “Bagaimana startegi perkembangan organisasi di UNY melalui penggunaan aplikasi persuratan dan kearsipan My Office?”. Secara umum, terjadi perubahan operasional organisasi dengan penggunaan aplikasi ini, terutama dalam hal percepatan arus informasi, monitoring alur surat, dan penghematan kertas. Namun perubahan yang diupayakan tidak serta merta mengubah organisasi secara instan karena ada beberapa faktor yang menghambat perubahan tersebut.
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Lundberg, Craig C. „Towards a Manager′s Model for Initiating Change Projects“. Journal of Organizational Change Management 3, Nr. 1 (Januar 1990): 6–14. http://dx.doi.org/10.1108/09534819010001531.
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CORBITT, GAIL F., RONALD J. NORMAN und MARK C. BUTLER. „ASSESSING PROXIMITY TO FRUITION: A CASE STUDY OF PHASES IN CASE TECHNOLOGY TRANSFER“. International Journal of Software Engineering and Knowledge Engineering 01, Nr. 02 (Juni 1991): 189–201. http://dx.doi.org/10.1142/s0218194091000160.
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Using the Lewin theory of planned change as a theoretical model, this study tests three hypotheses related to the three phase approach to change. An Action Research Model is used to gather data from 75 participants in CASE technology transfer in the Information Systems Department of a large insurance company. Five groups of people representing management and various levels of CASE usage participated in the study. In addition to group discussion, standardized questionnaires and individual Force Field Analyses are used to collect the data. In general the null hypotheses are rejected. The results appear to support at least three stages of change during CASE technology transfer. The groups differed with respect to content and magnitude of problems in the environment. In addition, during the moving phase it appears users may actually be more disillusioned with the change than non-users, however, the nature of the forces is more personal and indicates that they are personally involved with the move. While these people may be more negative than non-users, they are also moving closer to full implementation than those who have not started the moving process.
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Derecskei, Anita. „How do leadership styles influence the creativity of employees?“ Society and Economy 38, Nr. 1 (März 2016): 103–18. http://dx.doi.org/10.1556/204.2016.38.1.7.
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The objective of organizational creativity is to identify those factors that could affect creativity. One of the most influential factors is the leadership style. Following the review of literatures, we investigated this phenomenon in the Hungarian labor market. We analyzed the answers of more than 600 Hungarian employees. We asked them to categorize their leader on the basis of which classic Lewin leadership style is most characteristic of him or her. After this, they needed to judge how the perceived leadership style would affect the two phases of their workplace creativity. Similarly to international results, democratic leadership style proved to be stimulating, while the authoritarian leadership style was inhibitory. It has also been proved that not only leadership style influences creativity, as the model of successful creative organization cannot be described with the behavior of the leader(s) only.
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Ciuperca, Gabriela. „The S-estimator in the change-point random model with long memory“. Statistics 46, Nr. 6 (Dezember 2012): 697–718. http://dx.doi.org/10.1080/02331888.2011.553683.
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Tunçkal, Cüneyt, Salih Coşkun, İbrahim Doymaz und Ernes Ergun. „Determination of Sliced Pineapple Drying Characteristics in A Closed Loop Heat Pump Assisted Drying System“. International Journal of Renewable Energy Development 7, Nr. 1 (18.02.2018): 35. http://dx.doi.org/10.14710/ijred.7.1.35-41.
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Pineapple (Ananascomosus) slices were dried with the aid of a heat pump assisted dryer (HPD). During this process, air velocity was kept constant at 1m/s, while air temperatures were changed as 37°C, 40°C and 43°C. The drying air was also circulated by using an axial fan in a closed cycle and fresh air was not allowed into the system. The drying rate and drying time were significantly influenced by drying temperature. It was observed that drying temperatures had significant effects on the drying rate and drying time. During the conduct of the study, pineapple slices were dried at 37, 40 and 43°C for 465, 360 and 290 min, respectively. The specific moisture extraction ratio (SMER) values were observed to change as drying temperatures were changed. The drying rate curves indicated that the whole drying process occurred in the falling rate period. Seven well-known thin-layer models (Lewis, Henderson &Pabis, Logarithmic, Page, Midilli & Kucuk, Weibull and Aghbashlo et al.) were employed to make a prediction about drying kinetics through nonlinear regression analysis. The Midilli & Kucuk and Aghbashlo et al. models were consistent with the experimental data. Fick’s second law of diffusion was used to determine the moisture diffusivity coefficient ranging from 3.78×10–9 to 6.57×10-9 m2/s the each of the above mentioned temperatures. The dependence of effective diffusivity coefficient on temperature was defined by means a fan Arrhenius type equation. The activation energy of moisture diffusion was found to be 75.24kJ/mol. Article History: Received: July 18th 2017; Received: October 27th 2017; Accepted: January 16th 2018; Available onlineHow to Cite This Article: Tunçkal, C., Coşkun, S., Doymaz, I. and Ergun, E. (2018) Determination of Sliced Pineapple Drying Characteristics in A Closed Loop Heat Pump Assisted Drying System. International Journal of Renewable Energy Development, 7(1), 35-41.https://doi.org/10.14710/ijred.7.1.35-41
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Jiang, Weiguo, Zheng Chen, Xuan Lei, Kai Jia und Yongfeng Wu. „Simulating urban land use change by incorporating an autologistic regression model into a CLUE-S model“. Journal of Geographical Sciences 25, Nr. 7 (05.05.2015): 836–50. http://dx.doi.org/10.1007/s11442-015-1205-8.
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Purba, Natalina, und Martua Reynhat Sitanggang Gusar. „Clean and Healthy Lifestyle Behavior (PHBS Program) for Children with Intellectual Disability“. JPUD - Jurnal Pendidikan Usia Dini 14, Nr. 2 (30.11.2020): 275–87. http://dx.doi.org/10.21009/jpud.142.06.
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The achievement of children's quality of life is undoubtedly linked to the development of positive habits that will continue to be practiced in future lives. This can be done by developing awareness and behavior of a balanced clean and healthy lifestyle. The purpose of this study was to determine the increase in the PHBS ability of children. Various efforts have been made so that children with intellectual disabilities can maintain their cleanliness. The efforts made by the teacher are still not maximal so that the delivery of information about PHBS must be completed by another method, namely demonstration. This research was conducted at SDLB 127710 Pematangsiantar5 with an action research method that refers to the Kurt Lewin model. Data collection techniques used purposive sampling and data analysis with the Wilcoxon test. The results showed an increase in understanding of the PHBS of children with intellectual disabilities able to learn SDLB 127710 Pematangsiantar through the demonstration method. This is evidenced by the increase in the score, where the initial assessment was obtained (59%), while in the first cycle, the average score was good (69.9%). In short, the understanding of children with intellectual disabilities being able to learn about PHBS is increased by using the demonstration method.
Keywords: Intellectual Disability Children, PHBS program, Demonstration methods
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Hyner, G. C. „A Procedural Model for Planning and Evaluating Behavioral Interventions“. Methods of Information in Medicine 44, Nr. 02 (2005): 299–302. http://dx.doi.org/10.1055/s-0038-1633967.
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Summary Objective: A model for planning, implementing and evaluating health behavior change strategies is proposed. Variables are presented which can be used in the model or serve as examples for how the model is utilized once a theory of health behavior is adopted. Results: Examples of three innovative strategies designed to influence behavior change are presented so that the proposed model can be modified for use following comprehensive screening and baseline measurements. Three measurement priorities: clients, methods and agency are subjected to three phases of assessment: goals, implementation and effects. Conclusion: Lifestyles account for the majority of variability in quality-of-life and premature morbidity and mortality. Interventions designed to influence healthy behavior changes must be driven by theory and carefully planned and evaluated. The proposed model is offered as a useful tool for the behavior change strategist.
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E'temad, Khaled, und Hossein Rahmanseresht. „Forecasting Change Based on Employees’ Work Engagement: Case Study (Civil Servants in Government Organizations in Sanandaj)“. International Letters of Social and Humanistic Sciences 64 (November 2015): 119–25. http://dx.doi.org/10.18052/www.scipress.com/ilshs.64.119.
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The study tries to identify predictors of change acceptance based on work engagement of civil servants in government organizations in Sanandaj. The population of the study is 4235 civil servants in government organizations in Sanandaj. The present study uses stratified random sampling method. Using Cochran’s Formula, as many as 352 people were set as the sample size and the same number of questionnaires was filled by the participants. The study was descriptive co relational and was carried out through a descriptive method. A questionnaire was used for data collection to measure the level of work engagement, the questionnaire proposed by Schaufeli and Becker (2003) was used. To measure change acceptance in the respondents, the questionnaire proposed by Saeatchi, Kamkari and Askarian (2010) was designed according to the model by Kurt Lewin. After the validity and reliability of the questionnaires were confirmed, the questionnaires were distributed among the participants. Cronbach's alpha in work engagement and in change acceptance questionnaires were 0.84 and 0.82, respectively. After completing the questionnaire using SPSS20, Pearson correlation analysis and multivariate regression analysis were calculated and analyzed. The results of regression analysis showed that the dependent variable (change acceptance) was directly affected by liveliness and eagerness of the staff. This variable alone explains 44% of acceptance of change variance in this study. The independent variable is directly affected by eagerness variable. This variable alone accounts for 39% of accepting change variance in the population under study. The third determinant of accepting change is the employees’ dedication variable. This variable alone amounts to 31% of change acceptance variance by staff in the population under study.
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Burke, W. Warner, und George H. Litwin. „A Causal Model of Organizational Performance and Change“. Journal of Management 18, Nr. 3 (September 1992): 523–45. http://dx.doi.org/10.1177/014920639201800306.
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To provide a model of organizational performance and change, at least two lines of theorizing need to be explored-organizationalfunctioning and organizational change. The authors go beyond description and suggest causal linkages that hypothesize how performance is affected and how effective change occurs. Change is depicted in terms of both process and content, with particular emphasis on transformational as compared with transactional factors. Transformational change occurs as a response to the external environment and directly affects organizational mission and strategy, the organization 's leadership, and culture. In turn, the transactionalfactors are affected-structure, systems, management practices, and climate. These transformational and transactional factors together affect motivation, which, in turn, affects performance. In support of the model's potential validity, theory and research as well as practice are cited.
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LI, JIANGUO, und CHRIS BREW. „Class-based approach to disambiguating Levin verbs“. Natural Language Engineering 16, Nr. 4 (Oktober 2010): 391–415. http://dx.doi.org/10.1017/s1351324910000136.
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AbstractLapata and Brew (Computational Linguistics, vol. 30, 2004, pp. 295–313) (hereafter LB04) obtain from untagged texts a statistical prior model that is able to generate class preferences for ambiguous Lewin (English Verb Classes and Alternations: A Preliminary Investigation, 1993, University of Chicago Press) verbs (hereafter Levin). They also show that their informative priors, incorporated into a Naive Bayes classifier deduced from hand-tagged data (HTD), can aid in verb class disambiguation. We re-analyse LB04's prior model and show that a single factor (the joint probability of class and frame) determines the predominant class for a particular verb in a particular frame. This means that the prior model cannot be sensitive to fine-grained lexical distinctions between different individual verbs falling in the same class.We replicate LB04's supervised disambiguation experiments on large-scale data, using deep parsers rather than the shallow parser of LB04. In addition, we introduce a method for training our classifier without using HTD. This relies on knowledge of Levin class memberships to move information from unambiguous to ambiguous instances of each class. We regard this system as unsupervised because it does not rely on human annotation of individual verb instances. Although our unsupervised verb class disambiguator does not match the performance of the ones that make use of HTD, it consistently outperforms the random baseline model. Our experiments also demonstrate that the informative priors derived from untagged texts help improve the performance of the classifier trained on untagged data.
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Yusof, Norhafezah, Rosna Awang Hashim, Nena P. Valdez und Aizan Yaacob. „Managing diversity in higher education“. Journal of Asian Pacific Communication 28, Nr. 1 (19.01.2018): 41–60. http://dx.doi.org/10.1075/japc.00003.yus.
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Abstract Situated in the first stage of Lewin’s Change Management Model (Lewin, 1947), this study examined the strategic communication plan needed to enable Higher Educational Institutions (HEIs) to embrace learner diversity via diversity engagement. Participants were 56 academics from 14 public and two private universities in Malaysia who attended the Learner Diversity training module at the Higher Education Leadership Academy (AKEPT) between the periods from 2014 to 2015. During the training sessions, participants were asked to diagnose the existing communication strategies of their respective universities that concerned learner diversity, and to suggest ways to fulfill the mission of driving diversity in their respective universities. Each participant wrote three series of reflective writings and these created a total database of 168 reflective notes. The data were analyzed using the six phases of thematic analysis proposed by Braun and Clarke (2006). The findings have identified three main themes for a strategic communication planning approach: (1) re-examining the institutional mission statement on inclusive diversity practices, (2) changing the mindset of academe, and (3) starting with small steps when introducing change in embracing learner diversity. This study served as one of the baseline studies conducted at the national level to comprehend the potential of a strategic communication planning process in HEIs from the perspectives of employees.
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Stadler, Kevin, Richard A. Blythe, Kenny Smith und Simon Kirby. „Momentum in Language Change“. Language Dynamics and Change 6, Nr. 2 (2016): 171–98. http://dx.doi.org/10.1163/22105832-00602005.
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Like other socially transmitted traits, human languages undergo cultural evolution. While humans can replicate linguistic conventions to a high degree of fidelity, sometimes established conventions get replaced by new variants, with the gradual replacement following the trajectory of an s-shaped curve. Although previous modelling work suggests that only a bias favoring the replication of new linguistic variants can reliably reproduce the dynamics observed in language change, the source of this bias is still debated. In this paper we compare previous accounts with a momentum-based selection account of language change, a replicator-neutral model where the popularity of a variant is modulated by its momentum, i.e. its change in frequency of use in the recent past. We present results from a multi-agent model that are characteristic of language change, in particular by exhibiting spontaneously generated s-shaped transitions that do not require externally triggered actuation. We discuss several empirical questions raised by our model, pertaining to both momentum-based selection as well as other biases and pressures which have been suggested to influence language change.
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Майстренко, E. Maystrenko, Третьяков, S. Tretyakov, Даянова, D. Dayanova, Черников und N. Chernikov. „Two-cluster model trёhkompartmentnye tremor in Parkinson´s disease“. Complexity. Mind. Postnonclassic 4, Nr. 1 (23.08.2015): 39–47. http://dx.doi.org/10.12737/10863.
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The scope of compartment-cluster theory of biosystems is in modeling of voluntariness (or involuntariness) of postural tremor and occurs due to the changes in external control drives Ud from 1st (supervisor) cluster. In this case, there are variations in the frequency response and autocorrelation functions, which is typical for tremorogramm of postural tremor and in case of Parkinson´s disease. The voluntariness of the tremor may occur only in the change of quasiattractors’ parameters in models (changing dissipation coefficient b), that is observed in changes of phy-siological states in the organism (con sciously).
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Lin, Ji-Yi, und H. S. Cheng. „An Analytical Model for Dynamic Wear“. Journal of Tribology 111, Nr. 3 (01.07.1989): 468–74. http://dx.doi.org/10.1115/1.3261948.
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A wear model which permits the wear rate to be dependent on time is introduced to study the dynamic wear behavior observed in practice. In this model, it is postulated that the wear rate is proportional to a forcing term, I, which is contributed by the stress field induced by the frictional force at the asperity contacts; and inversely proportional to a wear resisting term, S, which is related to the material antiwear strength near the surface. One of the important characteristics of the dynamic wear model is that both I and S are now time dependent or wear dependent because when wear progresses the material strength at various layers would change and the stress field would also change as a result of the change of surface topography. Using this dynamic wear model, it is shown that the commonly observed running-in, steady-state, or accelerated wear phenomena can be explained.
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Gandz, Jeffrey. „Grievance Arbitration. A Model for the Study of Policy Change“. Relations industrielles 31, Nr. 4 (12.04.2005): 631–54. http://dx.doi.org/10.7202/028747ar.
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A model is developed which explains the factors involve d in a trade union's decision to pres s a grievance to arbitration. This model is then used to analyze the impact of policy initiatives designed to reduce the costs of arbitration, speed up the process and facilitate mediation prior to arbitration. Finally a number of research strategies for validating the model are proposed and discussed.
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Sikdar, Arijit, und Jayashree Payyazhi. „A process model of managing organizational change during business process redesign“. Business Process Management Journal 20, Nr. 6 (28.10.2014): 971–98. http://dx.doi.org/10.1108/bpmj-02-2013-0020.
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Purpose – Business process implementation has been primarily seen as a redesign of the workflow with the consequent organizational change assumed to be taking place automatically or through a process of “muddling through”. Although evidence suggests that 70 per cent of business process reengineering programmes have failed due to lack of alignment with corporate change strategy, the question of alignment of workflow redesign with the organizational change process has not received adequate attention. The purpose of this paper is to provide a framework for managing organizational change in a structured manner during workflow redesign, a perspective missing in the literature on business process management (BPM) implementation. Design/methodology/approach – This paper attempts to integrate the 8-S dimensions of Higgins model across the different phases of workflow redesign to develop a process framework of managing organizational change during BPM workflow redesign. As an exploratory study the paper draws on existing literature on BPM and change alignment to conceptualize an alignment framework of associated managerial activities involved during different phases of BPM workflow redesign. The framework is evaluated against two case studies of business process implementation to substantiate how lack of alignment leads to failure in BPM implementation. Findings – The paper provides a conceptual framework of how organizational change should be managed during BPM implementation. The model suggests the sequence of alignment of the 8-S dimensions (Higgins, 2005) with the different phases of the workflow redesign and identifies the role of the managerial levels in the organization in managing the alignment of the 8-S dimensions during business process change. Practical implications – This framework would provide managers with an execution template of how to achieve alignment of the workflow redesign with the 8-S dimensions thus facilitating effective organizational change during business process implementation. Originality/value – This paper proposes a process model of how organizational elements should be aligned with the workflow redesign during business process change implementation. No such model is available in BPM literature proposing alignment between hard and soft factors.
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Liu, Jun Hong, Jun Gong und Jian Hong Chen. „Spatial Pattern Simulation on Land Use Change in Nanchang Based on CLUE-S Model“. Applied Mechanics and Materials 295-298 (Februar 2013): 2523–27. http://dx.doi.org/10.4028/www.scientific.net/amm.295-298.2523.
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The CLUE-S model is a widely used method in the aspect of spatial simulation. CLUE-S model to simulate the land use space pattern of Nanchang in 2005, and compare the simulated results with the land use status figure of Nanchang in 2005 was built on the basis of taking Nanchang as research region, analyzing the land use data of Nanchang in 1995 based on GIS technology, combining natural and social economic factors such as railway, highway, river, settlements, DEM, slope, aspect, etc. and filtering decisive driving factors to the spatial change of Nanchang’s main land use types with SPSS Logistic regression analysis. In the basic unit of 150M*150M grid level, KAPPA index reaches 0.870, the experimental result is ideal. At the same time, predicting the land use pattern of the year 2017 is based on the land use data of Nanchang in 2005. Experimental results indicate that CLUE-S model has good predicting ability to urban spatial structure development, and has reference value to driving mechanism research of the urban layout and analyzing urban development.
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Muhtada, Dani. „Managing workforce diversity: an Islamic perspective“. Indonesian Journal of Islam and Muslim Societies 2, Nr. 1 (01.06.2012): 78. http://dx.doi.org/10.18326/ijims.v2i1.78-108.
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Workforce diversity is an inevitable phenomenon of the day. Diversity management<br />is then developed in response to this reality. The discourse has been widely<br />implemented in many western countries and some other countries across the<br />world. Yet, it does not sound loudly in the Muslim countries. The objective of this<br />paper is to discover Islamic perspective of workforce diversity management. The<br />results show that pluralism and multiculturalism values are strongly promoted in<br />Islamic teaching. Although, some conceptual problems regarding conservative<br />views on diversity might constrain diversity workforce management, but a strategic<br />solution to this issue is not impossible. This paper basically favors the idea of<br />implementing the Lewin-Schein change model (i.e., unfreezing – change [moving]<br />– refreezing) for managing diversity in the Muslim society context but with a<br />more focus given to the substantive aspects of diversity management (i.e., elaborating<br />Islamic values on diversity). The role of such qualified Islamic scholars is<br />crucial in this regard.<br />Keragaman sumber daya manusia di tempat kerja adalah sebuah fenomena yang<br />tidak terhindarkan dewasa ini. Karena itu, mengelola keragaman secara professional<br />adalah sebuah keniscayaan. Meskipun diskursus tentang pengelolaan<br />keragaman di tempat kerja bukanlah hal yang baru di dunia Barat, namun di<br />negara-negara berpenduduk mayoritas muslim praktik dan wacana tentang hal tersebut masih kurang mendapatkan perhatian. Paper ini bertujuan untuk<br />menawarkan konsep manajemen keragaman di tempat kerja dalam perspektif<br />Islam. Paper ini menggarisbawahi bahwa multikulturalisme sesungguhnya memiliki<br />tempat yang signifikan dala ajaran Islam. Kendati ada ada persoalan konseptual<br />berkaitan pandangan-pandangan konservatif tentang pluralism dan<br />mulrikulturalisme, yang nota bene dapat menghambat efektivitas manajemen<br />keragaman di dunia Islam, namun persoalan ini bukan tidak dapat dipecahkan.<br />Paper ini berpendapat bahwa framework yang ditawarkan oleh Lewin-Schein<br />tentang pengelolaan keragaman dapat diadaptasi dalam konteks dunia Islam<br />dengan mengelaborasi konsep-konsep ajaran Islam tentang keragaman.
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WU, JIAN-KUEN, JYH-CHENG CHEN, JASON CHIA-HSIEN CHENG, DAVID HUANG und JAMES JER-MIN JIAN. „MODEL ANALYSIS OF RESPIRATION-RELATED DOSIMETRIC CHANGE DURING RADIOTHERAPY“. Biomedical Engineering: Applications, Basis and Communications 14, Nr. 01 (25.02.2002): 35–39. http://dx.doi.org/10.4015/s1016237202000061.
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To estimate the respiration-induced dosimetric change at beam edge during a beam-on interval of radiotherapy, by the integration of a mathematical model for organ motion and a modeled beam profile. A method is proposed which incorporated the effects of intra-treatment organ motion due to breathing on the dosimetric change for the treatment of liver cancer. The basic algorithm was to assume the motion of infra-abdominal organs was predominantly in the superior-inferior (S-I) direction. The starting phase was defined as the mid-phase at exhale, to reproduce the same situation of computed tomography simulation for liver cancer. The S-I extent of motion was defined as 1.5cm. The period of a breathing cycle was defined as 4.2 seconds. The shape parameter of the respiratory model was defined as 3. The radiation dose of 100 cGy given with the rate of 300 MU/minute was designed for the model analysis. The position at the beam edge as a function of time could be parameterized for a 10cm x 10cm field with a setup of SAD 100cm. The dose profiles of both 6MV and 18MV photons were applied for the dosimetric calculation of the beam-edge point during the dynamic movement in a beam-on time interval of radiotherapy. The point doses at the superior beam edge for 6MV photons and18MV photons during a beam-one interval of 22.8 seconds were 73.5% and 77.2% of the isocenter dose, respectively. The point doses at the inferior beam edge for the two energies were 31.2% and 32.4%, respectively. There were 147-154% dose increase for superior beam edge and 62.4-64.8% dose decrease for inferior beam edge, as compared to the 50% isocenter dose with the static dose distribution. It is simple and feasible to use the mathematical model to estimate the dosimetric change of the intra-abdominal organ motion from respiration. The impact of respiration on the dosimetric difference deserves more attention in the prescription of radiation treatment. Further measurement of the exact organ motion during the real treatment is warranted to optimize the model.
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Ellur, Sunderraj, und Norman L. Guido. „A mathematical model to predict the change in direction of the common limb in Z plasty“. Indian Journal of Plastic Surgery 42, Nr. 01 (Januar 2009): 082–84. http://dx.doi.org/10.1055/s-0039-1699317.
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ABSTRACTThe Z plasty is a common procedure used in scar revision. It is used to break the line of a scar. It can also be used to change the direction of a scar. This article presents a mathematical model to help select an appropriate angled Z to enable the planned change in the direction of the final scar.
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Suki, Tahmid Tamrin, und ABM Shahadat Hossain. „A Comparative Analysis of the Black-Scholes- Merton Model and the Heston Stochastic Volatility Model“. GANIT: Journal of Bangladesh Mathematical Society 39 (19.11.2019): 127–40. http://dx.doi.org/10.3329/ganit.v39i0.44168.
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This paper compares the performance of two different option pricing models, namely, the Black-Scholes-Merton (B-S-M) model and the Heston Stochastic Volatility (H-S-V) model. It is known that the most popular B-S-M Model makes the assumption that volatility of an asset is constant while the H-S-V model considers it to be random. We examine the behavior of both B-S-M and H-S-V formulae with the change of different affecting factors by graphical representations and hence assimilate them. We also compare the behavior of some of the Greeks computed by both of these models with changing stock prices and hence constitute 3D plots of these Greeks. All the numerical computations and graphical illustrations are generated by a powerful Computer Algebra System (CAS), MATLAB.
GANIT J. Bangladesh Math. Soc.Vol. 39 (2019) 127-140
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Ingledew, David K., Lew Hardy und Cary L. Cooper. „An Attributional Model Applied to Health Behaviour Change“. European Journal of Personality 10, Nr. 2 (Juni 1996): 111–32. http://dx.doi.org/10.1002/(sici)1099-0984(199606)10:2<111::aid-per250>3.0.co;2-s.
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TANG, Zhihua, Xianlong ZHU und Cheng LI. „Analysis of Land Use/Land Cover Change in Yangzhou City Based on CLUE-S Model“. Geo-information Science 13, Nr. 5 (07.11.2011): 695–700. http://dx.doi.org/10.3724/sp.j.1047.2011.00695.
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Darling, John R., und Raymond E. Taylor. „A Model for Reducing Internal Resistance to Change in a Firm′s International Marketing Strategy“. European Journal of Marketing 23, Nr. 7 (Juli 1989): 34–41. http://dx.doi.org/10.1108/eum0000000000577.
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Lamichhane, Suraj, und Narendra Man Shakya. „Land Use Land Cover (LULC) Change Projection in Kathmandu Valley using the CLUE-S Model“. Journal of Advanced College of Engineering and Management 6 (10.07.2021): 221–33. http://dx.doi.org/10.3126/jacem.v6i0.38361.
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In the past few decades the urbanization pattern of the Kathmandu valley has rapidly increased and the process was sensed through the increase in the urban facilities, population growth, and changed LULC pattern. The historical LULC change was analyzed using the generated map and the future scenario was found through the CLUE-S LULC change model and processed in GIS environment. Five scenarios and nine driving forces were considered for the sensitivity and future analysis of the model. Based on the evaluation of the historical maps and the conservation matrix, the built-up area is found to be increased nearby by 5% and the agricultural area decreased by 6.5% during 2010 to 2018. It is concluded that the normal LULC conservation scenario provides more reliable information for the future projection. The simulation result highlights that nearly 4 km2 of fertile and open area will be converted to built-up areas due to the rapid urbanization per decade. This increase in urbanization process leads to more challenges in urban environment management in future.
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Pan, Mei, und Lede Niu. „Research on dynamic simulation of land use change based on geographical weighted CLUE-S model“. International Journal of Environmental Technology and Management 24, Nr. 1/2 (2021): 49. http://dx.doi.org/10.1504/ijetm.2021.10038730.
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Niu, Lede, und Mei Pan. „Research on dynamic simulation of land use change based on geographical weighted CLUE-S model“. International Journal of Environmental Technology and Management 24, Nr. 1/2 (2021): 49. http://dx.doi.org/10.1504/ijetm.2021.115728.
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Shestakov, V., M. Korshunov und O. Dolgov. „Temperature-Dependent s± ↔ s++ Transitions in the Multiband Model for Fe-Based Superconductors with Impurities“. Symmetry 10, Nr. 8 (06.08.2018): 323. http://dx.doi.org/10.3390/sym10080323.
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We study the dependence of the superconducting gaps on both the disorder and the temperature within the two-band model for iron-based materials. In the clean limit, the system is in the s± state with sign-changing gaps. Scattering by nonmagnetic impurities leads to the change of the sign of the smaller gap, resulting in a transition from the s± to the s++ state with the sign-preserving gaps. We show here that the transition is temperature-dependent. Thus, there is a line of s±→s++ transition in the temperature–disorder phase diagram. There is a narrow range of impurity scattering rates, where the disorder-induced s±→s++ transition occurs at low temperatures, but then the low-temperature s++ state transforms back to the s± state at higher temperatures. With increasing impurity scattering rate, the temperature of such s++→s± transition shifts to the critical temperature Tc, and only the s++ state is left for higher amounts of disorder.
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Rosha, Rahul, Rajiv Singla und Bharti Kalra. „Predietary Counseling in Ketogenic Diet: The 5R Model“. Journal of Social Health and Diabetes 06, Nr. 02 (12.11.2018): 72–74. http://dx.doi.org/10.1055/s-0038-1675671.
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AbstractA major determinant of success while following a ketogenic diet is the counseling that precedes and accompanies the dietary advice. Effective predietary counseling lays a strong foundation upon which successful outcomes can be built. Predietary counseling, an art as well as a science, is best understood through a bio-psychosocial viewpoint. This brief communication shares an alliteratively named model, the 5R rubric. Rapport, realistic realization, reliability, readiness to change, and relationship must be explored and improved during the process of counseling. These five R's remind one to practice continuous, holistic counseling, without forgetting any of the factors that may impact outcomes. Pre-ketodietary counseling is a theranostic intervention, as it helps in both assessment (diagnosis) and improving outcomes (therapeutics).
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Lee, Cheol Min, Dae-Seong Lee, Tae-Sung Kwon, Mohammad Athar und Young-Seuk Park. „Predicting the Global Distribution of Solenopsis geminata (Hymenoptera: Formicidae) under Climate Change Using the MaxEnt Model“. Insects 12, Nr. 3 (08.03.2021): 229. http://dx.doi.org/10.3390/insects12030229.
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The tropical fire ant Solenopsis geminata (Hymenoptera: Formicidae) is a serious invasive species that causes a decline in agricultural production, damages infrastructure, and harms human health. This study was aimed to develop a model using the maximum entropy (MaxEnt) algorithm to predict the current and future distribution of S. geminata on a global scale for effective monitoring and management. In total, 669 occurrence sites of S. geminata and six bioclimatic variables of current and future climate change scenarios for 2050 and 2100 were used for the modeling. The annual mean temperature, annual precipitation, and precipitation in the driest quarter were the key influential factors for determining the distribution of S. geminata. Although the potential global distribution area of S. geminata is predicted to decrease slightly under global warming, the distribution of favorable habitats is predicted to expand to high latitudes under climate scenarios. In addition, some countries in America and East Asia, such as Brazil, China, South Korea, the USA, and Uruguay, are predicted to be threatened by S. geminata invasion under future climate change. These findings can facilitate the proactive management of S. geminata through monitoring, surveillance, and quarantine measures.
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Wang, Li, Xi Min Cui, De Bao Yuan, Yi Zhao und Xue Qian Hong. „CLUE-S Model-Based Simulation of Land Use Dynamic Variation in Yangzhou Urban“. Applied Mechanics and Materials 347-350 (August 2013): 3247–51. http://dx.doi.org/10.4028/www.scientific.net/amm.347-350.3247.
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Land Use/Cover Change (LUCC) is a commonly concerned issue. The CLUE-S model was applied to Yangzhou urban area in this paper to simulate the land use spatial distribution in the urban area from 2003 to 2010. Combined with RS & GIS technology, three periods of remote sensing images were firstly preprocessed and three periods of land-use maps were obtained by means of object-oriented method. Then, corresponding model parameters were defined in the CLUE-S model to obtain the spatial distribution of land use of Yangzhou urban in 2003~2010. After that, the extracted and the simulated land use maps in 2007 were compared to evaluate the simulation accuracy. CLUE-S model can be used to simulate the distribution pattern of the development of smaller-scale regional urban space, to provide guidance for the smaller scale urban development planning, and is worthy of popularization and application of land use and land cover change model.
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VERBURG, PETER H., WELMOED SOEPBOER, A. VELDKAMP, RAMIL LIMPIADA, VICTORIA ESPALDON und SHARIFAH S. A. MASTURA. „Modeling the Spatial Dynamics of Regional Land Use: The CLUE-S Model“. Environmental Management 30, Nr. 3 (September 2002): 391–405. http://dx.doi.org/10.1007/s00267-002-2630-x.
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Feltgen, Q., B. Fagard und J. P. Nadal. „Frequency patterns of semantic change: corpus-based evidence of a near-critical dynamics in language change“. Royal Society Open Science 4, Nr. 11 (November 2017): 170830. http://dx.doi.org/10.1098/rsos.170830.
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It is generally believed that when a linguistic item acquires a new meaning, its overall frequency of use rises with time with an S-shaped growth curve. Yet, this claim has only been supported by a limited number of case studies. In this paper, we provide the first corpus-based large-scale confirmation of the S-curve in language change. Moreover, we uncover another generic pattern, a latency phase preceding the S-growth, during which the frequency remains close to constant. We propose a usage-based model which predicts both phases, the latency and the S-growth. The driving mechanism is a random walk in the space of frequency of use. The underlying deterministic dynamics highlights the role of a control parameter which tunes the system at the vicinity of a saddle-node bifurcation. In the neighbourhood of the critical point, the latency phase corresponds to the diffusion time over the critical region, and the S-growth to the fast convergence that follows. The durations of the two phases are computed as specific first-passage times, leading to distributions that fit well the ones extracted from our dataset. We argue that our results are not specific to the studied corpus, but apply to semantic change in general.
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Michalczyk, Zierkiewicz, Wysokiński und Scheiner. „Theoretical Studies of IR and NMR Spectral Changes Induced by Sigma-Hole Hydrogen, Halogen, Chalcogen, Pnicogen, and Tetrel Bonds in a Model Protein Environment“. Molecules 24, Nr. 18 (12.09.2019): 3329. http://dx.doi.org/10.3390/molecules24183329.
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Various types of σ-hole bond complexes were formed with FX, HFY, H2FZ, and H3FT (X = Cl, Br, I; Y = S, Se, Te; Z = P, As, Sb; T = Si, Ge, Sn) as Lewis acid. In order to examine their interactions with a protein, N-methylacetamide (NMA), a model of the peptide linkage was used as the base. These noncovalent bonds were compared by computational means with H-bonds formed by NMA with XH molecules (X = F, Cl, Br, I). In all cases, the A–F bond, which lies opposite the base and is responsible for the σ-hole on the A atom (A refers to the bridging atom), elongates and its stretching frequency undergoes a shift to the red with a band intensification, much as what occurs for the X–H bond in a H-bond (HB). Unlike the NMR shielding decrease seen in the bridging proton of a H-bond, the shielding of the bridging A atom is increased. The spectroscopic changes within NMA are similar for H-bonds and the other noncovalent bonds. The C=O bond of the amide is lengthened and its stretching frequency red-shifted and intensified. The amide II band shifts to higher frequency and undergoes a small band weakening. The NMR shielding of the O atom directly involved in the bond rises, whereas the C and N atoms both undergo a shielding decrease. The frequency shifts of the amide I and II bands of the base as well as the shielding changes of the three pertinent NMA atoms correlate well with the strength of the noncovalent bond.