Dissertations / Theses: 'Change process'

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Kebrlová, Linda. "Change management." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-75417.

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This diploma thesis is focused on Change Management, for which I used translation "správa změn" in my thesis. The diploma thesis includes a proposal for solution of Change Management, which is based from elements of RUP (Rational Unified Process), and methodology and CMMI (Capability Maturity Model Integration). In the first chapter, entitled Software requirements, there are at first defined basic concepts related to Change Management. The chapter includes the definition of software requirements and specification of different types of requirements. Then it focuses on sphere of Requirements Management, involving Change Management. Next part of chapter includes improving of existing processes, which can be used for change-oriented processes. The following section introduces the basic characteristics of RUP methodology. At first there are described its basic features, best practices and elements of methodology. The following there are described the components and procedures of specific discipline Configuration and Change Management. A separate part of thesis is also focused on the the presentation of the CMMI model. In the charter, which is devoted to this model, there is a definition of basic concepts. Then there is description of the model, the various components and method of improving in CMMI model. In the following section is a description of the Change Management in the CMMI model. The final part tries to evaluate the Change Management in concept of the RUP methodology and CMMI model. It also focuses on aspects of integrating these two areas. I try design solution of Change Management based on analysis of available information. This solution is the main aim of my thesis.

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Roseborough, LaKisha B. "The Change Process: Curriculum Change from the Teacher's Perspective." Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etd/3191.

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Teachers are experiencing change at a constant rate within school systems across the nation. Principals are preparing teachers to adapt the curriculum to meet standards that are state mandated. This study focused on the change process adopted by the principal for use in assisting teachers with implementation of curriculum and instructional strategies. Findings from this study will provide administrators’ strengths and weaknesses that are experienced during the change process. Through analysis of interviews, focus groups and documents, the researcher was able to unfold the perspectives of teachers as they relate to Fullan’s Change Theory with initiation, implementation, and institutionalizing the change and The Concerns Based Adoption Model.

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Lake, Danielle L. "Institutions and process /." See Full Text at OhioLINK ETD Center (Requires Adobe Acrobat Reader for viewing), 2006. http://www.ohiolink.edu/etd/view.cgi?toledo1153932677.

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SOUZA, PAULO ROBERTO MENEZES DE. "EXECUTIVE COACHING AND BEHAVIORAL CHANGE PROCESS." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2011. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=18773@1.

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A arena de competição dos negócios está se transformando cada vez mais rapidamente e as organizações precisam de pessoas preparadas para liderar as adaptações e inovações necessárias. O Coaching vem ocupando um espaço no esforço de cumprir a missão de apoiar o desenvolvimento de comportamentos e competências nos executivos, para que as empresas possam perseguir seus objetivos. Para que os executivos experimentem os benefícios do processo de Coaching é fundamental que o coachee tenha clareza e entendimento de que existem comportamentos a melhorar e ter disposição para querer mudar e persistir ao longo do tempo necessário para que o novo comportamento desejado se torne um hábito. O objetivo deste trabalho é analisar a importância e efetividade de se avaliar a capacidade adaptativa e o estágio de mudança do indivíduo no início e no final de um programa de Coaching, como uma etapa estratégica de assessment e melhor planejamento do processo, de forma a escolher com mais rapidez e segurança as ferramentas a serem utilizadas em cada caso. Para cumprir este objetivo, utilizando a Escala de Estágios de Mudanças/EEM, que foi desenvolvida por McConnaughy, Prochaska e Velicer (1983) e o Design de Processo de Coaching, de Souza (2005), foram acompanhados oito executivos num processo de Coaching durante três meses. Os resultados deste estudo sugerem que os programas de Coaching de executivos podem ser ainda mais eficientes utilizando ferramentas de avaliação como a Escala de Estágios de Mudanças. Apesar disso, não podemos perder de vista que se trata de um processo que requer extrema flexibilidade de acordo com cada caso que esteja sendo conduzido. Por isso é desejável que não se padronize os procedimentos de forma genérica. Algumas limitações do modelo foram observadas, conforme abordadas em capítulo próprio, e algumas recomendações de outros estudos e pesquisas também foram mencionadas.
The arena of business competition is becoming ever faster and organizations need people prepared to lead the necessary adaptations and innovations. Coaching has been occupying a space in an effort to fulfill the mission of supporting the development of skills and behaviors in the Executive, so that companies can pursue their goals. For executives to experience the benefits of the process of coaching is essential that the coachee has clarity and understanding that there are behaviors to improve and a willingness to want to change and persist over time to the desired new behavior becomes a habit. The objective of this study is to analyze the importance and effectiveness of assessing the adaptive capacity and the individual s stage of change at the beginning and end of a coaching program as a strategic step for better assessment and planning process in order to choose more speed and security tools to be used in each case. To meet this goal, using the Stages of Change Scale / MES, which was developed by McConnaughy, Prochaska and Velicer (1983) and the Design Process Coaching, de Souza (2005), were followed eight executives in the process of skills development for three months. The results of this study suggest that executive coaching programs can be even more efficient by using assessment tools such as the Stages of Change Scale. Nevertheless, we can not lose sight that this is a process that requires extreme flexibility according to each case that is being conducted. Therefore it is desirable not to standardize the procedures in a generic way. Some limitations of the model were observed, as discussed in a separate chapter, and some recommendations from other studies and research were also mentioned.

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Emond, Matthew W. "Endogenous Process & Designing Through Change." Amherst, Mass. : University of Massachusetts Amherst, 2009. https://scholarworks.umass.edu/theses/300.

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This project was an exercise in aligning my intuition, community experience, and design sensitivities under the pretext of an architectural expression. My desire was to work endogenously, or out of my home environment, on a project that had no clear programmatic or formal requirements or limitations. I began by assessing a prevalent issue in my home town (a connection between the river and the town center) both from the top down and the bottom up. Throughout, I sought to challenge my preconceived notions of what might be, and allow a design process to emerge out of the layers of information I had absorbed as a participant in this holistic landscape. Inflection and change became a driving force in this pared down design process, and through them came a working territory that framed the programmatic and formal specificities of the South River P.O.R.T.

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Brito, Rafaela Belina Rodrigues de. "Securitizing climate change : process and implications." Master's thesis, FEUC, 2009. http://hdl.handle.net/10316/12089.

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French, Lynn Erica. "Individual change : the process and strategies." Thesis, Queensland University of Technology, 1994. https://eprints.qut.edu.au/36392/1/36392_French_1994.pdf.

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Change is increasing, for individuals, their organisations and societies. As the individual is the one who must ultimately accept or reject the change, it is both pertinent and timely that investigations be made into the process of change and the strategies used by individuals to move through that process. In order to study a process, one must first gain an understanding of all the components that make up that process. A literature review of current models identified several assumptions upon which these models are built. Evidence for refuting these assumptions, encouraged the construction of a new model of individual change transition. To test this model, a questionnaire was developed and distributed to three groups of students undergoing a process of change. From the information obtained through the survey, a process of change was identified with associated strategies used by individuals to instigate their movement through the change process. This thesis does not purport to cover change in all situations nor across a broad spectrum of individuals. It is, a preliminary study, exploring and describing concepts of the change transition process as experienced by groups of individuals, in order to gain an understanding of the individual change transition process and related strategies.

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Richardson, Mary Golden. "Power law process models for nonhomogeneous poisson process change-points /." free to MU campus, to others for purchase, 1997. http://wwwlib.umi.com/cr/mo/fullcit?p9840029.

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Bezuidenhout, Leon Christo. "Detecting change in nonlinear dynamic process systems." Thesis, Stellenbosch : University of Stellenbosch, 2004. http://hdl.handle.net/10019.1/16258.

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Thesis (MScIng)--University of Stellenbosch, 2004.
ENGLISH ABSTRACT: As result of the increasingly competitive performance in today’s industrial environment, it has become necessary for production facilities to increase their efficiency. An essential step towards increasing the efficiency of these production facilities is through tighter processes control. Process control is a monitoring and modelling problem, and improvements in these areas will also lead to better process control. Given the difficulties of obtaining theoretical process models, it has become important to identify models from process data. The irregular behaviour of many chemical processes, which do not seem to be inherently stochastic, can be explained by analysing time series data from these systems in terms of their nonlinear dynamics. Since the discovery of time delay embedding for state space analysis of time series, a lot of time has been devoted to the development of techniques to extract information through analysis of the geometrical structure of the attractor underlying the time series. Nearly all of these techniques assume that the dynamical process under question is stationary, i.e. the dynamics of the process did not change during the observation period. The ability to detect dynamic changes in processes, from process data, is crucial to the reliability of these state space techniques. Detecting dynamic changes in processes is also important when using advanced control systems. Process characteristics are always changing, so that model parameters have to be recalibrated, models have to be updated and control settings have to be maintained. More reliable detection of changes in processes will improve the performance and adaptability of process models used in these control systems. This will lead to better automation and enormous cost savings. This work investigates and assesses techniques for detecting dynamical changes in processes, from process data. These measures include the use of multilayer perceptron (MLP) neural networks, nonlinear cross predictions and the correlation dimension statistic.The change detection techniques are evaluated by applying them to three case studies that exhibit (possible) nonstationary behaviour. From the research, it is evident that the performance of process models suffers when there are nonstationarities in the data. This can serve as an indication of changes in the process parameters. The nonlinear cross prediction algorithm gives a better indication of possible nonstationarities in the process data; except for instances where the data series is very short. Exploiting the correlation dimension statistic proved to be the most accurate method of detecting dynamic changes. Apart from positively identifying nonstationary in each of the case studies, it was also able to detect the parameter changes sooner than any other method tested. The way in which this technique is applied, also makes it ideal for online detection of dynamic changes in chemical processes.
AFRIKAANSE OPSOMMING: Dit is belangrik om produksie aanlegte so effektief moontlik te bedryf. Indien nie, staar hulle die moontlikheid van finansiële ondergang in die gesig – veral as gevolg van toenemende mededinging die industrie. Die effektiwiteit van produksie aanlegte kan verhoog word deur verbeterde prosesbeheer. Prosesbeheer is ‘n moniterings en modellerings probleem, en vooruitgang in hierdie areas sal noodwendig ook lei tot beter prosesbeheer. Omdat dit moeilik is om teoretiese proses modelle af te lei, word dit al hoe belangriker om modelle vanuit proses data te identifiseer. Die ongewone optrede van baie chemiese prosesse, wat nie inherent stogasties blyk te wees nie, kan meestal verklaar word deur tydreeks data vanaf hierdie prosesse te analiseer in terme van hul nie-liniêre dinamika. Sedert die ontdekking van tydreeksontvouing vir toestandveranderlike stelsels, is baie tyd daaraan spandeer om tegnieke te ontwikkel wat inligting uit tydreekse kan onttrek deur die onderliggende geometriese struktuur van die attraktor te bestudeer. Byna al hierdie tegnieke aanvaar dat die dinamiese proses stationêr is, m.a.w dat die dinamika van die proses nie verander het tydens die observasie periode nie. Die vermoë om hierdie dinamiese proses veranderinge te kan identifiseer, is daarom baie belangrik. Ook in gevorderde beheerstelsels is vroegtydige identifisering van dinamiese veranderinge in prosesse belangrik. Proses karakteristieke is altyd besig om te verander, sodat model parameters herkalibreer moet word, modelle opgedateer moet word en beheer setpunte onderhou moet word. Meer betroubare tegnieke om veranderinge in prosesse te identifiseer sal die aanpasbaarheid van proses modelle in hierdie beheerstelsels verbeter. Dit sal lei tot beter outomatisering en sodoende lei tot enorme kostebesparings. Hierdie werk ondersoek tegnieke om dinamiese veranderinge in prosesse te identifiseer, deur die analise van proses data. Die tegnieke wat gebruik word sluit die volgende in:multilaag-perseptron neurale netwerke, nie-liniêre kruisvoorspelling statistieke en die korrelasie dimensie statistiek. Die tegnieke is op drie gevallestudies toegepas om te sien of hulle die dinamiese veranderinge in die data kan identifiseer. Vanuit die navorsing is dit duidelik dat proses modelle nadelig beinvloed word deur niestationêre data. Dit kan dien as ‘n indikasie van veranderinge in die proses parameters. Die nie-liniêre kruisvoorspellings algoritme gee ‘n beter indikasie van dinamiese veranderinge in die proses data, behalwe waar die tydreeks baie kort is. Toepassings van die korrelasie dimensie statistiek gee die beste resultate. Hierdie tegniek kon dinamiese veranderinge vinniger as enige ander tegniek identifiseer, en die manier waarop dit gebruik word maak dit ideaal vir die identifisering van dinamiese veranderinge in chemiese prosesse.

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Jönsson, Per. "Exploring process aspects of change impact analysis /." Karlskrona : Department of Systems and Software Engineering School of Engineering, Blekinge Institute of Technology, 2007. http://www.bth.se/fou/forskinfo.nsf/allfirst2/64340a1fa4907a74c125738c0046601a?OpenDocument.

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Hitchcox, Linda Margaret. "Vietnamese refugees in transit : process and change." Thesis, University of Oxford, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.302919.

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Gilbert, Myrna. "Technological change as a knowledge transfer process." Thesis, Cranfield University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.307571.

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Wongthipkongka, Nitida. "Implementing change through a supplier evaluation process." Thesis, Massachusetts Institute of Technology, 2010. http://hdl.handle.net/1721.1/59188.

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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management; and, (S.M.)--Massachusetts Institute of Technology, Dept. of Civil and Environmental Engineering; in conjunction with the Leaders for Manufacturing Program at MIT, 2010.
Cataloged from PDF version of thesis.
Includes bibliographical references (p. 75-78).
With increased global competition, companies find that they must adjust and adapt to a supply chain model that incorporates more strategic suppliers. Pratt & Whitney, a division of United Technology Corporation, is no different as it seeks to streamline selection of suppliers to satisfy their business and manufacturing needs. In addition to improved product costs, low cost sourcing also expands its global footprint as emerging markets, such as China and India, continue to grow at phenomenal rates compared to Western markets. This research focused on development of a supplier evaluation process for Pratt & Whitney to meet its business goals. This introduces a change to the way that the company has historically operated. The first focus is to understand how to implement change within the company setting by introducing a formal supplier evaluation process. The second is to understand develop and refine the process to be utilized within Pratt & Whitney. This thesis focuses first on how to implement change within a company. The existing culture of the company must be evaluated to determine the approach to be taken. Within Pratt & Whitney's culture, research indicates that support from management and key influential personnel within the company are critical in producing a true change in the way the company conducts itself. Three different case studies are discussed that highlight the impact of this support on the successful implementation of change within the corporation. Secondly, this thesis researches the design and development of the supplier evaluation process. The most important aspect is to interview and listen to the needs of the customer. The success and failure of the system rests on being useful, intuitive, and simple. Through constant feedback, the tools were continually improved. In addition, information technology can be an enabler for business processes. With a well-designed system, IT can provide a secure, robust, scalable system for use in large corporations, like Pratt & Whitney.
by Nitida Wongthipkongka.
S.M.
M.B.A.

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Bitter, James. "Experiencing the Process of Change,” Keynote Address." Digital Commons @ East Tennessee State University, 2001. https://dc.etsu.edu/etsu-works/6084.

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Clarke, Angela. "Improving the change management process : executive summary." Thesis, University of Warwick, 1998. http://wrap.warwick.ac.uk/4178/.

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As external factors increasingly influence the way businesses operate, companies have to be able to adapt in order to cope with these external influences. They have to become agile and responsive to change in order to gain a real competitive advantage. However, most companies believe that they are unable to achieve this to their satisfaction. One of the main reasons cited is their inability to manage change effectively. The research summarised in this report identifies how the process of managing change can be facilitated and improved. It builds on the main concerns and issues identified in the change management literature and is supported with evidence from companies undergoing change. The research focuses, in particular, on best practice benchmarking, critical success factors for change, the role of corporate culture, understanding learning organisations and how to sustain change. Based on these research areas, two major developments are proposed to help organisations to manage change more effectively. The first method focuses on a benchmarking tool for change management. Formed from the actual practices of organisations who have managed change effectively, the tool provides a quantifiable way for companies to measure and improve their performance in change management. Its successful implementation in a number of different applications and levels, as demonstrated in the research, suggests that it could provide significant benefits to any organisation undergoing change. The second method focuses on sustaining long term successful change management, through more effective capture, sharing and transfer of knowledge within a company. This is known as corporate learning. A corporate learning framework, based on best practice, is proposed as a way forward for organisations to ensure that a holistic approach is taken when implementing corporate learning. Used correctly, these innovative methods provide mechanisms which can help any company undergoing change to improve the way in which it manages that change.

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Kim, Dae-Sik. "Modeling Land-use Change and Urbanization Process." Kyoto University, 2004. http://hdl.handle.net/2433/147781.

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Nahom, Deborah. "The process of change in helping relationships /." Thesis, Connect to this title online; UW restricted, 2003. http://hdl.handle.net/1773/11167.

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Johansson, Anna. "TECHNOLOGY ENHANCED BEHAVIORAL CHANGE PROCESSES : Changing an organizational change process with ICT." Thesis, KTH, Skolan för teknikvetenskaplig kommunikation och lärande (ECE), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-180708.

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In our rapidly developing society, companies and education have to continuously reflect upon their ways of working in order learn and improve. Learning within organizations can be measured by studying behavioral change, and research has shown that behavioral change can be achieved with technology enhanced interventions and coaching. The purpose of this study is to explore how the participants perceive a behavioral change process when it is matched with technology, what aspects of the process that effect the participants’ learning and behavior, and to find a technological solution which enables coaching for behavioral change. This has been done by a user-centered designed process where the participants used surveys to assess their behavior and attitudes. The data collected was then used as basis for coaching, reflection and feedback. In conclusion, this study showed a perceived change in behavior due to reflection and increased transparency into the change process, both facilitated by the technology added to the process.
I vårt snabba utvecklingssamhälle måste företag och utbildning ständigt reflektera över sitt arbetssätt för att lära sig och utvecklas. Lärande inom organisationer kan mätas genom att studera förändringar i beteende, och forskning har visat att beteendeförändring kan åstadkommas med teknikförstärkta interventioner och coaching. Syftet med denna studie är att undersöka hur deltagarna uppfattar en process för beteendeförändring när den matchas med teknik, vilka aspekter av processen som påverkar deltagarnas lärande och beteende, samt att hitta en teknisk lösning som möjliggör coaching för beteendeförändring. Detta har gjorts genom en användarcentrerad designprocess där deltagarna använde enkäter för att skatta sina beteende och attityder. Den data som samlades in användes sedan för coaching, reflektion och återkoppling. Sammanfattningsvis visade studien en upplevd beteendeförändring på grund av reflektion och ökad transparens i förändringsarbetet, vilka underlättades av teknikförstärkningen.

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Gunn, Natalie Isabella. "Staff evaluation of organisational context and change process : implications for managing change /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe20091.pdf.

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Wiener, Karl Kilian Konrad, and n/a. "DYNAMIC CHANGE PROCESS: HOW DO COGNITIVE READINESS DRIVERS INFORM CHANGE AGENTS ON EMPLOYEE BEHAVIOURAL CHANGE INTENTION." University of Canberra. n/a, 2008. http://erl.canberra.edu.au./public/adt-AUC20081217.120215.

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It is well accepted by now that most change initiatives are unsuccessful even though more organisations are experiencing change as they fight to retain and improve their competitiveness in the market place. It is against this background of change failure that researchers have looked for new strategies to improve change outcomes. Theoretical models conceptualising the dynamic change process advise on better change strategies, but little empirical evidence has demonstrated that these models are effective in improving change implementation outcomes. Theoretical models were also developed to counter change resistance, but little emphasis has been placed on employee change readiness. Some empirical research on employee change readiness explores employees? perception of organisational readiness, but no empirical research has explored employee readiness from a psychological perspective. That is, how to create change readiness in employees. This thesis has contributed to both the theoretical and empirical understanding of the change readiness model. Firstly, the theoretical readiness for change model Armenakis et al.?s (1993, 2002) was extended by the inclusion of the ?understanding of the change? driver. Secondly, this change readiness model was empirically tested on two distinct organisational changes: organisational restructure and IT change. The extended model is also examined for two change stages of the dynamic process to identify which readiness drivers should be prioritised by change agents. Two online questionnaires were administered eight months apart assessing the responses to three change stages (planning, implementation and post-implementation) of employees ? supervisors and subordinates - of a flat structured organisation in the human resource industry. At the two measurement points 189 and 141 employees returned completed surveys. Six employee readiness drivers were operationalised and regressed against behavioural change intention. The quantitative findings using regression models across two change types and longitudinally did not identify a specific change pattern. However, all six readiness drivers including the ?understanding of the change? driver were influential on employees? behavioural change intention. Furthermore, statistical differences between supervisors and subordinates were identified in the organisational restructure change. The quantitative findings using a triangulation approach with qualitative date including data from two unstructured interviews and employee comments further validated the quantitative findings. The thematic analysis of the employee comments enhanced the findings and identified employee specific concerns including information dissemination of the changes and a level of uncertainty. The findings supported Armenakis et al.?s (1993, 2002) theoretical contribution that change readiness drivers are an important part of the organisational change process explaining why employee do and do not change. The empirical application of readiness change driver evaluation during the dynamic change is supported as it permits change agents to directly monitor employees? readiness perception of a specific change target. This valuable information finds practical utilisation for change agents in providing targeted guidance and support for employees thus facilitating a greater likelihood of a positive change outcome. Implications of these findings and future research opportunities are discussed.

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Frahm, Jennifer Anne. "The Impact of Change Communication on Change Receptivity : Two Cases of Continuous Change." Thesis, Queensland University of Technology, 2005. https://eprints.qut.edu.au/16124/1/Jennifer_Frahm_Thesis.pdf.

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Communication is inextricably linked with the process of organisational change (Lewis, 1999). However, managers report that communication of organisational change is challenging, particularly with the advent of continuously changing organisations (Buchanan, Claydon & Doyle, 1999). Continuously changing organisations are those that seek to be more flexible, more innovative and more responsive to the dynamic external environment. One of the problems associated with continuous change is the resultant impact of successive downsizings, re-engineering efforts and culture changes on employee receptivity to change. Despite the unquestioning adoption of continuous change efforts (Zorn, Christensen, & Cheney, 1999) there is a paucity of research on communication during this type of change. This thesis addresses this knowledge gap by situating the research within a continuous change context. The primary research question is 'how do change communication models impact on employee receptivity to change within a continuous change context', and this question considers issues pertaining to how accurately previous change communication models reflect and explain what occurs within change processes. This topic is examined within two case-study organisations through the use of multiple methods. The analysis occurs through an interpretive framework and utilises Langley's (1999) alternate templates as a strategy to manage the process based research. A model of change communication during continuous change is presented, with the central constructs of the model being monologic change communication, dialogic change communication and the background talk of change. Further, Van de Ven and Poole's (1995) Process Theories of Change are extended to consider the sequencing of the three constructs. The findings suggest that the sequencing of the dominant change communication models is informed by an alignment of individual communication competences and change communication expectations.

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Frahm, Jennifer Anne. "The Impact of Change Communication on Change Receptivity : Two Cases of Continuous Change." Queensland University of Technology, 2005. http://eprints.qut.edu.au/16124/.

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Communication is inextricably linked with the process of organisational change (Lewis, 1999). However, managers report that communication of organisational change is challenging, particularly with the advent of continuously changing organisations (Buchanan, Claydon & Doyle, 1999). Continuously changing organisations are those that seek to be more flexible, more innovative and more responsive to the dynamic external environment. One of the problems associated with continuous change is the resultant impact of successive downsizings, re-engineering efforts and culture changes on employee receptivity to change. Despite the unquestioning adoption of continuous change efforts (Zorn, Christensen, & Cheney, 1999) there is a paucity of research on communication during this type of change. This thesis addresses this knowledge gap by situating the research within a continuous change context. The primary research question is 'how do change communication models impact on employee receptivity to change within a continuous change context', and this question considers issues pertaining to how accurately previous change communication models reflect and explain what occurs within change processes. This topic is examined within two case-study organisations through the use of multiple methods. The analysis occurs through an interpretive framework and utilises Langley's (1999) alternate templates as a strategy to manage the process based research. A model of change communication during continuous change is presented, with the central constructs of the model being monologic change communication, dialogic change communication and the background talk of change. Further, Van de Ven and Poole's (1995) Process Theories of Change are extended to consider the sequencing of the three constructs. The findings suggest that the sequencing of the dominant change communication models is informed by an alignment of individual communication competences and change communication expectations.

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Butt, Asim. "Identifying Factors Affecting Software Process Improvement during Change." Thesis, Blekinge Tekniska Högskola, Avdelningen för programvarusystem, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-5848.

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Software process improvement is an important activity which starts when an organization plans to enhance/purify the capabilities of its ongoing processes. When improvement or change is planned or started, there are a number of factors which originate and affect the effectiveness of software process improvement. If they are not identified and dealt with proper expertise, they can leave adverse effects in the form of low effectiveness, high cost, low quality etc. Such factors change the intensity or the expected results of software process improvement. It is very important to understand and highlight these factors in order to make the process improvement effective and efficient in an organization during change. This master thesis is written to answer the research questions which elaborate the understanding of software process improvement and factors affecting the software process improvement during change in an organization. Moreover, a systematic review is also performed in identifying and prioritizing the factors which affect the software process improvement activity in change. The outcomes of this research can be helpful in understanding the factors affecting SPI during change.

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Corbeau, Jérémie, and Jānis Sijāts. "Implementation of a change process within Smaland Airport." Thesis, Växjö University, School of Management and Economics, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-830.

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Abstract

Change process in the company nowadays is one of the main factors, for sustainable growth and development in the market. Moreover, a change process should be dynamic – the company should take into consideration many factors; not only the ones happening inside the organization, like education of the employees and their motivation, but also the processes outside the organization – change in the environment, new requirements from the state, and competition. In this thesis a company that faced a change process, due to a changing environment, is analyzed.

Smaland Airport is a small airport located in southern Sweden, five kilometers outside Växjö city. Because of its geographical location it plays an important role not only in the city but in the whole region. The airport was used by 170 000 passengers in the 2005, and the situation is improving. But that is not even close to the 270 000 passengers in year 2000. [56., 14]. What happened?

On the 11th of September, 2002, a lot of people all over the world saw on their TV screens the events in New York that changed the world forever. One of the industries that faced the most radical changes was the airline industry, along with the airports. If airlines could choose other routes, lower prices, or fly to different airports, then airports had a small, if any, possibility to change, so they had to adapt to the new situation and use the changes as an opportunity.

Smaland Airport, previously known as Växjö Airport, felt these changes almost immediately. In 4 years they lost almost 50% of their customers. [56., 14]. Big airlines (like SAS) withdrew several flights immediately after 9/11. The future of the airport was very unclear. Everyone in the airport understood – if we are not going to change our strategy on how to earn money (airport taxes), then our future will be like the other airports in our region, which were already closed down (the airport is a state-owned company, which is financed by the state in case of financial losses).

Jan Fors, the managing director of the airport, decided to change Växjö Airport into a well-known brand, which would offer clients more services. The name of the airport was changed to Smaland Airport (Småland – region in southern Sweden), therefore emphasizing the airport’s role in the whole region. Now negotiations have begun with Ryanair about further cooperation, which, unfortunately have been stopped because of the unclear situation regarding the Swedish government’s decision about extra environmental taxes for each ticket (approx. 100 Swedish crown or 11 Euros). The airport has also opened direct charter flights to several European destinations, and has signed an agreement with SAS for about 5 flights per day to Stockholm, which is an impressive number for a small city like Växjö. The airport is also attracting new companies, like car rental companies, tourist agencies, and advertising agencies.

A lot of changes have also happened inside the company – the number of employees has been reduced, but extra employees have been hired for the marketing department. Some employees had problems understanding the necessity of change. They also had trouble with having more freedom to put their ideas into action while keeping in mind that it should bring profit for the whole company.

This thesis will mainly analyze the internal changes at the Smaland Airport, and will concentrate on finding the problems which are stopping the development of the company. Of course, external factors also will be taken into consideration. This thesis has been written using the qualitative approach, comparing the existing situation with theory and then drawing the appropriate conclusions. Finally, the current situation is compared to that of the year 2002.

To get a whole picture about the change process in Smaland Airport, interviews were used as the main source of information; the reader can get acquainted with the whole text of them in the appendix. Interviews were made with the people working in the airport (like the managing director and managers), people working for the airport (security, cafeteria), as well as the owners of the airport (city council). Therefore the author has tried to obtain the information about the issue and people’s perception about change from as many points as view as possible.

In addition to the interviews, information is also obtained from the airport’s internal materials (intranet, presentations, statistics as well as yearly overviews), as well as materials about the airport (internet, information in the newspapers). In this thesis there are 103 pages, 15 figures and 2 attachments.

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25

Liukkunen, K. (Kari). "Change process towards ICT supported teaching and learning." Doctoral thesis, Oulun yliopisto, 2011. http://urn.fi/urn:isbn:9789514297250.

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Abstract Technological advancement in the field of information-and-communication technologies (ICT) was rapid during the first decade of the new millennium. Universities started to use the new information-and-communication technologies more in their core processes, which speeded up their transformation from the traditional campus mode toward virtual universities. Research done in this thesis first investigates the traditional campus university’s change process toward the virtual university model. During the implementation process a geographically distributed e-learning concept was also developed for university use. This concept was transferred and researched in the small and medium enterprise (SME) context in the last part of this research. In large and complex organizations such as universities, it is difficult to find out how the change really was implemented. The literature on change management is voluminous but is dominated by descriptions of single projects. To overcome the limitations of such case studies, this research applies a longer and wider perspective to the change process and, by the introduction of an overarching method that categorizes the investments, shows more clearly the trends, stages of, and the barriers to the development. This long-term study is based on 116 development projects during a ten-year period in a decentralized and networked development environment. In the company setting, conventional training is being replaced more and more by e-learning. To scaffold SMEs in their e-learning adaptation, the concept of e-learning was transferred to the SME environment. The company cases’ part of the thesis presents how the transferability of geographically distributed e-learning concept was developed and tested in the SME environment. As a result, the principles that guided ICT strategy implementation and how the strategies were implemented during a ten-year period are presented. The concept for geographically distributed e-learning environments and its development are also introduced. Finally, the process and results from the concept implementation to the SME environment are presented. This thesis presents university management with an understanding of how larger long-term trends give us the possibility to better understand today’s fast-paced changes. It also gives company managers an example of how models developed in the university environment can be transferred to the company environment
Tiivistelmä Tietotekniikan kehitys on ollut nopeaa vuosituhannen vaihteen jälkeen monilla aloilla. Yliopistoissa sitä on alettu käyttää yhä enemmän osana perustoimintoja, mikä on edistänyt niiden kehitystä traditionaalisista kampusyliopistoista kohti virtuaaliyliopistoja. Tämän tutkimuksen ensimmäisessä osassa on tarkasteltu perinteisen kampusyliopiston muutosprosessia kohti aktiivisesti uutta teknologiaa hyödyntävää yliopistoa ja toisessa osassa muutosten yhtenä tuloksena syntynyt konsepti siirrettiin yritysympäristöön. Yliopistossa muutos toteutettiin määrittelemällä ensin tavoitteet strategioiksi ja sen jälkeen niiden toimeenpanoprosessin avulla. Suurissa organisaatioissa, kuten yliopistoissa, on vaikea hahmottaa kuinka muutokset todellisuudessa toteutetaan. Kirjallisuutta ja tutkimusta organisaatiomuutoksen toteuttamisesta on paljon, mutta suuri osa siitä keskittyy tarkastelemaan yhden projektin aikana tapahtunutta muutosta. Tässä tutkimuksessa on pyritty esittämään laajempi ja pitkäkestoisempi kuva muutosprosessista. Tutkimus pohjautuu 116 kehitysprojektin saamaan rahoitukseen kymmenen vuoden ajalta. Sen avulla on tarkasteltu yliopiston kehitystrendejä ja keskeisiä kehityskohteita. Rahoitus on jaettu projekteille strategioissa määriteltyjen tavoitteiden mukaisesti strategioiden toimeenpanemiseksi. Osana toimeenpanoprosessia syntyi yliopistokäyttöön maantieteellisesti hajautetun oppimisympäristön konsepti. Yritysympäristössä perinteinen koulutus on korvattu yhä useammin teknologiaa hyödyntävillä koulutuksen muodoilla. Pienillä ja keskisuurilla yrityksillä on kuitenkin varsin rajoitetut resurssit koulutuksessa käytettävien teknologioiden käyttöönottoon ja tehokkaaseen käyttöön. Tämän tutkimuksen toisessa osassa yrityksen maantieteellisesti hajautetun oppimisympäristön käyttöönottoa pyrittiin tukemaan tarjoamalla sen käyttöön valmis yliopistoympäristössä kehitetty konsepti. Tämän konseptin siirrettävyyttä ja käyttöönottoa tutkittiin tutkimuksen toisessa osassa. Tämän tutkimuksen tuloksena esitetään periaatteet, jotka ohjasivat yliopiston tieto- ja viestintätekniikan opetuskäytön strategian laadintaa ja toimeenpanoa vuosina 2000–2009. Lisäksi esitellään maantieteellisesti hajautetun oppimisympäristön konsepti. Lopuksi esitellään konseptin käyttöönottoa yritysympäristössä. Tämä väitöskirja esittelee yliopiston johdolle ja toimijoille, kuinka pitkäkestoisten trendien tunteminen auttaa ymmärtämään nykyhetkeä ja sen nopeita muutoksia. Yritysjohdolle väitöskirja tarjoaa esimerkin, kuinka yliopistoympäristöön kehitetty konsepti voidaan siirtää yritysympäristöön

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26

Jones, Amanda. "The process of change in parent-infant psychotherapy." Thesis, University of East London, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.539315.

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Leung, Yin-sun Edward, and 梁彥新. "A strategic change process of the purchasing department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31267488.

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28

Raimond, Paul. "Using the strategic planning process for organisational change." Thesis, University of Bath, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.280432.

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Maleke, Bane Moeketsi. "Strategic change process in a SOE in Lesotho." Thesis, University of Bath, 1988. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.760585.

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30

Kassin, Deardorff Sandra Jo 1963. "Institutionalizing change in aerospace process and product settings." Thesis, Massachusetts Institute of Technology, 2003. http://hdl.handle.net/1721.1/82706.

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Thesis (S.M.)--Massachusetts Institute of Technology, Engineering Systems Division, Technology and Policy Program; and, (S.M.)--Massachusetts Institute of Technology, Dept. of Aeronautics and Astronautics, 2003.
This electronic version was submitted by the student author. The certified thesis is available in the Institute Archives and Special Collections.
Includes bibliographical references (p. 138-139).
by Sandra Jo Kassin Deardorff.
S.M.

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31

Schurr, Kelly Laural. "Cognitive Structural Change and the Technological Design Process." Diss., Virginia Tech, 2013. http://hdl.handle.net/10919/22014.

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With increasing challenges from international competition and domestic demands for a technologically literate workforce, pressure is growing on the educational system to produce students that are literate in science, technology, engineering, and mathematics (STEM). Integrative STEM education utilizes design-based pedagogical approaches to teach science/math content and practices concurrently with technology/engineering content and practices (Wells & Ernst, 2012, para. 2). The discipline of technology education has traditionally implemented design-based pedagogical approaches. However, the discipline has not demonstrated through empirical research that its existence and pedagogies are beneficial to student learning and cognition (Lewis, 1999, 2006; Petrina, 1998; Wells, 2008, 2010; Zuga, 1994, 1997, 2001).
The purpose of this study was to demonstrate that the technological design-based approach to teaching biotechnology literacy supports students\' connections of science and technology concepts. Grounded in Ausubel\'s (1968) theory on meaningful learning and Novak\'s (1980) advanced organizer of concept mapping, this study examined evidence of high school students\' cognitive structural change throughout the technological design-based approach to instruction. At three key intervals throughout the technological design process, students developed concept maps to document their understanding of the biology and technology concepts presented within the instructional materials. Data for this study included the students\' constructed concept maps. To analyze the concept maps, the researcher used Hay et al.\'s (2008) three-method analysis for measuring the quality of students\' learning, and a qualitative analysis.
Data analysis across all four methods indicated that all participants experienced a varying degree of growth in biology, technology, and integrative concepts and connections. Collectively this study supports the notion that the technological design-based approach to instruction does indeed (1) encourage meaningful learning, and (2) increase students\' use of higher order thinking indicated by their abilities to demonstrate their use of schematic and strategic knowledge within their concept maps. The results of this study have direct implications within the areas of Technology Education, Science Education, classroom practice, and concept mapping. The discussion and implications suggest the need to expand the research conducted within this study, and to improve the methods for concept mapping analysis.
Ph. D.

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32

Douhan, Elin, and Helena Nyman. "Engingeering Change Order Process : Informationsflödet i en ändringshanteringsprocess." Thesis, Uppsala universitet, Industriell teknik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-446365.

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Studien genomfördes i samarbete med en internationell organisation som är aktiv inom automationsindustrin. Organisationen har verksamhet i stora delar av världen. Studien är kopplad till en av organisationens produktionsanläggningar i Mellansverige. Studiens syfte är att studera informationsflödet i organisationens process för att hantera designförändringar för att kunna identifiera möjliga förbättringar. Processen heter Engineering Change Order Process, även kallad ECO-processen. Informationsflödet i processen har identifierats som en del vilket har en inverkan på processens effektivitet och som kan sakta ner flödet av förändringar i processen. Informationsflödet i processen bedöms också ha en inverkan på processens tillförlitlighet. Det är viktigt för organisationen att eventuella flaskhalsar och slöserier identifieras. Det är också viktigt att förstå hur dessa flaskhalsar och slöserier kan elimineras för att säkerställa att processen når sin fulla potential. Resultatet visar en detaljerad ECO-process med en tydlig bild av de funktioner som påverkar processen och informationsflödet. Genom att ta vara på de förbättringsförslag som studien presenterar och det engagemang som finns i organisationen har ECO-processen potential att utvecklas till en högre nivå. Processens prestanda kommer genom detta att öka och processen blir samtidigt mer pålitlig och effektiv.

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33

Leung, Yin-sun Edward. "A strategic change process of the purchasing department /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17982881.

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34

Obidallah, Waeal. "Business Process and Service Change Management in Service Oriented Virtual Organizations." Thèse, Université d'Ottawa / University of Ottawa, 2013. http://hdl.handle.net/10393/30199.

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Service Oriented Virtual Organizations (SOVOs) business processes and services are subject to change to meet the internal and external requirements of the competitive, complex and rapidly changing environment they operate in. More practical and efficient ways of change management are needed to allow different partners to initiate changes to their business process and services in a faster and user-transparent manner. This thesis proposes a Change Management Framework for service oriented virtual organizations including a structural and a procedural framework. The structural framework categorizes changes in the SOVO into three layers of change; which include the value network layer, the collaborative process layer and the service providers’ layer, and identifies the impact of change on each layer. Furthermore, the structural framework identifies various triggers of changes which eventually lead to actions taken at the three layers. The change management procedural framework is derived from the ITIL V3, ECM and ECOLEAD best practices and recommendations, customized to fit the SOVO change requirements. It provides different components including the six layers for change processes, change control, change actors and related management processes. The change management procedural framework provides a sequence of steps and methods that the SOVO and its participated organizations can follow in initiating changes to their business processes or services. We design an implementation architecture and a prototype for building the change management console which enables the SOVO change management participants to initiate, assess, collaborate, monitor and authorize changes. The prototype is developed to realize and validate the change management process of change in the SOVO environment. We employ the various capabilities of the IBM Business Process Management (BPM) (including its recent Web 2.0 capabilities) to increase the collaboration between partners in the process of change. We demonstrate that the proposed solutions facilitate and enhance the process of change by effectively engaging the SOVO partners in the process of change.

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Ferreira, Tiago Bento da Silva. "Narrative change in psychotherapy." Doctoral thesis, Universidade de Aveiro, 2014. http://hdl.handle.net/10773/13144.

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Doutoramento em Psicologia
This thesis focuses on the processes of narrative change in psychotherapy. Previous reviews of the processes of narrative change in psychotherapy concluded that a general theory that details narrative concepts appropriate to understand psychotherapy processes, explains the dynamic processes between narratives, and how they relate to positive outcomes is needed. This thesis addresses this issue by suggesting a multi-layered model that accounts for transformations in different layers of narrative organization. Accordingly, a model was specified that considers three layers of narrative organization: a micro-layer of narrative innovations that disrupt the clients’ usual way of construct meaning from life situations (innovative moments), a meso-layer of narrative scripts that integrate these narrative innovations in narrative scripts that consolidate its transformative potential (protonarratives), and, finally, a macro-layer of clients’ life story (self-narrative). Globally, the empirical studies provided support for the conceptual plausibility of this model and to the specific hypothesis that were formulated on its basis. Our observations complement previous research that had underlined the integrative processes either by emphasizing thematic coherence or integration, by emphasizing the role of dynamicity and differentiation of narrative contents and processes. Additionally, they also contribute to expand previous accounts of narrative innovation through insights on the processes that characterize narrative innovation development across psychotherapy. These studies also emphasize the role of quantitative procedures in the study of narrative processes of change as they allow us to accommodate the complexity and dynamic properties of narrative processes.
Esta tese centra-se nos processos de mudança narrativa em psicoterapia. As anteriores revisões da literatura sobre os processos de mudança narrativa em psicoterapia concluíram que é necessária uma teoria geral que detalhe os conceitos apropriados para compreender os processos de mudança narrativa em psicoterapia, explique os processos dinâmicos que se estabelecem entre narrativas, e como eles se relacionam com resultados terapêuticos positivos. Esta tese aborda esta questão sugerindo um modelo de organização da narrativa que especifica três níveis: um nível micro de inovações narrativas que alteram a maneira habitual de os clientes construírem significado (momentos de inovação), um nível meso que integra essas inovações narrativas em scripts narrativos que consolidam o seu potencial transformador (proto-narrativas) e, por fim, uma camada de macro-história de vida dos clientes (narrativa identitária). Globalmente, as observações resultantes dos estudos empíricos apoiam a plausibilidade conceptual deste modelo e as hipóteses específicas que estão na sua base. Estas observações complementam a investigação anterior, que sublinha os processos de integração e coerência temática, ao enfatizar o papel da dinâmica de diferenciação de conteúdos e processos narrativos ao longo da psicoterapia. Além disso, elas também contribuem para expandir as abordagens anteriores à inovação narrativa na psicoterapia ao revelar os processos que caracterizam o desenvolvimento de diferentes níveis de inovação narrativa ao longo do processo de mudança. Estes estudos também enfatizam o papel das metodologias quantitativas no estudo dos processos narrativos de mudança em psicoterapia e a forma como eles nos permitem acomodar a complexidade e as propriedades dinâmicas destes processos narrativos.

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36

Ramsay, David Alexander. "A framework for change and continuous improvement." Thesis, University of Portsmouth, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.310388.

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37

Taylor, Anna. "Urban climate adaptation as a process of organisational decision making." Doctoral thesis, University of Cape Town, 2017. http://hdl.handle.net/11427/27554.

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In a world that is increasingly urbanised, cities are recognised as critical sites for tackling problems of climate change, both by reducing greenhouse gas emissions and addressing the impacts of changing climate conditions. Unlike climate change mitigation, adaptation does not have one clear, commonly agreed collective goal. Governing and making decisions on climate adaptation in cities entails contestation over knowledge, values and preferences. Currently, the two dominant conceptualisations of adaptation are as cycles or pathways. Do these models adequately theorise what can be empirically observed in cities as to how climate adaptation is undertaken? Most research on urban climate adaptation emanates from the Global North, where political, scientific, economic and administrative systems are well established and well resourced. There is a dearth of empirical research from cities of the Global South contributing to the development of urban climate adaptation theory. This thesis contributes to addressing this gap in two ways. Firstly, by drawing on both conceptual and methodological resources from the field of organisational studies, notably the streams and rounds models of decision making, organisational ethnography and processual case research. Secondly, by conducting empirical case study research on three processes of city scale climate adaptation in Cape Town, South Africa, a growing city facing many development challenges where the local government began addressing climate adaptation over ten years ago. The three adaptation processes studied are: the preparation and adoption of city-wide sectoral climate adaptation plans; the creation of a City Development Strategy with climate resilience as a core goal; and the inclusion of climate change projections into stormwater masterplans. Data were gathered through interviews, participant observation, focus groups and document review, through embedded research within a formal knowledge co-production partnership between the University of Cape Town and the City of Cape Town government. Processual analysis and applied thematic analysis were used to test models of adaptation and decision making against data from the three case studies. The findings suggest that both the cycles and pathways models of climate adaptation inadequately represent the contested and contingent nature of decision making that prevail within the governance systems of cities such as Cape Town. Based on ethnographic knowledge of how Cape Town's local government undertakes climate adaptation, it is argued that the rounds model of decision making provides conceptual tools to better understand and represent how the process of climate adaptation in cities is undertaken; tools that can be used to enhance the pathways model. The study concludes that progress in adapting cities to a changing climate is currently constrained by both the problems and potential solutions or interventions being too technical for most politicians to deal with and prioritize and too political for most technical and administrative officials to design and implement. It calls for urban climate adaptation to be understood as distributed across a multitude of actors pursuing concurrent, discontinuous processes, and thereby focus needs to be on fostering collaboration and coordination, rather than fixating on single actors, policies, plans or projects.

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38

Botha, Paul Jacobus. "Detecting change in complex process systems with phase space methods." Thesis, Stellenbosch : University of Stellenbosch, 2006. http://hdl.handle.net/10019/508.

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39

Ford, Matthew W. "A Model of Change Process and Its Use in Self-Assessment." University of Cincinnati / OhioLINK, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=ucin971877445.

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40

Tůma, Martin. "Optimalizace vybraných podnikových procesů vyžadující implementace logistického systému." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193266.

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The master thesis deals with business process optimization which has to be in a place due to a global implementation of a new logistic information system. The aim is to ensure a process analysis of a current status of selected processes of a company part which is going to be influenced by this implementation. Then to highlight and to stress on the biggest risks and disadvantages of a current status. Final result will be a proposal of new optimized process flows on a higher level of maturity which will meet all requirements set by a new information system, by an information need of a local management and will be helpful to customer service improvement. The first part of the thesis covers theoretical base of a business process management, process modeling and business process optimization approaches which prepare a base for their application in the second practical part of this thesis.

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Palmer, Christina. "Interactions between the content, context and, process of organizational change: a systematic literature review." Thesis, Cranfield University, 2012. http://dspace.lib.cranfield.ac.uk/handle/1826/7943.

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Research into the phenomenon of change has attracted interest from a range of management disciplines; organizational, management, behavioural and operations. Each discipline brings with it a perspective which informs the theoretical debates and empirical research, resulting in different ideas, meaning and approaches taken in studying the phenomenon of change. Ideas about the meaning of the content of change, why contextual factors might influence the process of change and, how does the process of change unfold over time, are three important aspects to understanding the phenomenon of change. This literature review draws on the three concepts of the content, context and process of change to explore the extant change literature. Evidence based literature reviews have a strong tradition within the medical field and have been shown to be a rigorous method for determining efficacy of clinical trials. This review applies the principles of this method but within a management research context and reviews 52 papers. Variations in the aspects of organizational context and process of change empirically studied confirm that context plays a significant and influential role in processes of change and change outcomes. There is little evidence to support the idea that the content of change influences the process of change activities and this is an area that needs further research. Further research is also needed to develop the idea of the importance of emergent change activities within planned change frameworks.

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42

Haid, Josef. "Change Management zwischen Business Process Reengineering und organisationalem Lernen /." [Zürich] : [s.n.], 2004. http://aleph.unisg.ch/hsgscan/hm00151051.pdf.

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43

Kirumira, Mark Tonny. "The Change Process : An Insight in Transformational Leader's Competencies." Thesis, University of Kalmar, Baltic Business School, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hik:diva-486.

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Purpose — this thesis aims at finding out the extent to which transformational leaders exercise the required competencies during the process of change within an organization. It’s simply meant to highlight the pros and cons that are evidenced within transformational leaders during the change process.

Design/ methodology/approach — the thesis relies on two cases involving mergers, notably HP-Compaq merger, and Volvo-Renault merger are used for the analysis. The reliance on models and concepts is employed, to test the empirical findings.

Findings — this paper illustrates that although transformational leaders competently fulfil their, there is a certain level of incompetence that arise during the process of change.

Originality/Value — this paper provides a detailed analysis of the transformational leader’s virtue and short comings during the process of change.

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44

Booth, Richard. "The process of change during three interventions for claustrophobia." Thesis, University of British Columbia, 1990. http://hdl.handle.net/2429/30600.

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The purpose of this study was to investigate the process of change during three interventions for claustrophobia, and to provide descriptive data about this fear. Forty-eight participants, recruited from the community through the local media, were randomly assigned to one of four groups: exposure to the locked test closet used for assessment, exposure to the sensations of anxiety (interoceptive exposure), modification of underlying negative cognitions, or a control group. All interventions were given over three sessions. The exposure group proved superior to the control on a wide range of measures. In the cognitive group, scores of reported fear and panic, but not predictions of fear or heart rate, were lowered, an important finding since this group had no exposure to the closet during training. The interoceptive group made some modest gains, but these did not translate into reduction in fear scores. An analysis of the timing of fear reduction, and of treatment generalization, provided some clues as to the mechanism of change. Structured interviews provided data on aspects of the fear including its onset, patterns of current avoidance, and common salient cognitions. The results are discussed in the light of recent findings on panic disorder.
Arts, Faculty of
Psychology, Department of
Graduate

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Amiot, Catherine E. "The self in the process of coping with change." Thesis, University of Ottawa (Canada), 2004. http://hdl.handle.net/10393/29074.

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On the basis of theoretical work on the self, coping, and self-determination, the goal of this thesis was to understand the role of both structural and more flexible self-related variables in the process of adapting to change as well as the consequences of this adaptation process. It was hypothesized that, in a changing situation, a structural aspect of the self, namely, the sense of self, would predict more positive appraisals and less negative appraisals toward this change. Appraisals and coping, in turn, were hypothesized to represent adaptation processes mediating the associations between sense of self and various consequences. The consequences investigated included psychological well-being, as well as changes in some more flexible aspects of the self, such as in the importance attributed to a new self-component and in self-determined motivation. Three studies were conducted to test these hypotheses. Study 1 (N = 35) was a preliminary laboratory experiment designed to induce change (experimental condition) vs. no change (control condition). The impact of the change manipulation on the associations between sense of self and appraisals was first tested using hierarchical moderated regression analyses. While a stronger negative association was found between sense of self and negative appraisals in the experimental (i.e., change) than in the control condition, sense of self did not predict positive appraisals, both in the experimental and in the control conditions. Through mediational analyses, negative appraisals were found to significantly mediate the sense of self - well-being association. Study 2 (N = 80) aimed at further testing these hypotheses by including another mediator in the sense of self - well-being association, namely, coping strategies. Again, a stronger association was observed between sense of self and negative appraisals in the experimental than in the control condition. Furthermore, mediational analyses confirmed the mediating role of (1) negative appraisals in the sense of self -disengagement-oriented coping association, (2) task-oriented coping in the positive appraisals-well-being relationship, and (3) disengagement-oriented coping in the negative appraisals-well-being association. Using a three-wave longitudinal design, Study 3 (N = 311) aimed at testing the entire hypothesized model among university students as they were experiencing the transition to university. Using structural equation modeling involving true intraindividual change analyses, sense of self was found to predict both positive and negative appraisals toward the transition to university. While positive appraisals positively predicted task-oriented coping strategies used to deal with the transition and negatively predicted disengagement-oriented coping, negative appraisals positively predicted both forms of coping. Finally, task-oriented coping positively predicted psychological well-being as well as increases in both identification as a university student and in academic motivation, whereas disengagement-oriented coping predicted less well-being and a decrease in academic self-determination. Through tests of indirect effects, the mediating role of appraisals and coping was confirmed. Implications of the findings and future research avenues are further discussed.

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Balogun, Julia. "The role of obstructing and facilitating process of change." Thesis, Cranfield University, 1998. http://hdl.handle.net/1826/3794.

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There are a growing number of rich, qualitative studies investigating patterns in the development of strategic change. These reveal that it is not possible to understand the incremental and emergent nature of strategic change in organisations without recognising the impact of micro organisational political and social processes. However, few studies set out to explore in depth the implementation of a particular strategic change initiative to examine how these micro processes affect the way the implementation develops through time. This thesis uses a longitudinal real-time case study of a planned strategic change implementation to do this. It examines how facilitating and obstructing processes developed during the implementation, and how these interacting processes affected the way the implementation progressed, from the perspective of middle managers as change recipients. r The findings show that during intended change implementation, the planned interventions put in place by senior managers as they intentionally try to carry out change also lead to the development of emergent facilitating and obstructing processes. A sensemaking perspective is adopted to show how these emergent change elements arise from recipient interpretations of the planned change interventions. A theory of mediation is proposed to account for the findings. However, the contribution of the research is not to do with the identification of the centrality of sensemaking processes during change. It is an empirical study which draws on existing theories on sensemaking to show how recipient sensemaking contributes to both intended and unintended change outcomes, thereby providing fresh insights into how and why change implementation becomes an emergent and incremental process. The thesis has four main parts to it. The first part deals with the research background and methodology; the second part the research site context and, the ethnographic stories of change; the third part the findings and theory development; and the last chapter the theoretical and practical implications of the research findings.

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Allison, Ian K. "Software process improvement as emergent change : a structurational analysis." Thesis, University of Warwick, 2004. http://wrap.warwick.ac.uk/2638/.

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This thesis differs from the technological perspective of SPI by identifying and analysing the organisational features of process improvement. A theoretical understanding is developed of how and why software process improvements occur and what are the consequences of the change process within a specific case. A packaged information systems organisation forms the basis for a substantive case study. Adding to the growing body of qualitative research, the study takes a critical hermeneutic perspective. In doing so it overcomes some of the criticisms of the interpretive studies especially the need for the research to be reflexive in nature. By looking at SPI as an emergent rather than deterministic activity, the design and action of the change process are shown to be intertwined and shaped by their context. This understanding is based upon a structurational perspective that highlights how the process improvements are enabled and constrained by their context. The work builds on the recent recognition that the improvements can be understood from an organisational learning perspective. Fresh insights to the improvement process are developed by recognising the role of the individual to facilitate or resist the improvement. The understanding gained here can be applied by organisations to enable them to improve the effectiveness of their SPI programmes, and so improve the quality of their software. Lessons are derived that show how software organisations can support the ongoing improvement through recognition of the learning and political aspects of the change by adopting an agile approach to SPI.

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Poxon, Jennifer Mary. "The development planning process in context : change and challenge." Thesis, University of Sheffield, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.310793.

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Groß, Steven, Mandelburger Monika Malinova, and Jan Mendling. "Navigating Through the Maze of Business Process Change Methods." ScholarSpace University of Hawaii at Manoa, 2019. http://epub.wu.ac.at/6840/1/0621.pdf.

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Business Process Management (BPM) is an approach adopted by many organizations for improving their business processes in order to serve their customers more efficiently and effectively. Literature on BPM offers a plethora of methods used as a guide when improving business processes. Some are promoted as methods for process reengineering, while others as methods for improvement, redesign, or innovation. The number of BPM methods is overwhelming, such that organizations are faced with the challenge to select one that best fits their needs. In this paper, we follow a systematic literature review approach to investigate the characteristics of existing BPM methods. We find that the ambition, nature and perspective of the methods are important to determine whether they can be used for radical or incremental process change. Our findings point to the lack of research done on methods for radical process change.

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Sewell, Martha H. "The organizational change process analysis through two case studies." Thesis, Massachusetts Institute of Technology, 1985. http://hdl.handle.net/1721.1/15324.

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Thesis (M.S.)--Massachusetts Institute of Technology, Sloan School of Management, 1985.
MICROFICHE COPY AVAILABLE IN ARCHIVES AND DEWEY.
Bibliography: leaves 149-155.
by Martha H. Sewell.
M.S.

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