Dissertations / Theses: 'Consultants'

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Boucher, Line. "Le savoir-être et la relation consultant-client /." Thèse, Chicoutimi : Université du Québec à Chicoutimi, 1992. http://theses.uqac.ca.

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Donnelly, Rory. "Consultants as knowledge workers : an anglo-dutch comparison of consultancy." Thesis, University of Manchester, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.632812.

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The development of the knowledge economy is expected to require considerable change on the part of knowledge-intensive organisations and their employees. The emergent category of knowledge worker is considered to challenge many of the key features of the standard employment relationship, leading some commentators to claim that knowledge workers are the vanguards of a new employment relationship and new organisational arrangements. As archetypal knowledge workers, consultants are perceived to be representative of these changes and are considered to benefit substantially from the value of their intellectual capital and their employer's dependence upon their tacit knowledge - which is expected to enable them to exercise substantial control over their working arrangements and to operate as socalled 'free workers' (Knell, 2000). However, the free worker hypothesis has not been sufficiently validated by empirical research or tested in different national contexts. This study therefore explores the main propositions of the free worker hypothesis and considers the impact that employer management strategies and client demands have upon the free worker hypothesis. In addition, the study also introduces an international dimension to the analysis by examining the extent to which the free worker model is shaped by national context, through an Anglo-Dutch comparison of consultancy. The data collected for this study provides little support for the notion of the free worker. The results reveal that knowledge workers are able to exercise substantial discretion over their working arrangements, but that their freedom and ability to achieve high levels of temporal and locational flexibility is constrained by their own professional aspirations, their employer's management strategies and their position in a triangulated employment relationship. Through the identification of international differences in consultancy and the employment model, the data also demonstrates that the knowledge worker and these factors are shaped by environmental factors. The empirical data collected by this study therefore provides little support for the free worker hypothesis or its universal validity and instead highlights the need for the development of a more hybrid-based employment model to analyse the knowledge worker employment relationship.

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Luque, Arancibia Paula, and Ureta Gonzalo Andrés Román. "Real estate consultants." Tesis, Universidad de Chile, 2014. http://www.repositorio.uchile.cl/handle/2250/117599.

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Tesis para optar al grado de Magíster en Administración
No trae autorizaciones, para ser publicada en el Portal de Tesis Electrónicas de la U. de Chile.
Luque Arancibia, Paula [Parte I Análisis estratégico y de mercado],Román Ureta, Gonzalo Andrés [Parte II Análisis organizativo-financiero]
rescon es una consultora pensada para evitar o solucionar problemas de propiedad común, que afecten a inmobiliarias, comunidades y gestores de negocios inmobiliarios, en un mercado donde hay clientes insatisfechos y empoderados para legalizar sus requerimientos, lo cual conlleva a los oferentes a proteger su marca, en una ciudad donde la escasez de espacio incrementa la cantidad de proyectos en comunidad (ver anexo n°17). Agregar valor a los activos de los clientes, disminuir costos ocultos, evitar compensaciones y mejorar la imagen de marca, son algunos de los beneficios que el grupo objetivo podrá obtener, mediante una propuesta fundamentada en compromiso y profesionalismo. Con experiencia y know-how, la empresa responderá a una nueva necesidad, siendo pioneros en un incipiente mercado estimado de MM$1.100, donde obtener una participación del 20% al quinto año en la Región Metropolitana es factible, ya que el servicio no existe y se trata de un sector específico con escasos profesionales. Para cumplir con los objetivos de la compañía, se ha diseñado un plan de marketing multisegmento para proyectos en gestación y en marcha, que ofrece rapidez y profesionalismo a un precio competitivo, a través de una fuerza de ventas cercana y especializada. El modelo contempla una estructura de costos basada en colaboradores externos en función de las ventas, con tecnologías de gestión de clientes, y un centro de operaciones con una ubicación estratégica, que permitirá entregar un servicio de calidad optimizando el tiempo. El capital humano, su formación continua, y las relaciones con las instituciones que validan la información de la industria, son los factores críticos para el éxito de un proyecto fundamentado en el conocimiento, la empatía de sus personas y la calidad de servicio. Evaluado a 8 años, para llevar a cabo el negocio se requiere una inversión inicial de MM$30, la cual se estima recuperar al cuarto año de operación. Con bajos costos fijos y bajas barreras de salida, los flujos del modelo arrojan una TIR de 34,3%, mientras que el VAN es de MM$28 con una tasa de descuento de un 17,9%.

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Mannar, Narayanan K. "Hri-Tech Consultants, LLC." Thesis, California State University, Long Beach, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10600534.

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Radiation oncology has evolved as an advanced tool in treating chronic diseases from a mere experimental application of X-rays. These advances were made possible due to combined efforts of physicians, clinicians and information technology professionals. The Radiation Oncologist depends on clinical and information technology disciplines to solve complex health conditions. This creates demand for consulting work for information technology professionals who can design, customize and deploy software applications that are used in radiation oncology departments at hospitals. Hri-Tech Consultants, LLC a consulting firm, intends to offer consulting services to medium sized hospitals in Orange County area in design, development and deployment of radiation oncology software applications. The firm’s unique strength in Radiation Oncology workflow coupled with Lean Six Sigma and ITIL processes will be rarely matched by other providers in the target market.

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Hess, Jens T. "Consultants im strukturierten Investmentprozess." Göttingen Sierke, 2009. http://d-nb.info/999259350/04.

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Tang, Wing-hung, and 鄧永雄. "Bidding strategy: the consultants' perspective." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B29611428.

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Agnihotri, Navneet. "Working lives of management consultants." Thesis, University of Leeds, 2017. http://etheses.whiterose.ac.uk/20805/.

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This doctoral research focuses on the exploration of the working lives of ‘management consultants’ with an emphasis on how consultants make sense of, interact with and construct their working lives. From a theoretical perspective, this research is situated within the critical management consulting literature that views consulting as a social phenomenon. In this study, sensemaking perspective has been used as a conceptual framework to explore the processes of management consultants’ sensemaking. This research employs a qualitative, interpretive, social‐constructionist perspective by which to understand the lived experiences of management consultants. The core methodology adopted in this study is life history research. In-depth life history interviews were carried out with research participants from leading consulting firms in the UK and Denmark. These interviews also included a visual inquiry based on the photographs/drawings generated by participants. The research findings highlight the multidimensional nature of the lives of ‘management consultants’ and their processes of sensemaking. Three prominent sensemaking processes emerged as part of the research findings: first, the use of differentiation/comparison with other non-consulting professions (outgroup) by management consultants to make sense of their work by equating challenges, downplaying deficiencies and glorifying the paybacks of consulting profession; second, the use of narrative presentations of 'projects’ that point towards iterative cycles of action and interpretation; and, third, the use of ‘metaphors’ to define their practice and open up ways of ‘seeing’ and intervening.

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Worth, Syd Graham. "Textile design consultancy in the UK a study of a small group of textile design consultants working in the U.K. /." Boston Spa, U.K. : British Library Document Supply Centre, 1998. http://ethos.bl.uk/OrderDetails.do?did=1&uin=uk.bl.ethos.267443.

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Cau, Nicklasson Ronnie, Johan Melinder, and Sofie Törner. "Management Consultants Differ : A statistical descriptive analysis on how management consultants' personal background affects their work." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-18170.

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Organizations constantly face the challenge of identifying, adopting and implementing necessary changes in order to stay competitive. An option for executing these changes is to contract an external management consultant with experience and expertise in organizational development. Our aim is to find if and how certain demographic variables of management consultants’ background affect how they identify an organizational development problem. This thesis is focused on management consultants within organizational development, and their responses when presented with a laboratory business simulation. There are limited generalization parallels to other consultancy areas and situations beyond the specific area of organizational development. We conducted a descriptive experimental study with 83 responding management consultants. Participants answered a questionnaire in combination with the presented business simulation, regarding how they identify problems based on their personal background. The data set was compiled statistically and rendered in IBM SPSS. Furthermore the answers were analyzed using multiple regression analysis and single correlation test statistics. We found that Management consultants showed a preference towards external environment as major contributing factor to the problem(s) at hand. Furthermore we found a positive relation to “Age” and “School”, and negative relation to “Work-life experience”. Consequently, management consultants do differ in their problem identification approach based on their personal background. With greater understanding of how management consultant differ, clients and supplier of management consulting services can better align consultants with organizational problem(s), in order to generate better synergy effect.

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Spittal, Angela M. Sears. "An examination of ethical values : a Q-study of political consultants and public relations organizational consultants." Virtual Press, 1999. http://liblink.bsu.edu/uhtbin/catkey/1154776.

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This research compares the ethical values of public relations and political public relations practitioners. The study hypothesizes that a difference exists in the two groups' approach to ethical decision-making.A Q-study was completed by twenty-three midwest members of the Public Relations Society of America and the American Association of Political Consultants. The results identified two groups: one, a group of "communitarians" who relied on personal standards for ethical decision-making but believed the community-the public and the mediainfluenced those standards; and two, a group of "individualists" who relied on personal standards for ethical decision-making and were not influenced by the public, media, religion or law.This research determined that a significant difference did not exist in approach to ethical decision-making between political public relations and traditional public relations practitioners. All of the participants relied primarily on personal standards when making ethical decisions and no participants put personal advancement or pragmatism ahead of ethical decision-making.
Department of Journalism

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Feldt, Tommy. "Supporting Group Communication Among UX Consultants." Thesis, KTH, Medieteknik och interaktionsdesign, MID, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-173909.

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Professional User Experience (UX) practitioners have an inherent need for effective group communication practices. If they work as external consultants, the need is arguably even greater. Enterprise Social Media (ESM) technologies have affordances that make them seem promising for this domain. The aim of this thesis is thus to identify the domain-specific communicative needs of UX consultants, and discuss how these might be supported using ESM. A case study was conducted, examining how the ESM system Yammer was used by a group of UX consultants at a major Swedish IT firm. Through interviews with members of the group, together with content analysis of Yammer messages, three categories of communicative needs were identified: Solving design problems, Supporting “guerilla activities” and Making knowledge and relationships visible. The results further showed that the Yammer tool had failed to support these needs and consequently fallen into disuse. Finally, implications for future use of ESM technologies in the UX domain are discussed, and some practical recommendations are given.
Yrkesaktiva inom User Experience (UX)-området har ett stort behov av effektiv kommunikation–både externt gentemot intressenter och användare, och internt inom gruppen. Det senare gäller I allra högsta grad de som arbetar som externa UX-konsulter, då dessa inte alltid har möjlighet att träffa sina kollegor på daglig basis, men ändå kan behöva råd, hjälp och stöd. Att använda sociala teknologier speciellt skapade för organisationer, så kallade Enterprise Social Media (ESM), som medium för denna internkommunikation är en möjlighet som framstår som särskilt lovande, och som idag redan testats av företag i UX-branschen. Målet med denna studie var därför att identifiera de domän-specifika kommunikativa behov som finns bland UX-konsulter, och diskutera hur väl ESM-lösningar lyckas stödja dessa. Under våren 2015 genomfördes en fallstudie bland en grupp UX-konsulter på ett ledande svenskt IT-företag som under en tid använt ESM-verktyget Yammer. Bland gruppmedlemmarna fans interaktionsdesigners, utvecklare, kravanalytiker och UX-strateger. Genom intervjuer och kontextuella observationer av gruppmedlemmarna, samt textuell analys av meddelandena i deras Yammer-kanal identifierades tre kategorier av kommunikativa behov inom gruppen. Dessa var 1) Att bistå lösandet av designproblem, 2) Att stödja “gerillaaktiviteter”, och 3) Att göra kunskap och sociala relationer synliga. Studiens resultat visade vidare att verktyget Yammer inte hade lyckats uppfylla dessa behov på ett tillfredsställande sätt, vilket lett till att det inte längre användes I någon större utsträckning av gruppen. Slutligen diskuteras resultatets implikationer för hur ESM kan komma att användas för UX-arbete i framtiden, och ett par konkreta rekommendationer lämnas.

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Ouellet, Éric. "Management consultants, a sociology of seduction." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0023/NQ39297.pdf.

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Luntz, F. I. "Candidates, consultants and modern campaign technology." Thesis, University of Oxford, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.234280.

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Wambach, Lisa. "Internal consultants as positive change agents." Master's thesis, NSBE - UNL, 2013. http://hdl.handle.net/10362/11647.

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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and Economics
Capitalizing on recent publications, this paper studies the influence of change agents on positive organizational change. With qualitative research involving internal consultants as change agents, findings have shown that current positive change models, specifically the theory of psychological capital, require contextual enhancements to be anchored in organizational change. In conjunction with traditional change models, and further research and case studies that facilitate the transition to incorporate the relevant models, internal consultants attain the ability to induce positive change in organizations.

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Johnson, Whitney E. "AN INTERNSHIP WITH YRG SUSTAINABILITY CONSULTANTS." Miami University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=miami1239666310.

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Lowinski, Felix. "Consulting for equity : analysis of an innovative compensation scheme in the consulting industry." Lohmar u.a. Eul, 2006. http://deposit.ddb.de/cgi-bin/dokserv?id=2795205&prov=M&dokv̲ar=1&doke̲xt=htm.

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Fitzgerald, Katherine. "The psychological health of emergency medicine consultants." Thesis, University of Exeter, 2014. http://hdl.handle.net/10871/15560.

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Objective—To explore the experience of psychological distress and wellbeing in emergency medicine (EM) consultants. Methods— A qualitative, Interpretative Phenomenological Analysis (IPA) study based on interviews with EM consultants working in emergency departments (EDs) across South West England. 18 EM consultants were interviewed, representing a response rate of 54.55% across 5 EDs. The mean (SD) age of participants was 43.17 (5.8) years. All participants worked full-time as EM consultants, with the average years-in-role being 7.64 (5.76). The personal meanings that participants attached to their experiences were inductively analysed and explored alongside their perceived psychological health. Results— The analysis formed three super-ordinate themes: systemic pressures, physical and mental strain, and managing the challenges. Pressures within the ED and healthcare system contributed to participants feeling undervalued and unsatisfied when working in an increasingly uncontrollable environment. Participants described working intensely to meet systemic demands, which inadvertently contributed to a diminishing sense of achievement and self-worth. Consultants perceived their experience of physical and emotional strain as unsustainable, as it negatively impacted: functioning at work, relationships, personal wellbeing and the EM profession. Sustainability was promoted by the presence of social support and through evolving with the consultant role. Conclusions— EM consultants experience considerable physical and mental strain. This strain is dynamically related to consultants' experiences of diminishing self-worth and satisfaction, alongside current socio-political demands on EM services. Recognising the psychological experience and needs of EM consultants through promoting a sustainable EM consultant role could have wide-reaching benefits for the delivery of emergency care and physician wellbeing.

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Kothbauer, Teresa R. "Intercultural competencies required by organization development consultants." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001kothbauert.pdf.

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Aubert-Lotarski, Angeline. "Valeurs, validité, valence de l'expérience professionnelle et activités du conseil." Toulouse 2, 2000. http://www.theses.fr/2000TOU20063.

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Cette these s'interesse a deux meconnues : l'experience professionnelle et les activites du conseil en management, avec le parti pris methodologique de mener une double investigation. Ainsi, la connaissance de l'objet de recherche "experience professionnelle" enrichit la connaissance du champ d'etude "activites du conseil", les deux s'entre-generant. La demarche multi-referentielle developpee fait appel a differents courants de la psychologie, de la sociologie et des sciences de gestion afin d'approcher la globalite des processus mis en oeuvre. Trois etapes, articulant investigations bibliographiques et empiriques, concretisent un processus de recherche exploratoire et heuristique. Un des apports de la these est de caracteriser le "continuum experience professionnelle" dans ses aspects cognitifs. Ce travail permet de clarifier ses apports, conditions et limites pour une pratique professionnelle pertinente. De plus, trois attributs de l'experience professionnelle du consultant sont identifies et definis :. Les valeurs, c'est-a-dire les ressources construites par et pour la pratique professionnelle ;. La validite pragmatique de ces valeurs et des actions qui en decoulent ;. La valence de l'experience professionnelle, c'est-a-dire sa valeur symbolique. Alors, la lecture du champ des activites du conseil en management au regard de cette conceptualisation amene :. A considerer l'experience professionnelle comme moyen de formation, de regulation et de socialisation des consultants au sein des organisations de conseil ;. A etudier les facteurs rationnels et symboliques lies a l'experience professionnelle et a l'oeuvre dans les procedures de selection d'un consultant, d'une societe ou d'une prestation de conseil lors d'un recrutement ou d'une commande ;. A discuter les consequences des pratiques de capitalisation des valeurs de l'experience professionnelle en termes de conservation ou d'alteration de la validite et de la valence.

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Wiggins, Elizabeth Anne. "Making sense of consultancy : a qualitative analysis of the challenge of constructing a positive work identity for management consultants." Thesis, Birkbeck (University of London), 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.429189.

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Ikenwilo, Divine Chinedu. "Studies of the job satisfaction and labour supply of hospital consultants." Thesis, University of Aberdeen, 2010. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=203456.

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Consultants are part of a team of medical and non-medical professionals that contribute towards the production and delivery of health care services in hospitals in the UK National Health Service. With increasing demand for medical care and the rising cost of care, it becomes more important to employ (human) resources more efficiently to improve productivity. To do this, it also becomes important to understand the factors that drive doctors' behaviour and which can be used as policy instruments to motivate them to work better. Consultants' job satisfaction is central to these factors and is defined as an index of the individual's evaluation of the experienced job against outside opportunities, contingent on information available at a specific point in time. It is correlated with labour market factors such as participation, morale, performance, intentions to quit and mobility, and can therefore be related to some underlying measure of utility from both pecuniary and nonpecuniary rewards from labour. Against the background of specific institutional arrangements such as central wage setting and policy changes such as a new contract and European Working Time Directive (EWTD) which limits consultants' hours of work, this thesis uses survey data on consultants in NHS Scotland to analyse their job satisfaction and labour supply in order to understand the relative pecuniary and non-pecuniary factors that motivate them. The thesis is written around three empirical chapters, with each chapter devoted to a specific labour market problem. The first empirical chapter analyses the labour supply of consultants using cross section data while the second models the determinants of job satisfaction (overall and for different job aspects) before and after the new consultant contract. The third empirical chapter analyses the determinants of two components of supply; clinical hours and extra hours, following the new consultant contract. Results show that consultants' labour supply is inelastic to changes in NHS pay and to overall job satisfaction. It also shows that the new consultant contract led to an increase in job satisfaction (overall and for all job aspects analyses), and to a reallocation of hours in favour of clinical hours. There was also a reduction in total and extra weekly hours of work largely due to the new contract defining doctors' commitments more clearly and the implications of the European Working Time Directive. The results have implications for the way in which consultants' labour markets are analyses and provide empirical evidence about the effects of pecuniary and non-pecuniary factors on consultants' job satisfaction and labour supply. For policy, the results of this thesis highlight the early effects of the new contract which are related to an increase in job satisfaction as well as a reallocation of hours among consultants in NHS Scotland.

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Shriver, Dale E. "Opportunities that exist for communication experts in the field of communication consulting." Morgantown, W. Va. : [West Virginia University Libraries], 2000. http://etd.wvu.edu/templates/showETD.cfm?recnum=1452.

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Waters, Richard. "Equalising the pressures : principals, consultants and ethical dilemmas /." [St. Lucia, Qld], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18190.pdf.

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Sonnerby, Per. "Contract-theoretic analyses of consultants and trade unions." Doctoral thesis, Stockholm : Economic Research Institute, Stockholm School of Economics (EFI), 2007. http://www2.hhs.se/efi/summary/734.htm.

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Taylor, C. "Gender, work and psychological distress in hospital consultants." Thesis, University College London (University of London), 2012. http://discovery.ucl.ac.uk/1364661/.

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Background Hospital consultants, of whom an increasing number are women, have a high prevalence of psychological distress and work is an important aetiological factor. There is a need for effective interventions to reduce occupational stress but theory and evidence examining the relationship between gender, work and psychological distress are sparse. Aims To describe the relationship between gender, work and psychological distress in hospital consultants and to explore consultants’ views on occupational stress interventions. Methods A mixed methods sequential design was employed, informed by a narrative review of theoretical and empirical evidence regarding gender, work and mental health. Three consecutive studies using primary and secondary data from UK male and female hospital consultants were conducted: 1. Quantitative secondary analysis of national survey data from 1308 (19% female) consultants to investigate relationships between gender, job stress, job satisfaction and psychological distress. 2. Structured interviews with consultants sampled from the national survey (n=75) to explore gender differences in experience of work. 3. Semi-structured interviews with consultant surgeons and radiologists from two integrated NHS Trusts (n=22) to test the face validity of an explanatory model of gender, work and psychological distress and ascertain views on interventions. Results An explanatory model of the relationship between gender, work and psychological distress was developed. Underpinned by transactional stress theory and prominent occupational stress models this new model includes individual, work content and context, and work-home interface factors. The face validity of constructs was confirmed and the model refined through interviews with consultants in both male-dominated and gender-balanced specialty groups. The interventions they proposed were mostly aimed at primary prevention at an organisational level. Conclusions The model provides a framework for evaluating the likely effectiveness of current policy and practice; if further validated it could also inform the design of interventions aimed at improving consultants’ wellbeing.

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Mease, Jennifer Jean Mumby Dennis K. "Working toward diversity consultants' strategies for organizational change /." Chapel Hill, N.C. : University of North Carolina at Chapel Hill, 2009. http://dc.lib.unc.edu/u?/etd,2784.

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Thesis (Ph. D.)--University of North Carolina at Chapel Hill, 2009.
Title from electronic title page (viewed Mar. 10, 2010). "... in partial fulfillment for the degree of Doctor of Philosophy in the Department of Communication Studies." Discipline: Communication Studies; Department/School: Communication Studies.

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Ideström, Lindgren Axel, and Alexander Losten. "A multifaceted perspective on the role of management consultants : - A qualitative case study of management consultant’s role in a Swedish MNC." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-179515.

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Abstract: There are many and varied views on the role of the management consultant. Roles range from the functional perspective to variations of the critical perspective. Despite these many perspectives, there is low consensus and a poor under-standing of what the consultant actually does. Adding to the mix is that there is even poorer understanding of how the implementation of a new concept af-fects the consultant’s role. Consequently, the authors will look at what role a management consultant take when working with new knowledge, and how this role is viewed from the perspective of the consultant, managers and employee in the client organization: a Swedish MNC. The research issue was examined through the authors’ own model, which was tested through in-depth interviews with management consultant, managers and employee within the case company. Interview material was complemented through participant observations. Data was then analyzed as authors tried to understand the informants through an emic research perspective. The study shows that the role of the management consultant varies depending on who is asked. The perspective ranges from the functional perspective on management consulting to the critical perspective, even if no informant can be said to argue that the management consultant belong to only one of the two perspectives. What is more, the study indicates that the closeness (relationship) of the client and the management consultant as well as the knowledge used by the consultant determines the consultant’s role. The authors suggest that further research should focus on how knowledge de-termines the role of the consultant, the effect of closeness between client and consultant and finally how implementation of new knowledge affects the view of the management consultant’s role. KEYWORDS: management consultants, management consultants’ role, functional perspec-tive, critical perspective, tacit knowledge, explicit knowledge, knowledge management, client-consultant relationship & reforms.

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Gable, Guy G. "Consultant engagement success factors: A case study and survey of factors affecting client involvement in, and satisfaction with, consultant engagement in computer system selection projects, carried out for the small enterprise computerization programme, in Singapore." Thesis, University of Bradford, 1991. https://eprints.qut.edu.au/126514/7/Consultant%20engagement%20success%20factors_Thesis.pdf.

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The outsourcing of IS expertise to supplement in-house resources, is a widespread and growing practice. Due to economic and other constraints, small and medium enterprises are especially dependent upon external IS support. This thesis reports results of an empirical investigation of characteristics of clients and external consultants, and of their interactions, which influence engagement success, when selecting a computer system. The study proposes three related models: (1) Success Dimensions Model, (2) Client Involvement Model, and (3) Success Process Model. The models are tested through (1)a pilot case study, (2) cross-case analysis of five firms, and (3) a survey of clients and consultants involved in 110 computerization projects. Factor analysis suggests the existence of six dimensions of success: (1) Performance Satisfaction, (2) Performance Reasonability, (3) Recommendations Acceptance, ( 4) Recommendations fit, (5) Understanding Satisfaction, and (6) Independence Improvement. Path analysis of the Involvement Model, a two-actor adaptation of the Theory of Reasoned Action, suggests clients and consultants have similar influence on the level of client involvement. Divergent bias between client and consultant views was identified and reconciled. Path analysis of the Process model suggests the relationship between the client and the consultant is key to success. Client involvement is found to significantly influence relations, and while no direct effect of involvement on success is identified, the indirect effect through relations is large.

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Worth, Syd Graham. "Textile design consultancy in the U.K. : a study of a small group of textile design consultants working in the U.K." Thesis, Manchester Metropolitan University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.267443.

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Agee, Leigh Ann. "Occupational therapists as consultants in Florida schools : a survey." FIU Digital Commons, 1994. http://digitalcommons.fiu.edu/etd/1139.

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Little research has been done on how well prepared occupational therapists feel to perform the role of consultant. This study investigated the perceptions of occupational therapists acting as consultants in Florida schools, how much education/training they have received and how they perceive their consultation skills. Participants in the study were sent a questionnaire and measures of central tendency were calculated on each item. Crosstabulations using Fisher's exact test were completed to investigate any relationship between type of consultation model used and relationships with educators. A one way ANOVA was conducted to investigate any relationship between self-perceived consultant skills and age, amount of experience, and training. The results indicate that occupational therapists providing consultative services rate their abilities as more than adequate and believe formal training in consultation is only mildly important. No significant relationships were found between training and skills or model used and relationships with educators.

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Verstraeten, Michel. "Les consultants en organisation: pilotage et dynamique de l'intervention." Doctoral thesis, Universite Libre de Bruxelles, 2005. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/210906.

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Brady, Patricia Rafferty. "Partners for change : real estate developers and management consultants." Thesis, Massachusetts Institute of Technology, 1988. http://hdl.handle.net/1721.1/71400.

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Vivini, Muriel. "Pourquoi l'acupuncture ? motivations et comportements des consultants en acupuncture." Bordeaux 2, 1992. http://www.theses.fr/1992BOR2M040.

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BIZARD, ERIC, and LAURENT SION. "Consultants de l'intersecteur de pedopsychiatrie de lille : travail epidemiologique." Lille 2, 1992. http://www.theses.fr/1992LIL2M197.

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Stephan, Roy E. "The MatchMaker DataBase (MMDB) bringing businesses and consultants together /." Full text, Acrobat Reader required, 1998. http://viva.lib.virginia.edu/etd/theses/stephan98.pdf.

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de, Gannes Nadine. "The emergence and work processes of executive remuneration consultants." Thesis, London School of Economics and Political Science (University of London), 2018. http://etheses.lse.ac.uk/3704/.

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This thesis studies the emergence of executive remuneration consulting as a distinct occupation from the 1990s, and the co-emergence of remuneration consultants and remuneration committees from the early 2000s. These actors, their work processes, norms and interlinkages are studied within the context of key social, economic and political factors, which shape the fields of remuneration consulting work and remuneration governance. In light of recent conflicting governance recommendations, it is important to evaluate the system of governance in relation to the historical reference points which have shaped executive pay practices. In so doing, this thesis analyses the dynamic processes in which numerous actors (remuneration committees, executive directors, Reward/HR directors, remuneration consultants and institutional investors), documents (corporate governance codes, governance guidelines and regulations) and tools (market trends analysis and pay benchmarking) are collectively engaged. Executive remuneration has overwhelmingly been researched from the agency perspective, delineated into two theoretical points of departure: optimal contracting (Jensen and Meckling, 1976) and managerial capture (Bebchuk and Fried, 2003; 2004). Despite managerial capture theorists seeking to address perceived shortcomings in optimal contracting, both result in an undersocialised (Granovetter, 1985; cf. Main, 2006) view of executive pay practices. Drawing on a genealogical approach (Foucault, 1971), Chapter 3 studies the emergence of executive remuneration consulting, while Chapter 4 examines the co-emergence of remuneration consultants and remuneration committees. Drawing on a field-based study at a leading remuneration consultancy, Chapter 5 presents the day-to-day work processes of executive remuneration consultants, and the ways in which consultants have produced their relevance in executive pay design and governance. Chapter 6 problematizes the market for executive talent and presents a conceptualisation of pay benchmarking practice. Chapter 7 argues that a dominant logic of risk has gone undocumented; that it is risk and risk management that ‘percolates and pervades’ (Power, 2004) executive remuneration governance.

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Sobrinho, Leonel Galvino Luciano. "Quality assurance of consulting engagements in engineering industries." Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/2213.

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Thesis (MTech (Quality))--Cape Peninsula University of Technology.
The global consulting industry has become a significant contributor to economies worldwide due to the growing requirement for specialised skills, but the industry encounters tense flaws and pitfalls. These pitfalls are related to the increasing amount of consulting engagements that fall short of their desired goal. The inability to fully achieve the goals agreed upon yields questions regarding the quality of service provided within the industry. It is believed that this inability to perform and to meet goals is due to gaps that occur within the consulting process. This research aims to determine whether there is a lack of quality in the full spectrum of the consulting process, which ultimately hampers the success of the consulting engagement. A non-empirical and qualitative research method was used to investigate the nature of the gaps and the main reasons for these gaps within the consulting process. A framework was developed in order to assist the researcher in understanding whether quality methods can successfully address or narrow the gaps in the consulting process that inhibit the success of consulting engagements or the ability to meet all requirements of consulting engagements. Validation was carried out through interviews with experts in the consulting industry. After a study of current literature it was clear that the fields of project management, change management and knowledge management are imperative when running a consulting engagement. Results of this study indicated that the framework is a viable quality methodology that can indeed be applied to address gaps in the consulting process. This is acquired through an interaction of fields such as systems thinking, audits, customer focus, corrective action and quality awareness. The framework was designed to add value and attempt to assure that the goals of consulting engagements can be fully achieved. Suggested further research includes the implementation of the framework in small consulting firms to investigate its practical usability and feasibility.

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Sumner, Jeanie Grace. "An Analysis of the Effect of State Regulation of Commercial Income Tax Preparers on the Quality of Income Tax Returns." PDXScholar, 1989. https://pdxscholar.library.pdx.edu/open_access_etds/1172.

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Occupational regulation of many professions has grown in magnitude and complexity in the past fifty years. Statutes relating to occupational regulation are often implemented by state legislatures without sufficient quantitative analysis. Prior studies have analyzed the need for regulation to protect consumers. Some research has been published which addresses the differences in the quality of services offered by regulated and unregulated professions. Due to lack of data, the effect of state regulation on commercial income tax preparers has not been quantified. Recently data from the 1979 cycle of the Taxpayer Compliance Measurement Program (TCMP) has been made available by the Internal Revenue Service (IRS). These data provided the opportunity for analysis relating to questions of quality of services offered by commercial income tax preparers. The analysis evaluated differences in error rates or amounts between returns prepared in a highly regulated state--Oregon, a state with minimum regulation--California, and the remaining forty-eight unregulated states. Items were chosen from the tax returns to evaluate the integrity and competency of the tax preparer, the effect of continuing education, and the accumulated effect of the totals of income, adjustments, and deductions. Descriptive statistics, cluster analysis, and non-parametric methods were used to test the hypotheses. Descriptive measures indicated that Oregon's error rates were among the lowest while California's errors were among the highest in the country. Cluster analysis grouped Oregon with states in the midwest while California grouped with other states in the sunbelt. The non-parametric tests indicated that Oregon's error rates and amounts were statistically smaller than the unregulated states. When Oregon was compared to the clustered states or to other states in the Northwest, the differences were not significant. When the samples from California were compared to those from the unregulated states, it was evident that the error rates were substantially higher in California. When California's errors were considered relative to the states from the sunbelt, the results were similar. The final comparison was made relative to levels of regulation. The errors on the returns from California were significantly larger than those from Oregon in all areas tested.

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Gautier, Eric. "La révélation de la singularité identitaire par un consultant." Thesis, Paris 2, 2018. http://www.theses.fr/2018PA020039.

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La recherche de sens peut se poser comme une nécessité pour les dirigeants dont on attend une capacité à communiquer la mission, la vocation ou la raison d'être de l’organisation dont ils ont la charge. Lorsque dans les organisations confrontées à des incertitudes, la quête de sens et d'avenir des équipes devient cruciale, il arrive que les dirigeants fassent appel à des tiers, tels que des consultants, des experts ou autres professionnels du conseil pour les accompagner. Ces derniers utilisent de nombreux outils dans leurs prestations. La conscience de l’identité organisationnelle permet de générer de la confiance au sein des équipes mais elle n’est pas toujours immédiate pour le dirigeant. Le tiers extérieur peut aider à sa clarification : ses effets peuvent alors créer une révélation identitaire pour le dirigeant et les collaborateurs à propos de l'organisation.Pour étudier ce phénomène une approche ethnographique a été adoptée. Elle est fondée sur une observation participante au sein d'une société de recherche et de conseil utilisant un outil donnant accès à la singularité identitaire : avec à l’appui une étude longitudinale au cours d'une mission de conseil dans une entreprise et deux études monographiques menées auprès de participants à une session de formation et auprès de dirigeants.La recherche établit comment des dirigeants accèdent au sens de l‘organisation dans le processus de l'identité révélée. Elle ouvre également à un paradigme émergeant : celui de la singularité identitaire comme une théorie de l'identité avec des implications sur la conduite managériale. Elle permet au dirigeant d'aligner le cadre stratégique, de formaliser des principes rationnels, émotionnels et spirituels pour la mobilisation et l'action des équipes
The search for meaning can be a necessity for the leaders who are expected to be able to communicate the mission, vocation or reason of being of the organization which they are responsible for. When in organizations facing uncertainties, the quest for meaning and future of the teams becomes crucial, managers sometimes use third parties, such as consultants or experts to help them. The consultants use a large array of tools to perform their task. Awareness of organizational identity helps building trust among work teams but is not always immediately tangible for the leader. As an outsider, the consultant can help clarifying, up to the point of bringing a revelation to the leader and collaborators about their own organization.To study this phenomenon an ethnographic approach has been selected. On one hand this approach was based on a participant observation conducted by a research and consulting company via the use of a specific tool giving access to identitarian singularity. On the other hand, two studies were done: a longitudinal one, during a consulting mission and two monographic studies conducted one with participants in a training session and one with leaders. During the process when the identity of an organization is revealed the research establishes how leaders gain access to the meaning of their organization. It also opens up to an emergent paradigm named identitarian singularity which could be defined as a theory of identity with implications for managerial behavior. It allows the leader to align the strategic framework, to formalize rational, emotional and spiritual principles for the mobilization and the action of the teams

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Alexius, Susanna. "Regelmotståndarna : om konsten att undkomma regler /." Stockholm : Ekonomiska forskningsinstitutet vid Handelshögskolan i Stockholm (EFI), 2007. http://www2.hhs.se/EFI/summary/718.htm.

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Heracleous, Loizos Theodotou. "Strategic change, discourse and culture : conceptualisations and interconnections." Thesis, University of Cambridge, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.337778.

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Adamson, Ivana. "The effectiveness of management consultants operating in small and medium (SME's) enterprises." Thesis, University of Wolverhampton, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.281644.

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Hégo, Edith. "L'économie des relations de service entre les PME et les consultants : marchés, contrats et conventions : le cas des PME agro-alimentaires de la région Nord-Pas-de-Calais." Lille 1, 1996. http://www.theses.fr/1996LIL12004.

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Les prestations de conseil tendent a devenir un domaine de recours privilegie des p. M. E. Mais celles-ci eprouvent encore de grandes difficultes a s'approvisionner en experiences, competences et connaissances. Des relations de service particulieres et tres diversifiees s'etablissent alors entre les p. M. E. Et les consultants. Le marche est particulierement eloigne du modele standard de la coordination par les prix. La prestation de service intellectuel s'execute par l'intermediaire d'une coordination iterative entre l'offre et la demande. Cette demarche sequentielle met en evidence differentes etapes dans le deroulement de la transaction de conseil aux p. M. E. Par ailleurs, au cours de ces etapes, l'intensite et la forme des relations de service evoluent selon le temps consacre au processus de coproduction. Dans le cadre simplifie d'une coordination bilaterale, l'auteur a choisi d'expliquer les transactions et relations de service p. M. E. Consultant en commencant par une approche contractuelle. On montre alors que ces contrats de service complexe sont, en particulier, caracterises par leur incompletude et leur non optimalite. Loin cependant d'etre des contrats imparfaits, ils presentent un interet pour l'entreprise cliente en raison de la flexibilite de leur usage. Ce type de relation de service s'appuie, et ceci de maniere complementaire, sur des conventions sociales definies en termes de cadres communs de reference et dont les contenus et dimensions ne sont pas figes. Enfin, la coordination et le fonctionnement du marche du conseil aux p. M. E. Sont subordonnes a l'existence de configurations sociales triangulaires, multilaterales et resiliaires. Celles-ci fournissent de nouvelles possibilites d'analyse des relations de service. Ces interactions marchandes et non marchandes pallient le manque de coordination et d'informations des p. M. E. Et facilitent leur insertion relationnelle dans le milieu social
Small and medium sized firms seem to be privileging their need for external consultants. But those still meet with great difficulties to supply with experiences, skills and knowledges. Small and medium sized firms and external consultants then build up specific and varied service partnerships. The market is particularly wandered from the standard model of price coordination. An interactive coordination between supply and demand set in provision of intellectual services. This sequential procedure brings to the fore different stages during the step of need for external consultants in small and medium sized firms. In other respects, the intensity and form of service partnerships develop during coproduction process. Starting with the bilateral contract simple case, the author first use a contractual approach to explain these transactions and service partnerships. Doing so, we show that these consultancy contracts are not complete nor optimum. But these caracteristics do not mean these contracts are bad. On the contrary, their adaptability theirs induced offers and interest of the client firm. Moreover this type of service partneship leans, in a complementary way, on social conventions. Then we explain the social conventions defined in terms of common form of reference. The contents and the nature of these social convention are changing. Finally the coordination and the running of this consultancy market will be subjected to the existence of social configurations which can be triangular, multilateral or can even constitute an organized network. These configurations provide new possibilities to analyse the service partnerships. Merchantable and non merchantable interactions compensage for the lack of coordination and informations in small and medium sized firms and make the social interation in the social surrounding easier for them

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Guseynova, Gezel, and Christopher Lewe. "Study of the relationship between strategy consultants and entrepreneurial ventures : Challenges of advising an entrepreneurial venture. A study from the strategy consultant's perspective." Thesis, Umeå universitet, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-105609.

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Azawi, Athil, and Pegah Hassani. "Crisis Consultants & the Vastly Changing Environment : A deductive study of the crisis consultant's perceptions & the effect of the Covid-19 Pandemic." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-447375.

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As the risk society has evolved, crisis management has become significant in order to survive a crisis. Crisis consultants have an important role in the risk society and organizations expects a whole lot from the profession. There is a gap in the research about the perceptions of crisis consultant’s role and expectancies in the risk society. Additionally, there is no research connected to the impact of the ongoing Covid-19 pandemic on the profession of crisis consulting. The study aims to explore the crisis consultants view of and their role in the risk society. It also seeks to investigate how the crisis consultants have adapted to the Covid-19 pandemic. The study has been conducted through a qualitative case study consisting of various crisis consultants from diverse consultancies. The primary data consisted of eight semi-structured in- depth interviews. Crises in the risk society has become more complex due to the developing technology which has had an effect on the dispersion of information and personal exposures. Crisis consultants are expected to act as change agents who provides an outside perspective and pushes the client forward during crises. The Covid-19 pandemic has had no effect on the types of crisis and neither on the processes used by the crisis consultants. The shift lies within tools and certain procedures where social distancing and digitalization has become the new standard. Although the alterations have been challenging in some situations, the crisis consultants have still managed to fulfill their tasks and increase their workload.

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Cain, Sean Andrew. "The strategic role of political consultants in U.S. House elections /." Diss., Connect to a 24 p. preview or request complete full text in PDF format. Access restricted to UC IP addresses, 2006. http://wwwlib.umi.com/cr/ucsd/fullcit?p3244169.

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Magbagbeola, Abayomi, and Sutee Thammapibaljit. "The roles of consultants within the processes of transformational leadership." Thesis, University of Kalmar, Baltic Business School, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hik:diva-1812.

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Across the world, the global economy that is emerging since the last decade of the 20^th century has resulted in levels of complexity within the business environment, organization are undergoing changes in different form in response to a global competitive business environment. This business environment characterized by uncertainty, increasing risk and decreasing forecast ability may requires a new managerial mindset focused on flexibility, creativity, innovation and possible transformation (Crossan et al. 2008; Wu et al. 2007).

The research study is stimulated within the management and development process in the organization that help leader think and work toward transformative possibilities, for organization to achieve effectiveness it is crucial that the unique talent of its employees be developed and utilized. Furthermore, organization involved in adapting, recreating and transformation might require a leader with transformative behaviors. However, the possibility of the leaders’ lack of time and knowledge in implementing his or her vision may require the organization to external sources and competences such as the consultant (Ciulla. 2004; Liden et al. 2008)

The objective of the study is to understand the nature of transformation within organization, the processes involved and the possible roles consultants might play if any within the processes that lead to transformative possibilities.

The theoretical framework of the research is built on the many researches by Bass (1998), Bass & Riggio (2006),Northouse (2004) of transformational leadership as an effective leadership development in the full range leadership model. The research methodology was qualitative by means of the grounded theory approach, case interviews of two consulting firms in Sweden was made. Unstructured open ended interview was conducted with four respondents.

The empirical data analysis shows that consultants are involved in the transformational leadership processes within organization with the consultant being aware or not as a result of the peculiarity of the Swedish management style that embodies traits suitable and compatible with transformational leadership concept.

In conclusion, there are many processes that the consultant can be useful within the organization in achieving effectiveness and the consultant may play different roles in different context within the processes of transformational leadership.

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Trigo, Sandra Cristina Eugénio Rodrigues Santos Pereira. "The involvement of consultants in decision making : aspects of process." Thesis, University of Warwick, 2008. http://wrap.warwick.ac.uk/3809/.

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CARPIO, GISELE ROSENDA ARAUJO MELLO DEL. "CRITICAL SUCCESS FACTORS OF BALANCED SCORECARD IMPLEMENTATION: THE CONSULTANTS PERSPECTIVE." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2007. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=11735@1.

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PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO
Este trabalho, a partir tanto do ambiente competitivo em que as organizações estão inseridas, quanto das capacitações que essas organizações precisam dispor a fim de garantir a sustentabilidade de seus negócios, visa entender por que as organizações optam por implementar um modelo de gestão baseado na ferramenta Balanced Scorecard e identificar os fatores críticos de sucesso inerentes à implementação. Por meio de uma pesquisa de campo, junto a cinco consultores que participaram de projetos de construção e implementação desta ferramenta, este estudo se propõe a identificar quais são os fatores críticos de sucesso na implementação do Balanced Scorecard. Partiu- se da premissa, que deveriam existir aspectos organizacionais comuns às organizações, que promovem ou inibem o processo de implementação. Assim sendo, elaborou-se um roteiro de entrevista com perguntas abertas que objetivavam identificar esses fatores críticos e questões secundárias como, por exemplo, as expectativas declaradas das empresas que adotam a ferramenta, as pessoas- chave do processo e os ambientes organizacionais propícios para a disseminação desse modelo de gestão. As análises das entrevistas revelam que: ambientes organizacionais orientados para resultado, o engajamento da liderança, a assimilação dos pressupostos da metodologia, pelos membros da organização e a intermediação externa exercida pelo consultor são fatores críticos de sucesso na implementação do Balanced Scorecard.
Since organizations are inserted in a competitive environment and must have internal qualifications in order to guarantee its businesses sustainability, this study aims to understand the reason why organizations decide to implement a management model based on Balanced Scorecard tool and to identify the critical success factors of this tool implementation. Conducting a research with five consultants that have participated on Balanced Scorecard projects, building or implementing it, this study expect to discover the critical success factors of the Balanced Scorecard implementation. This research premise argues that there would be within the enterprises common organizational aspects that promote or inhibit the implementation process. Considering this, the researcher elaborated an interview script, with open questions that investigated these critical success factors, and also, examined secondary objectives, such as, the enterprise declared expectations, process key persons and a organizational environment, that make the dissemination of this management model easier. The interview analysis reveals that: organizational environment focused on results, leadership involvement, methodology principles assimilation by the organization employees, and the consultants intermediations, constitute critical success factors for Balanced Scorecard implementation.

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FERREIRA, DAYWISON MACIEL. "ANALYSIS OF JOB SATISFACTION OF IT CONSULTANTS OF BRAZILIAN COMPANIES." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2017. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=29942@1.

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O crescimento do setor de Tecnologia da Informação tem demandado a contratação de consultores dos quais são pretendidos elevados desempenhos e dedicação intensa ao trabalho. A satisfação no trabalho afeta diretamente a qualidade dos serviços prestados por estes consultores de TI. Desta forma, este estudo objetiva analisar a satisfação dos consultores do setor de TI de empresas brasileiras com algumas das dimensões do trabalho. Para tanto, foi realizada uma pesquisa quantitativa (survey) baseada no modelo Job Descriptive Index (SMITH et al., 1969) e coletados 158 questionários de empregados de consultorias de TI no Brasil. Concluímos que os consultores de TI no território brasileiro não estão satisfeitos com os salários que recebem nem com as oportunidades de promoção que as empregadoras oferecem. Por outro lado, eles sentem-se satisfeitos com as atividades laborais que exercem e com seus companheiros de equipe, mas são indiferentes quanto aos seus supervisores (incapazes de alimentar qualquer sentimento positivo ou negativo). Por fim identificamos também que não há evidências de que a satisfação com o salário e com as oportunidades de promoção interfira na satisfação com os supervisores e com a natureza do trabalho; e também não podemos afirmar que a satisfação com os companheiros de equipe afete a satisfação com as atividades laborais.
The growth of the Information Technology sector has demanded the hiring of consultants from whom high performance and intense dedication to work are desired. Job satisfaction directly affects the quality of services provided by these IT consultants. In this way, this study aims to analyze the satisfaction of consultants in the IT sector of Brazilian companies with some of the work dimensions. A survey was conducted based on the Job Descriptive Index (SMITH et al., 1969) and 158 questionnaires were collected from IT consultants in Brazil. We conclude that IT consultants in Brazil are not satisfied with the salaries they receive, nor with the promotion opportunities offered by employers. On the other hand, they feel satisfied with the work activities they do and with their coworkers, but they are indifferent to their supervisors (unable to feed any positive or negative feelings). Finally, we also identify that there is no evidence that satisfaction with salary and promotion opportunities interferes with satisfaction with supervisors and the nature of work; And we cannot say that satisfaction with teammates affects satisfaction with work activities.

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Dissertations / Theses on the topic 'Consultants'

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