Dissertations / Theses on the topic 'Readiness for change'
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Nilsson, Elin, Erica Palm, and Liljenberg Sophia Fröberg. "Change Readiness : Exploring the Creation of Change Readiness Within Businesses for Change Towards Becoming More Sustainable." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44022.
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Background: There is a growing consensus that our world is facing substantial global challenges which can have devastating consequences for both planet and people. The call for change is clear and to shift the unsustainable trends, there must be an involvement by everyone, including business. However, there is a high risk of change initiative’s failure and one of the main reasons have considered to be employee resistance. One solution to change resistance is suggested to be change readiness, which has not received as much academic attention. The question that remains is how businesses, which account for major negative impacts on both planet and people, can create change readiness. Purpose: The purpose of this thesis is to explore how change readiness is created in the context of changes initiated to develop more sustainable businesses. Method: This thesis is a qualitative study with an exploratory nature where 21 interviews, representing 13 companies were conducted in order to collect the empirical data. Further, this thesis involves a comparative study of multiple case studies. Conclusion: The findings show that businesses are creating readiness for change towards becoming more sustainable by establishing various components including discrepancy, appropriateness, efficacy, principal support, personal valence and the affective component. These components are conveyed through the accompanying strategies, persuasive communication and active participation. Furthermore, education was found to be a strong influencer of change readiness for sustainable development. Nevertheless, change readiness as a concept is not consciously used by any of the companies represented in this thesis.
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Burrowes, Nina. "Time to change? : offender readiness to change their offending behaviour." Thesis, University of Portsmouth, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.439041.
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Bedser, Mark Bernard. "An assessment of change readiness prior to significant organisational change." Thesis, Rhodes University, 2013. http://hdl.handle.net/10962/d1001870.
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This research paper is broken up into three sections, namely an evaluation report, a literature review and research methodology. The evaluation report section is the assessment of the current state of change readiness within the Eskom Contact Centre’s based upon what the literature on change readiness prescribes. The timing of the change readiness assessment is just prior to significant organisational change. The organisational change that was about to be initiated by the organisation was initiated from the boardroom of the most senior echelons of the organisation, and was directed in a top down approach, being a strategic organisational change. The change is deemed to be critical to the organisation being able to meet its long term strategic and sustainability objectives. A critical examination of the literature explored the meaning of change readiness, the importance of it and explained the consequences for organisations that commit to transformational agendas without being ready. Key concepts such as such resistance to change and organisational inertia are described and differentiated from change readiness. The ADKAR change model and its change readiness assessment instrument were used due to the organisations preference for the model. The ADKAR model formed the framework for the analyses of the data, the discussion of the results and the recommendations to the organisation. The research conducted was quantitative in nature; a questionnaire was distributed to the employees of the seven Eskom Contact centre sites around the country through an email. A slightly modified version of the ADKAR change readiness questionnaire was sent via email with an on-line questionnaire link on it; and questions on individual readiness for change were used to assess the level of readiness of the employees. Most of the descriptive and inferential statistics were analysed with the use of Excel (version, 2010), with Factor Analysis being done in research showed that: - The factors as proposed by the ADKAR change readiness assessment questionnaire (i.e. Awareness, Desire, Knowledge, Ability and Reinforcement) are not different enough to be considered as independent factors for this data set. Based on factor analysis, the factors were subsequently amended from five to three, namely Readiness, Opportunity Realisation and Uncertainty. - The Contact Centre employees were somewhat ready for change. - The Contact Centres needed to focus on all amended ADKAR factors in order to improve the readiness of the department. - The readiness levels in response to the roll out were more or less uniform. The study shows that given Eskom’s preference for the ADKAR model, future research within Eskom should therefore be conducted more circumspectly with respect to ascertaining the validity of the ADKAR factors. The study also makes mention that future work and/or research will need to be conducted, specifically on the readiness of the organisation itself, in order to improve the probability of transformational success. The ADKAR assessment is a people focused assessment and therefore focuses only on the readiness of the individual. Factors such as the adequacy of the current state of resources within the organisation, which incorporate aspects such as infrastructure, technology and staffing, will also need to be assessed to make a more holistic statement of change readiness. A concise review of the literature is incorporated into the Evaluation Report of Section 1 to underpin the study. In Section 2 a more extensive review of the literature is presented. Similarly, the design of the research is discussed in more detail in Section 3 to both describe and justify the appropriateness of the research methodology, and to give a detailed account of the way in which the research was carried out.
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Irannejad, Shahrzad. "Adolescent readiness for change and working alliance." Thesis, McGill University, 2003. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=79778.
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The present study examined the predictive ability of the stage model in the establishment of an alliance in adolescent counselling. The relationship between readiness for change and the three dimensions of the working alliance was also further explored. Fifty-one students between the ages of 14 and 18, who were seeking counselling in their schools, were recruited through two school boards in a large eastern Canadian city. The results provided empirical support for a relationship between adolescents' readiness for change and the quality of their working alliance. In comparison to students who were resistant to change, those who were ready to actively change were more likely to develop positive alliances with their counsellors, and were in more agreement with their counsellors on the goals and tasks of counselling. The theoretical and practical implications of these findings for counsellors and other researchers, limitations of this study, and future research directions are discussed.
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Shah, Naimatullah. "Determinants of employee readiness for organisational change." Thesis, Brunel University, 2009. http://bura.brunel.ac.uk/handle/2438/4460.
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Organisations are continually confronting challenges to remain competitive and successful, which compels organisations to regularly re-evaluate their strategies, structures, policies, operations, processes and culture. Managing change effectively is however a main challenge in the change management domain because of massive human involvement. Thus, managers and change agents are eager to know how to encourage and effectively prepare employees for change situation. The aim of this doctoral study was to examine the determinant of employee readiness for organisational change. The objectives were to investigate employee commitment to the organisation and career and social relationships factors in public sector higher educational institutions of Pakistan where various change reforms has been introduced recently. This empirical study proceeded by a systematic review of literature that led to development of a conceptual model. The data was collected from a sample of teaching employees by using a survey questionnaire. Data was analysed using descriptive statistics and exploratory factor analysis run on statistical package for social sciences and confirmatory factor analysis on the structural equation modelling as well as on applied analysis of moment structure to assess the model fit of the study and hypotheses testing. Results showed that independent variables (emotional attachment, feeling of pride, pay/wages/rewards, promotion, job satisfaction, job involvement and social relationships in the workplace) were positively and significantly correlated to the dependent variable (readiness for organisational change). However, two variables i.e. supervisor and peer relations, and training and skills development were not found positive and significant to the readiness for organisational change. This study has methodological limitations, as it is a cross sectional study that used a survey questionnaire only in public sector higher education sector. This study provides empirical evidence for employee readiness predictor variables for organisational change. This study may contribute to the literature on change management, particularly for Pakistan, and may assist the management, change agents and practitioners of human resources management and development, and organisational behaviour in assessing, designing and evaluating new or existing programmes for organisational change.
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Novitskaya, Anna, and Momina Rajput. "Role of Organizational Culture in Creating Readiness for Change Project." Thesis, Umeå universitet, Företagsekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-85603.
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Given the dynamic and unpredictable nature of modern business environment, organizations need to always be ready for change. It is essential for employees to be able to accept change initiatives at workplace and contribute to them constructively. The authors of this research suggest that due to the similarities in the nature of their implementation process, projects are the most appropriate vehicle for implementing change initiatives. Change initiatives implemented through projects take characteristics of planned change and exclude emergent changes from the scope the scope of this research. The initiating phase of a change project is devoted to creating readiness for change, which is the main focus of the research. The purpose of this study is to investigate the role of organizational culture in creating readiness for a change project. The research looks at the process of creating change readiness. This provides a ground for identifying the importance of organizational culture and its interconnection with change management efforts. Further, the dimensions of organizational culture are identified in the relation to change readiness. The literature suggests that these dimensions create change readiness. If organizational culture does not incorporate the identified dimensions of organizational culture, change management efforts should be applied to reinforce or create them. Eight interviews were conducted with change leaders/ project managers. Each interview was conducted in the context of a change project experienced by the interviewee, in order to gain an insight in to the influence of organizational culture on creating change readiness. The study finds organizational culture as being pivotal in creating change readiness. The insight taken from the empirical data allows differentiating between organizational culture as a whole and organizational culture created within the project context by change management efforts. It was found that organizational culture in its exclusivity, does not lead to readiness for a change project. Organizational culture rather builds a foundation for implementing change and creates readiness for a change project through mediation of change management efforts.
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Gallant, Victor James 1964 Carleton University Dissertation Psychology. "Adjustment to chronic pain and readiness for change." Ottawa.:, 1996.
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Phillips, James Edward. "Effects of Change Valence and Informational Assessments on Organizational Readiness for Change." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4016.
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Nearly two-thirds of organizational change initiatives are unsuccessful due to a lack of high levels of change readiness prior to implementation of the change. A review of the literature supported the importance of establishing organizational readiness for change (ORC), but a gap remained in the empirical data and extant literature about whether presumed antecedents identified in ORC theory contribute to increased levels of ORC. The purpose of this study was to gather empirical data to address this question of whether change valence and informational assessment scores are associated with increased levels of organizational readiness for implementing change. The research design was quantitative and nonexperimental. Data were collected via online Likert-type survey from employees (n = 70) in an organization undergoing significant change. An analysis was performed using OLS regression and principal components analysis. The results showed that change valence and informational assessment were positively and significantly associated with increased organizational readiness for change score (β = 1.778, p < .001, and β = 1.392, p < .001, respectively), and that change commitment and efficacy loaded favorably in a principal components analysis of ORC score. The findings are significant to the field of management as they show how establishing increased levels of change valence and informational assessment may help positively influence employee participation and organizational change outcomes. The study is socially significant because it may illuminate differences in perception between employees and leadership regarding change and may contribute to greater inclusion of a broader array of employee perspectives, opinions, and experiences in the organizational change process.
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Grimolizzi-Jensen, Conrado Joaquin. "Organizational Change: Evaluating the Effect of Motivational Interviewing on Readiness to Change." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1536.
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Failure accompanies most organizational change efforts. Change agents' efforts focus on employee resistance or readiness to change without considering employee ambivalence. Motivational interviewing (MI) may reduce ambivalence and improve the success rate of organizational change initiatives. The purpose of this experimental research was to evaluate the effectiveness of MI to increase readiness to organizational change, to assess the influence of MI on change-related beliefs, and to investigate the relationship between beliefs and readiness to change. The theoretical framework was the transtheoretical model of change, the theory of planned behavior, and social cognitive theory. Through random assignment, 56 employees of a company undergoing change and located in the Midwest region of the United States populated the experimental and control groups. Members of the experimental group participated in 3 motivational interviewing sessions over a 30-day period. Participants indicated their readiness and underlying change-related beliefs by completing the Job Change Ladder and the Organizational Change Recipients' Belief Scale. Within and between group differences from a mixed ANOVA revealed that MI significantly increased readiness to change. There was not a significant difference between the beliefs of both groups as indicated by the results of the MANOVA test. Participants' beliefs explained readiness to change as evidenced by the results from the use of multiple regression. The findings indicate that leaders of organizational and societal change initiatives could incorporate MI to prepare individuals and groups to embrace the change process, thereby improving the chances that the change initiative will be successful.
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Vanluchene, Indy, and Sara Jonsson. "Change Readiness for Sustainability-Oriented Change : A mixed-method study about how ready Swedish organizations are for change towards sustainability." Thesis, Högskolan i Jönköping, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44104.
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Background: Many change processes in organizations fail and efficient change management is therefore crucial for success. For successful change to be possible, an organization needs to be readied for that change. The growing demand on sustainable business practices leads organizations to embrace sustainable development and therefore go through change. Change readiness can be viewed on two levels; organizational and individual and there are different factors impacting each of these levels. Examples of such factors are Vision & Goals, Organizational structure and A sense of urgency. Purpose: The purpose of this research was to explore how ready Swedish organizations were for sustainability-oriented change, taking both organizational and individual change readiness into account. Method: 8 Swedish organizations were studied with the help of 15 factors that impact change readiness. By using mixed methods, qualitative data from interviews and quantitative data from surveys was collected, and the factors were evaluated. Findings: The organizations had an average of 67 % change readiness overall, with the factor A sense of urgency scoring the highest results indicating that Swedish organizations understand the importance of sustainability. The data suggested that the organizations were more change ready on the individual compared to the organizational change readiness level. The findings also showed that the factors Vision & Goals and Organizational structure had no positive impact on the organizations´ change readiness.
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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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Goodvin, Sharon Bever Gibson Ian. "School leaders' readiness for systemic change in Kansas schools." Diss., Access through your commercial service, 2005. http://il.proquest.com/products_umi/dissertations/.
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Kristjánsson, Sveinbjörn. "Skin cancer prevention : readiness to change sun-related behaviours /." Stockholm, 2004. http://diss.kib.ki.se/2004/91-7349-895-5/.
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黎杏蘭 and Han-lan Lai. "Evaluating teacher education to determine teachers' readiness for change." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B31256302.
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Lai, Han-lan. "Evaluating teacher education to determine teachers' readiness for change /." Hong Kong : University of Hong Kong, 2001. http://sunzi.lib.hku.hk/hkuto/record.jsp?B24702080.
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Fall, Jakob. "Servicification readiness : Determining the servicification readiness of product-centric companies." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-280733.
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The purpose of the study is to determine what levels of servicification readiness that technology- and product-centric companies can expect if they decide to servitize. Servicification readiness is defined as how ready the organization is to manage and go thru the organizational transformation that follows from a decision to servitize. Low servicification readiness implies a significant discrepancy between the current organization and that required by servicification. High servicification readiness implies that the organization of the company is ready to accept the transformation to a servicification strategy without little or no change. A literature study was conducted to construct a framework which described along which dimensions and how the organization changes as it servitize. A single-case study was performed at a technology- and product-centric company. Interviews, observations and surveys were methods use for data collection. The purpose of the case study was determining the current state of the organization within the dimensions identified from the literature study. This data was then analyzed and contrasted using the theoretical findings to understanding how much the organization must change. The differences identified were also analyzed to understand why readiness is high or low. The results of the literature study indicated that organizations change along 6 dimensions as a companie servitize. The value proposition and how value is delivered change, the organizational structure is changed to accommodate new types of offerings, the organizations relationships to customers, partners and suppliers will also change as an organization servitize. Process and capabilities within especially knowledge management and information technology will change along with the characteristics of employees and the metrics and incentives used by the company. The culture will also change. The case study revealed that the servicification readiness of technology- and product-centric companies is generally low. A number of factors were also found to influence the level of servicification readiness including information biases, a tendency to coordinate rather than cooperate, that the product centric focus will result in service being undervalued and that the organization must develop the necessary capabilities and change to develop competitive services.Syftet med denna studie är att fastställa vilken nivå av organisatorisk beredskap som teknik- och produktfokuserade bolag kan förvänta sig när de tjänstefierar. Tjänstefieringsberedskap definieras som hur redo organisationen är att klara av och gå igenom de organisatoriska förändringarna som krävs när företaget tjänstefierar. Låg tjänstefieringsberedskap innebär att organisationen har lite gemensamt med den organisation som krävs för att tjänstefieringstransformationen ska vara framgångsrik. Hög tjänstefieringberedskap innebär att organisationens beredskap i att hantera och anpassa sig till en tjänstefieringsstrategi är hög. Låg tjänstefieringsberedskap innebär istället att organisationen måste göra omfattande förändringar av sin organisation för att anpassa den till en tjänstefieringsstrategi. En litteraturstudie genomfördes för att konstruera ett ramverk som beskriver både längs vilka dimensioner som förändring kommer ske men även hur denna förändring ser ut när ett företag tjänstefierar. En fall-studie genomfördes också hos ett teknik- och produkt fokuserat bolag. Intervjuer, observationer och enkäter användes för att samla data. Resultaten från fallstudien användes för att göra en nulägesanalys av företaget som studerades för att konstratera den mot den organisationen som krävs i en tjänstefierad organisation. Resultaten användes för att kartlägga och förstå vad organisationens nuvarande tjänstefieringsberedskap är inom de dimensioner som identifierades i litteraturstudien. Litteraturstudie indikerade att organisatoriska förändringar främst sker längs 6 dimensioner när ett företag tjänstefierar. Värdeerbjudandet och hur detta värde leverars förändras, organisationens struktur förändras också för att tillåta leverans av nya typer av erbjudanden, företagets relationer till kunder, partners och leverantörer kommer också att förändras när företaget tjänstefieras. Företagets processer och kapacitet kommer också förändras, särskilt inom knowledge-management och IT. Vilka färdigheter anställda har måste också förändras tillsammans med de mätetal och incitament som används för att styra personalens dagliga arbete. Företagskulturen måste också förändras när företaget tjänstefieras. Fallstudien uppdagade att tjänstefieringsberedskapen i teknik- och produktfokuserade bolag generellt är låg. Ett antal faktorer som påverkar organisationens tjänstefieringberedskap identifierades också. Detta inkluderar bland annat informationsbias, en tendens att koordinera istället för att sammarbeta, att produktfokus resulterar i att organisationen undervärderar tjänsters värde och att organisationen måste förändras enligt ovan för att kunna utveckla konkurrenskraftiga tjänster.
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Dunbar, Paul James. "The impact of trust on congregational readiness for missional change." Theological Research Exchange Network (TREN) Theological Research Exchange Network (TREN) Access this title online, 2007. http://www.tren.com.
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Ronkowski, Francis A. "Do batterers' perceptions of procedural justice predict readiness to change?" View full text, 2005.
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Richards, Kimberly H. "Assessment of organizational readiness to change and an intervention program." [Tampa, Fla.] : University of South Florida, 2004. http://purl.fcla.edu/fcla/etd/SFE0000224.
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Kayanan, Pamela Jo. "Relationship between College Student Identity Development and Readiness for Change." W&M ScholarWorks, 2017. https://scholarworks.wm.edu/etd/1516639545.
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This study examines the relationship between college students’ developmental level of identity formation and their choice to make intentional changes in behavior. Specifically, it examines whether there is a relationship between the level of identity development of college students according to Chickering’s model, measured by the Erwin Identity Scale (EIS), and the level of Readiness for Change concerning alcohol use following the Stages of Change Model by Prochaska and DiClemente. Correlational analyses in the form of multivariate regression is used to examine relationships between the various assessment measures. This helped answer the research questions: Is there a relationship between identity formation developmental levels and Readiness for Change, and do the subscales from the Stages of Change Readiness and Treatment Eagerness Scale (SOCRATES) relate individually to any of the subscales of the EIS? The results of the multiple regression analysis conducted with the Recognition subscale of the SOCRATES as the dependent variable and the three subscales of the EIS as the predictors indicated that two of the EIS subscales, Sexual Identity and Comfort about Body and Appearance had a significant relationship to Recognition. The EIS subscale of Confidence showed no significant relationship to Recognition. The possibilities of linking developmental level and issues around changing the drinking behavior of college students open up a way of evaluating college students’, which could alter the counselors’ approach to which interventions they would choose. Since the choice of intervention is imperative to the success of the counseling process, the college students’ level of identity formation may be related to Readiness for Change, and that by identifying students’ identity level and matching the identity level with counseling approaches, counselors may be more effective in helping students make changes in potentially harmful drinking practices.
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Tyler, Susan P. "Academic Physicians' Readiness to Change in their Professional Practices: A Qualitative Study." University of Cincinnati / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1592170965675572.
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Hernelind, Elin, and Freja Hogréus. "Readiness for Change Towards Sustainability : A Study of Swedish Companies: Change Agent and Employee Perspectives." Thesis, Internationella Handelshögskolan, Jönköping University, IHH, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48730.
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Background: There is an increasing importance of sustainable development in today’s society as a result of various social, environmental, and economic challenges facing the people and planet. To create the change needed to shift from unsustainable activities, everyone must participate, including business organizations. Here, the concept of change readiness is highly relevant as it helps prepare individuals and organizations to accept and not be resistant to change initiatives. Purpose: The purpose of this thesis is to investigate and explore (1) how change agents create change readiness to prepare employees for organizational change towards sustainability and (2) how these efforts are perceived and experienced by employees. Method: This thesis uses a qualitative approach with an exploratory nature where two companies (case studies) are included. In total, five organizational members were interviewed to collect empirical data: two change agents and three employees. Conclusion: The findings display that change agents use two strategies for spreading the change message (persuasive communication and active participation) and unintentionally use the five cognitive components of change readiness (discrepancy, appropriateness, efficacy, principal support and personal valence) to prepare employees for organizational change towards sustainability. In turn, these efforts are perceived and experienced by employees as enhancing their level of change readiness.
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Fresk, Maja, and Martin Magnell. "Readiness to Change in a Project-based Organization : Factors supporting change implementation at individual level." Thesis, Högskolan i Gävle, Industriell ekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-25358.
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Problem - The challenge investigated in this present study is for a project-based organization to create a well-planned implementation by knowing the current state of the organization and its readiness for a change. This while also taking the time for unexpected events and communicating the issue while also taking their organizational structure into consideration. Purpose - The purpose of this study is to analyze the readiness to change for the case company with focus on three aspects of readiness: information sharing, common views and implementation approach, while also taking into account the distinct features of a PBO-structured organization. The study aims to identify supporting factors for successfully managing an implementation of a new business system at the individual level. Method - This study is a case study based on a single case company: Sweco, which is a Swedish technical consulting firm that is about to change their business system. A literature review was conducted in order to collect previously conducted research within the research area. The primary methods used for data collection in this study have been semi-structured interviews and a questionnaire, the data was mainly analyzed though thematic analysis. Results – The readiness for change for the case company is affected by their organizational structure. The results of the questionnaire show that collaboration within Sweco works relatively well, but there are some aspects that can be improved, such as communication and information sharing. The results of the conducted interviews show that most employees at the case company perceive the change of business system to be good, but they were unsure about why it would be carried through. Guides on how the change would affect the specific individual and knowing where to turn for feedback and information was pointed out as a suggested improvement by the employees. A lot of responsibility of implementing the new system was put on the unit managers. Conclusions - The study strengthens the existing theory regarding change readiness and individual supporting factors for successful change implementation. It confirms some of the strengths and drawbacks for organizations working with projects. The study also concludes how the case-company and other companies in a similar situation can utilize some advantages of being familiar with working in projects.
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Leifland, Gustav, and Sandor Selelyo. "The information system’s impact on the user’s readiness for change : A study of DeLone and McLean IS success model’s impact on the user’s readiness for change." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-43854.
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Information system is a crucial topic in today’s business world. Without a proper information system, it is very difficult to compete on the market. The purpose of the study was to analyze the impact an information system has on the users work and how those factors are assessing the users’ readiness to change to e.g. switch from an existing information system to a new more advanced one. The study was based on the DeLone and McLean IS success model and a single case study was conducted with an inductive research approach. The empirical data has been gathered through semi-structured interviews and the findings show that reliability, response time and IT service of the IS system are the factors with the most influence on the user’s perceived readiness to change. Moreover, the users are not ready to change the current information system that is running within the company for a more advanced one. Position, technical skills and top management are all impacting the user’s readiness to change. Organizationscan use these findings to analyze the users’ satisfaction, their behavior and readiness to face the future changes.
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Cockell, Sarah Jane. "A Decisional Balance measure of readiness for change in anorexia nervosa." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/nq56661.pdf.
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Mpepo, Bulelwa N. "An exploration of employee readiness for change at Walter Sisulu University." Thesis, Rhodes University, 2017. http://hdl.handle.net/10962/4455.
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Higher education institutions are faced with pressure to change to meet academic as well as socio-economic needs. These changes are often aimed at achieving financial viability, increased institutional efficiency, and solving problems of fragmentation in the university. Universities can change in their structure, operations, systems, or and in the use or adoption of technology. The effective implementation and management of these requisite changes is the key challenge to organisations facing change. Walter Sisulu University, a comprehensive university in the Eastern Cape, has formulated a strategy to turn the university around. Included in the strategy is a project on the academic enterprise. The level of readiness for change is viewed to be a determining factor in making any change successful. Since readiness is not automatic, there is a need to prepare individuals to have a positive attitude towards the change and to embrace the proposed change initiative. This study is informed by the quest to know what will encourage and prepare employees for the implementation of the new Programme and Qualification Mix (PQM) at the University. The study therefore sought as its main purpose to explore factors influencing individual readiness for change in the PQM at Walter Sisulu University. A qualitative approach was adopted in the study. Models of change readiness were reviewed to identify themes that would be used to explore the levels of readiness amongst university academic employees who were to implement the new Programme and Qualification Mix. Documents were analysed to understand the change in PQM and face-to-face, semi-structured interviews held to solicit the views of academic employees regarding enablers or inhibiters of their readiness. Results highlighted the poor preparation of academic employees at Walter Sisulu University to support and implement the change. Key concerns of employees included dissatisfaction with the inadequate and inappropriate communication strategies, uncertainty about the suitability of the changed PQM, doubt regarding leadership support for change, as well as the perceived risk of the change. However, the main enablers were the comprehension by WSU employees of the need for a new PQM to address the poor alignment with university vision and HEQSF requirements, an appreciation of the lack of social relevance of the programmes, and confidence that they have the requisite skills and qualifications. The perceived benefits for the institution provided the needed spur for embracing the new PQM.
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McKay, Kali Anne. "The Effect of Commitment, Communication and Participation on Resistance to Change: The Role of Change Readiness." Thesis, University of Canterbury. Psychology, 2012. http://hdl.handle.net/10092/7311.
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There is growing concern surrounding the effect of resistance to change on organisational change success. The main purpose of the present research was to clarify the relationships between important contextual variables highlighted in the literature, and resistance to change and readiness for change. Participants completed an online survey while their organisation was about to or already going through a change. As predicted, the results show the importance that participant perception of the adequacy of communication had on resistance to change and that this relationship was mediated by the readiness dimension of viewing the change as appropriate. The relationship between other contextual variables of perceived opportunities for participation and affective organisational commitment, and resistance to change were not found to be mediated by readiness for change dimensions. Affective commitment however, showed a direct negative relationship with resistance to change. These findings highlight the importance of a planned approached to change-related communications, and its potential to reduce resistance to change by effectively creating readiness for change in an organisation. Implications of these results and suggestions for future research are discussed.
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Hailey, Jermaine Anthony Higgs Frederick Devolone. "An analysis of organizational readiness at Anniston Army Depot for information technology change." Monterey, Calif. : Naval Postgraduate School, 2008. http://edocs.nps.edu/npspubs/scholarly/MBAPR/2008/Dec/08Dec%5FHailey%5FMBA.pdf.
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"Submitted in partial fulfillment of the requirements for the degree of Master of Business Administration from the Naval Postgraduate School, December 2008."Advisor(s): Powley, Edward H. ; Brinkley, Douglas. "December 2008." "MBA professional report"--Cover. Description based on title screen as viewed on January 28, 2009. Includes bibliographical references (p. 65-68). Also available in print.
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Thomson, Alison. "Helping Families Change Childhood Obesity." The University of Waikato, 2008. http://hdl.handle.net/10289/2480.
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The prevalence of childhood obesity is increasing at an alarming rate and is implicated in the onset of serious and life threatening health problems of both a physical and psychological nature. The current research comprised of three main components. Firstly, the reliability of a readiness to change questionnaire was examined, which had been completed by parents of obese children enrolled in the Bodywise childhood obesity programme. Secondly, an analysis of outcome data from 36 families who completed the above programme was also undertaken in order to determine if the data identified their stage of change, as defined by the questionnaire Thirdly, four semi-structured interviews were conducted with families involved with the Bodywise programme. These parents provided information related to their experiences of lifestyle change, including what initiated change, what assisted change, and what barriers to change they had encountered. Findings revealed that in accordance with the transtheoretical model the readiness to change questionnaire was a reasonably reliable instrument for indentifying parents' readiness to change their child's eating patterns and physical activity levels. Analysis of the outcome data from the 36 families revealed individuals in the action stage of change for both eating and physical activity made more rapid change at the outset of the programme than individuals in earlier stages of change. In addition, information derived from the interviews with families identified several promoters and barriers to change, many of which were similar across families. Until now no studies have examined the application of the transtheoretical model to an intervention for childhood obesity. Previous research has shown support for the model's use with other health problems. Overall this study lends support for the utility of the transtheoretical model in childhood obesity intervention.
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Terblanche, Thersia. "Change Management in a biopharmaceutical company." University of Western Cape, 2020. http://hdl.handle.net/11394/8003.
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Magister Pharmaceuticae - MPharmThis study aimed to review the change management implemented in a Biopharmaceutical company in Cape Town in the light of existing literature on change management theory. Three main constructs were identified: process of change, readiness for change and climate of change. A quantitative pencil-and-paper survey were used to explore and describe employee experience of the change management process within a single department of a biopharmaceutical company in Cape Town. Cronbach alpha coefficient confirmed internal reliability (α = 0.94) of the questionnaire constructs. Employees across all ages reported average scores for all constructs (M ≥ 2.5 < 4), indicating a similar experience regardless of age. A medium-strong positive correlation (p < 0.01; r = 0.49) was observed between process of change and climate of change.
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Ek, Lina, and Sanna Ström. "Organizational AI Readiness : Evaluating Employee Attitudes and Management Responses." Thesis, Jönköping University, Internationella Handelshögskolan, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-53412.
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Background - As a result of the latest advances in artificial intelligence (AI), the world ofbusiness is facing a major transformation where basic organizational principlesare redefined initiating a new era. It is predicted that AI in the coming decadeswill make a significant imprint and organizations aiming to stay at the forefrontcannot afford not to change. AI adoption can bring great benefits to organizationswhere a crucial factor is to establish AI readiness. However, as in any change,different perceptions are raised among employees which can either hinder orfoster organizational AI readiness, placing leaders in a crucial position. Purpose - The purpose of this study is to investigate how managers can foster organizationalAI readiness by understanding distinctive features of employee AI attitudes. Byidentifying how employees develop change attitudes towards AI, the opportunityto explore how managers should respond to these attitudes in order to achieve AIreadiness opens. Method - To gain a greater understanding of the phenomenon managing AI attitudes and tofulfil the purpose of the study, a mix of a qualitative and quantitative researchmethodology was used. The empirical data were abductively collected through asingle case study via a survey containing 80 respondents and through a focusgroup including six participants holding different roles affected by an AIimplementation. The empirical data were processed using thematic analysis andfurther analysed through systematic combining. Conclusions - The conclusions in this study confirm already existing theory. It also expands itas the phenomenon managing attitudes towards AI change was placed in a newcontext. The research results indicate that employees’ change attitudes towardsAI are affected by the organizational AI maturity, personal interest, and personaland organizational AI knowledge. They also indicate that employees develop theirchange attitudes towards AI depending on how managers handle or not handletheir attitudes. Finally, four dimensions along which leaders should manageemployee change attitudes to promote AI readiness were elaborated.
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Vallejo, Garcia José Luis. "Intercultural competence as a conductive factor of managers' readiness for organizational change." Phd thesis, Université de Strasbourg, 2012. http://tel.archives-ouvertes.fr/tel-00836472.
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L'objectif de cette thèse est d'identifier les compétences interculturelles qui déterminent la disposition des gestionnaires au changement organisationnel. Pour ce faire, nous avons analysé l'influence des compétences interculturelles, impliquant des aptitudes cognitives, des habiletés émotives et des compétences comportementales/sociales chez les gestionnaires, sur la disposition au changement. Afin de tester notre modèle de recherche, incluant douze hypothèses principales nous avons eu recours à une enquête avec un questionnaire électronique auto-administré. Notre échantillon total compte cinq cent cinquante- sept personnes en provenance de soixante-huit pays différents. Les personnes interrogées, des salariés d'entreprises, occupent des postes à différents niveaux hiérarchiques : au niveau stratégique, mais aussi au niveau opérationnel, c'est-à- dire, des gestionnaires qui sont responsables de la planification à long terme, du contrôle du progrès, ou de la supervision quotidienne des opérations. La compréhension du concept de la compétence interculturelle était un aspect essentiel dans cette thèse de doctorat. La partie théorique a donc été écrite discrétionnairement par le chercheur au sujet des références choisies sur lesquelles le cadre conceptuel a été établi. Une partie empirique a été soutenue avec une analyse méthodologique quantitative afin de prouver qu'il y a une corrélation positive significative entre la compétence interculturelle et la disposition des gestionnaires au changement organisationnel.
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Roth, Nina A. "An exploration of organisational readiness for change within a municipal utilities company." Thesis, University of Gloucestershire, 2015. http://eprints.glos.ac.uk/4130/.
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The research presented in this thesis is an exploration of readiness for change within a municipal energy supplier. The literature review revealed a particular gap of the concept of organisational readiness for change in the context of public sector companies with specific characteristics that may impede change. With a high rate and intensity of change due to radical changes within that industry, especially energy suppliers are under increasing pressure to adapt. Increasing forces for change combined with little change experience created an extreme context for the research presented. The concept of organisational readiness was chosen as the research focus with the aim to account for these characteristics and environmental specifics. The work of key authors in this field, including Armenakis and collaborating authors (Armenakis & Harris, 2009, 2002; Armenakis, Bernerth, Pitts & Walker, 2007; Armenakis & Bedeian, 1999; Armenakis & Fredenberger, 1997), Holt et al. (2007) and Mossholder et al. (2000) provided the main theoretical basis for the research. The research objectives were to gain a richer understanding of managers’ and other employees’ perceptions and beliefs concerning Stadtwerke Bielefeld’s readiness for change and key issues for successful change implementation. I adopted a constructivist paradigm with the focus on meanings and understanding using a qualitative approach and a local knowledge case study as the research design. The main element of the data collection was semi-structured interviews with a sample of senior managers identified as key informants, in order to interpret the phenomena in their unique setting. This was complemented by a questionnairebased survey of non-managerial employees’ assessments of readiness for change. The focuses of the applied content analysis were the context and the understanding of the situation as a whole. A striking finding among the management sample was a predominant focus on the rational side of leadership and a lack of acknowledgement of emotional aspects of change and its implementation. While in broad terms the non-management employees generally shared the managers’ confidence that change could successfully be implemented, there were significant and thus enriching differences at the detail level between the perceptions and beliefs of the two groups. The research makes a significant contribution to the understanding of change in public sector organisations. A methodology for change readiness assessment and analysis for these companies is proposed and successfully implemented during the research project. A notable finding was the very different and sometimes contradictory perspectives of managers and employees regarding readiness for change, which demonstrated the value of conducting research within two different groups of organisation members.
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Lawrie, Matthew John. "Developing measures of readiness to change and safety culture in an organisation." Thesis, University of Manchester, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.695866.
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Vallejo, Garcia Jose Luis. "Intercultural competence as a conductive factor of managers' readiness for organizational change." Thesis, Strasbourg, 2012. http://www.theses.fr/2012STRAB010/document.
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L’objectif de cette thèse est d’identifier les compétences interculturelles qui déterminent la disposition des gestionnaires au changement organisationnel. Pour ce faire, nous avons analysé l’influence des compétences interculturelles, impliquant des aptitudes cognitives, des habiletés émotives et des compétences comportementales/sociales chez les gestionnaires, sur la disposition au changement. Afin de tester notre modèle de recherche, incluant douze hypothèses principales nous avons eu recours à une enquête avec un questionnaire électronique auto-administré. Notre échantillon total compte cinq cent cinquante- sept personnes en provenance de soixante-huit pays différents. Les personnes interrogées, des salariés d’entreprises, occupent des postes à différents niveaux hiérarchiques : au niveau stratégique, mais aussi au niveau opérationnel, c’est-à- dire, des gestionnaires qui sont responsables de la planification à long terme, du contrôle du progrès, ou de la supervision quotidienne des opérations. La compréhension du concept de la compétence interculturelle était un aspect essentiel dans cette thèse de doctorat. La partie théorique a donc été écrite discrétionnairement par le chercheur au sujet des références choisies sur lesquelles le cadre conceptuel a été établi. Une partie empirique a été soutenue avec une analyse méthodologique quantitative afin de prouver qu’il y a une corrélation positive significative entre la compétence interculturelle et la disposition des gestionnaires au changement organisationnelThe object of this thesis is to discover the intercultural competencies that determine manager’s readiness for organizational change. Through the analysis of twelve main hypotheses; regarded as intercultural competence; involving cognitive capabilities, emotional abilities and behavioural/social skills in managers; and their influence on readiness for change, the procedure to validate the general hypothesis includes an electronic self-administered questionnaire and a total of five hundred and fifty seven respondents from sixty-eight different nationalities. The respondents are managers of corporations who hold strategic, tactical or operational management positions; that is, managers who are responsible for long-term planning, progress monitoring, or day-to-day operational supervision.The understanding of the concept of intercultural competence is a central aspect in this dissertation and therefore the theoretical part has been written discretionarily by the researcher concerning the selected references upon which the conceptual framework was built. An empirical part is supported with a quantitative methodological analysis in order to prove that there is a significant positive correlation between intercultural competence and managers’ readiness for organizational change
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Eavers, Erika R. "The Effects of Counterfactual Thinking on Readiness to Change Smoking-Related Behaviors." University of Dayton / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=dayton1366366256.
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Van, Heerden Vicky. "Local government reform in Western Australia: a case study on change readiness." Thesis, Rhodes University, 2012. http://hdl.handle.net/10962/d1003897.
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The Western Australian State Government’s local government reform programme, initiated in February 2009, provides the context for this research. Nedlands, a local government in Perth’s western suburbs, resolved to participate in this reform programme and signed a Regional Transition Group Agreement with Subiaco local government in August 2010. The purpose of the Regional Transition Group was to prepare a business plan to investigate the potential benefits and viability of a Nedlands and Subiaco amalgamation. Whilst the local government of Nedlands is currently investigating the more operational and technical aspects of local government reform in the merger feasibility study, this research focused on employee readiness, more intangible but no less important. The difficulties of achieving success with organisational change initiatives are well documented. A number of models of planned organisational change have been developed to address these difficulties and support successful change and are outlined. This research highlights the value of the first phase of planned change, namely readiness for change, where organizational members are prepared for and become supporters of change. It also highlights the importance of change communication with respect to developing employee readiness. Definitions and some of the dimensions of ‘readiness for change’ are outlined. The five dimensions of readiness for change - discrepancy, appropriateness, principal support, efficacy and valence - provide the ‘lens’ through which readiness for change at Nedlands is explored. From this perspective, the documentation communicating local government reform at Nedlands was analysed. These dimensions were also used to ascertain, from the perspective of the Nedlands' managers, their level of readiness and the readiness of the employees of Nedlands for local government reform. The findings suggest that Nedlands local government has not consciously planned to ‘ready’ employees for local government reform. A number of management recommendations are made to strengthen the change readiness message communicated by the Nedlands local government and to support the development of the Nedlands employees’ readiness for change.
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Jackson, S. "Development of a self-assessment model of organisation readiness for business process re-engineering." Thesis, Cranfield University, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.245551.
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Matthysen, Megan. "The relationship between readiness to change and work engagement: a case study within an accounting firm undergoing change." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/11553.
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Readiness to change is a critical element for the successful implementation of organisational change (Weiner, 2009). Work engagement is an important driver for organisational success (Lockwood, 2007) and it is important that organisations sustain work engagement during organisational changes. Readiness to change and work engagement are both important aspects of a successful organisation. The purpose of this study was to investigate the relationship between readiness to change and work engagement within a mid-tier accounting firm in South Africa. A combined questionnaire, incorporating two measuring instruments was utilised to gather the data for the purpose of this study. These instruments are the Organisational Change Questionnaire – Climate of Change, Process and Readiness (OCQ-C,P,R) as well as Utrecht’s Work Engagement Scale (UWES). The measuring instrument utilised demonstrated adequate reliability. By utilising the OCQ-C,P,R two additional constructs were incorporated into the study namely process of change and trust in leadership. The measuring instrument was sent electronically to all the staff members within the mid-tier accounting firm across South Africa. The researcher obtained a sample of n = 340. A model was constructed based on the measuring instrument to illustrate the hypothesised relationships between the constructs. Results from confirmatory factor analysis suggested that there was a good model fit with the data. Both descriptive and inferential statistics techniques were used for the data analysis. The relationships between the constructs were tested through structure equation modelling and Pearson’s product-moment correlation coefficients. The results of the study indicated that there is a practical and statistically significant relationship between readiness to change and work engagement. The results of the study implied that high levels of work engagement will generate high levels of readiness to change. Engaged employees are better able to cope with job demands during change processes which ultimately will impact whether change implementation is successful. Readiness to change and work engagement also indicated significant correlations with process of change and trust in leadership. Demographic groups had significant differences in the mean scores for work engagement, process of change and trust in leadership.
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Self, Dennis R. "Assessing the management of readiness an empirical examination using a mixed-methods approach/." Auburn, Ala., 2005. http://repo.lib.auburn.edu/2005%20Summer/doctoral/SELF_DENNIS_21.pdf.
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Desplaces, David Edouard. "A multi level approach to individual readiness to adopt enterprise resource planning software /." View online ; access limited to URI, 2004. http://0-wwwlib.umi.com.helin.uri.edu/dissertations/dlnow/3135900.
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Cobb, Jean E. "Child and Parent Readiness to Change in a Clinical Sample of Obese Youth." Digital Archive @ GSU, 2011. http://digitalarchive.gsu.edu/psych_diss/76.
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Parent and child readiness to change have been identified as emerging areas informing pediatric obesity interventions. The purpose of this study was to increase understanding of child and parent readiness to change in obese youth by examining how these constructs are related to demographic variables, as well as to psychosocial functioning, in a sample of obese youth presenting for weight- management treatment. A secondary aim was to examine consistency between parent and child readiness to change. Two hundred twenty-eight 7- to 17-year-old children and their parents participated during the child’s initial assessment at a multidisciplinary weight-management clinic. Demographic variables included in analyses were child Body Mass Index, parent Body Mass Index, child age, child gender, child race, and family income. Children completed measures of quality of life, depression, social anxiety, internalizing and externalizing symptoms, and readiness to change. Parents completed assessments of children’s quality of life, children’s internalizing and externalizing symptoms, and parents’ own readiness to change. The child’s Body Mass Index was significantly related to both parent and child readiness to change. There was also a significant positive relation between child readiness to change and the child’s own report of social anxiety symptoms, as well as a curvilinear relation with internalizing symptoms, such as depression. In addition to the child’s Body Mass Index, parent readiness to change was positively related to the child’s age and was higher in African American parents than in European American parents. Race moderated the relation between parent readiness to change and health-related quality of life, internalizing symptoms, and externalizing problems. Parents and children were discordant in their ratings of readiness to change, with parents tending to report higher levels; the child’s Body Mass Index moderated the relation between parent and child report of readiness to change. Clinical implications and future directions are discussed.
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Grencavage, Lisa Maria. "Demand-withdraw couple interaction, disease-model beliefs, and readiness to change problem drinking." Diss., The University of Arizona, 2000. http://hdl.handle.net/10150/284216.
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This study examined relationships among couple demand-withdraw interaction (DWI), alcoholics' and partners' beliefs in the disease model of alcoholism, and alcoholics' readiness to change problem drinking. A secondary purpose was to further investigate the construct validity of the University of Rhode Island Change Assessment Scale (URICA; McConnaughy, Prochaska, & Velicer, 1983), a frequently used measure of readiness to change. A sample of 63 male alcoholics and their female partners received up to 20 sessions of cognitive-behavioral or family-systems therapy for alcoholism as part of a larger treatment project. The three main construct variables were assessed at baseline (T1) and after the first 12 sessions of therapy (T2) by observational ratings (DWI) and self-report questionnaires (disease-model beliefs and readiness to change). Due to a high rate of attrition from measurement at T2, analyses involving data, collected at this point must be interpreted with caution. As predicted, T1 ratings of DWI were negatively associated with alcoholics' readiness to change measured concurrently at T1 and also longitudinally at T2. Also as predicted, this relationship was found primarily with the wife-demand/husband-withdraw DWI role pattern; the opposite husband-demand/wife-withdraw role pattern was largely unrelated to readiness to change. Multiple regression analyses in a panel design indicated no clear causal direction in the lagged correlations between DWI and readiness to change. Although female partners believed more strongly in the disease model of alcoholism than did alcoholics both at T1 and at T2, neither partners' nor alcoholics' disease-model beliefs were related to readiness to change or to DWI. Finally, regarding the construct validity of the URICA, while mean levels of readiness to change increased significantly over the course of treatment, T1 and T2 measures of readiness to change were only mildly---and somewhat inconsistently---associated with treatment outcome. In all, the findings of the current study offer moderate support for the idea that an individual's readiness to change is related to interpersonal factors in his environment but only limited support for the construct validity of the URICA as a measure of readiness to change problem drinking.
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Gordon, Johnnie M. "Readiness for change among urban school principals : leadership style and other potential influences." Virtual Press, 1996. http://liblink.bsu.edu/uhtbin/catkey/1036820.
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This study examined the leadership style and readiness for change exhibited by elementary school principals in two urban school districts. More specifically, the study examined leadership style and four demographic variables; gender, age, highest academic degree earned, and years of principal experience. One hundred and twenty elementary school principals employed in two urban school districts were invited to participate in the study, 108 completed the required instruments: Leader Behavior Description Questionnaire, Survey of Readiness for Change (an instrument created by the researcher), and a demographic information sheet. The t-test statistical technique was used to determine whether leadership style, gender, age, years of administrative experience, and highest earned academic degrees had an effect on personal readiness for change.Results revealed that a significant relationship (alpha level of .05) existed between personal readiness for change and leadership style (p=.009), and also between personal readiness for change and highest earned academic degrees (p=.019). Principals with a considerate leadership behavior and those holding a doctorate appeared more ready for change. The remaining independent variables gender (p=.394), age (p=.350), and years of administrative experience (p=.801) were not found to be significant with respect to a personal readiness for change.Results from the research produced the following recommendations: (a) school district administrators may encourage their principals to determine how their leader behavior effect change, (b) staff development on the change process needs to become a priority, (c) findings from this study should be considered by school officials who employ principals and especially for districts promoting a change agenda.Department of Educational Leadership
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Hailey, Jermaine A., and Frederick D. Higgs. "An analysis of organizational readiness at Anniston Army Depot for information technology change." Thesis, Monterey, California, Naval Postgraduate School, 2008. http://hdl.handle.net/10945/38047.
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Approved for public release; distribution is unlimited.MBA Professional Report
The purpose of this MBA Project is to assess the change readiness of Anniston Army Depot's (ANAD) organizational climate - especially now as the Depot prepares for large-scale Logistics Management Program (LMP) information technologies (IT) change. ANAD is a highly important division of the United States Army Materiel Command (AMC) and is the Army's designated Center of Industrial and Technical Excellence (CITE) for a variety of combat vehicles, artillery equipment, bridging systems and small-caliber weapons. It provides advanced maintenance support for all of these systems, in addition to fulfilling a host of other vitally importnat Army-wide logistical functions. ANAD presently uses the Standard Depot System (SDS) to manage its complex array of admministrativr and logistical functions. However, AMC has mandated that ANAD completely replace the SDS and employ the new Logistics Modernization Program (LMP) starting in March 2009. The researchers gathered a combination of historical information, personnel observations and responses to survey questionnaires on readiness for change in order to conduct a quality analysis on ANAD structure and climate and their implications, if any, for LMP omplementation. Ultimately, people are the heart of any IT systm, regardless of its size and degree of automation. The tremendous importance of organizational personnel in the change process is often under appreciated and under addressed in the civilian sector of the military - particularly when this sector embarks on significant IT transformation initiatives. Bold IT actions inevitably have a profound effect on any organization, regardless of its size, mission, and personnel composition. This project was conducted with the sponsorship and assistance of the Anniston Army Depot.
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Mittag, Mark Ervin. "College students' health status readiness to change dietary intake and physical activity habits /." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008mittagm.pdf.
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Stockford, Katie. "Illness perception and readiness to change in the eating disorders : a preliminary investigation." Thesis, University of Oxford, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.404218.
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Yarry, Sarah J. "The Influence of Readiness to Change on the Effects of an Intervention for Dementia Caregivers." Case Western Reserve University School of Graduate Studies / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=case1264135179.
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Kebker, Eric Ford. "Attributional Style, Presenting Symptoms, And Readiness to Change in Female Childhood Sexual Abuse Survivors." Diss., NSUWorks, 2010. https://nsuworks.nova.edu/cps_stuetd/42.
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The purpose of this study was to gain a better understanding of the effect that attribution style and presenting symptoms has on the self-reported readiness to change of female survivors of childhood sexual abuse. The aim was to demonstrate that the stages of change are a useful concept in understanding how to approach treatment with female child sexual abuse survivors seeking psychotherapy.
One factor that influences the effectiveness of psychotherapy is a client's degree of motivation. The concept of "stage of change" has been used as a measure of client motivation. Stage of change consists of four basic stages; precontemplative, contemplative, action, and maintenance. Prior research has demonstrated that assisting clients in transitioning from a lower to a higher stage of change early in psychotherapy can improve outcomes. Assigning clients a "readiness to change" score is a simple method of categorizing their stage of change.
There are many variables that could impact a client's readiness to change. The two selected for this study were attributional style and presenting symptoms. The statistical analysis consisted of using correlation to determine the strength of the relationship between readiness to change, overall attribution styles, and presenting symptoms. Multiple regression was used to see how much of the variance in readiness to change could be accounted for by different levels of attributions or symptomatology.
No correlation was found between readiness to change and the other variables, although internal attribution style, external attribution style, and symptomatology were all correlated with each other. Likewise, the different levels of attribution and symptomatology did not account for a significant amount of variance in readiness to change. A secondary analysis into the relationship between total attributions endorsed and symptomatology provided evidence that individuals who make more attributions report significantly more presenting symptoms than individuals who make fewer attributions.
The conclusions drawn from this study focus on the importance of utilizing client motivation in the initial sessions of therapy, and propose that focusing on reducing the number of attributions made could be more beneficial to clients than helping them move from one attribution style to another.
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Samara, Khalid. "A model for readiness for change in knowledge sharing initiatives : grounded in micro-foundations." Thesis, London South Bank University, 2012. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.634037.
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A knowledge sharing initiative is a long term process that necessitates significant changes for the organisation to constantly adapt to new challenges. Many of these initiatives are commonly associated with technologies or organisational level (macro-level) factors to drive change. Such initiatives require that individuals are ready to commit to new ways of doing things. However, a large proportion of knowledge sharing initiatives are often considered a failure, partially because individuals do not accept or embrace the change. This presents a unique challenge for organisations implementing knowledge sharing initiatives to understand factors that may influence individuals’ readiness for change. Despite a significant number of theories and models, the individual’s views and experiences on factors that affect their readiness-for change have rarely been studied. Moreover, little research in knowledge sharing builds upon existing theories and models of organisational change. The study integrates three areas of research, readiness-for change, organisational change, and knowledge sharing to provide an integrated view of knowledge sharing initiatives in an organisation. The research investigates the individuals’ readiness-for change by studying organisational knowledge sharing initiatives from a micro-foundational perspective, in particular, the various influential factors affecting an individual’s readiness-for change. In doing so, the inhibitors and supporting factors of an individual’s readiness-for change have been investigated. In addition, this research deviates from previous quantitative studies that developed theories on readiness-for change. To understand the various interpretations, meanings, and patterns of the different influential factors supporting or inhibiting an individuals’ readiness-for change, necessitates an exploratory grounded theory approach, to analyse the participants' experiences and views regarding the factors affecting their readiness-for change during knowledge sharing initiatives. Findings support the view that while macro-level factors such as organisational structure and technology can contribute to the success or failure of knowledge sharing initiatives, the underlying factors related to individuals readiness-for change (at the micro-level) is integral to understanding the sources or origins of these failures and successes. In addition, awareness of change and communication within knowledge sharing initiatives, are highlighted as two of the key influential factors effecting change at the individual (micro) level. Finally, the research provides an individual readiness-for change model that fills an important gap in the knowledge sharing literature, by addressing the micro-foundations (sources or origins of change) of individuals’ change behaviours which have not previously been explored.