Relevant bibliographies by topics / Lewin's Change Management Model

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  2. Dissertations / Theses
  3. Books
  4. Book chapters
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Academic literature on the topic 'Lewin's Change Management Model'

Author: Grafiati
Published: 4 June 2021
Last updated: 3 February 2022

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Journal articles on the topic "Lewin's Change Management Model"

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Levasseur, Robert E. "People Skills: Change Management Tools—Lewin's Change Model." Interfaces 31, no. 4 (August 2001): 71–73. http://dx.doi.org/10.1287/inte.31.4.71.9674.

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Levasseur, Robert E. "People Skills: Change Management Tools--Lewin's Change Model." Interfaces 31, no. 4 (July 2001): 71–73. http://dx.doi.org/10.1287/inte.31.5.71.9674.

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Mellita, Dina, and Efan Elpanso. "Model Lewin Dalam Manajemen Perubahan Teori Klasik Menghadapi Disrupsi Dalam Lingkungan Bisnis." MBIA 19, no. 2 (August 12, 2020): 142–52. http://dx.doi.org/10.33557/mbia.v19i2.989.

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At present, the business environment is entering its third decade in the 21st century. Business today is more modern and dynamic and is colored by various disruption. Disruption, in this case, is the disruption of technology, politics, economy, and social culture. In the management of organizational change, Lewin's model is known as a classical theory and as a guide for organizations to implement, manage, and evaluate change. This study aims to identify whether Lewin's model which is considered a classic is still adaptive for use in a business environment that is recruited. By using conceptual research methods it is known that the three stages of Lewin put forward the individual or human as the root of change through the identification of the driving factors and drivers of change. In this model, the leadership style is more oriented to involvement, commitment, and support, and orientation to sharing knowledge for the success of the change process in the organization. With these factors in Lewin's stage, changes as a result of the disruption in the business environment in the organization will be effective. Abstrak Pada saat ini lingkungan bisnis memasuki dasawarsa ketiga dalam abad 21. Bisnis pada saat ini lebih modern dan dinamis dan diwarnai oleh berbagai disrupsi. Disrupsi dalam hal ini adalah disrupsi teknologi, politik, ekonomi dan sosial budaya. Dalam manajemen perubahan organisasi, Model Lewin dikenal sebagai teori klasik dan sebagai pedoman bagi organisasi untuk mengimplementasikan, mengelola dan mengevaluasi perubahan. Penelitian ini bertujuan untuk mengidentifikasi apakah Model Lewin yang dianggap klasik tersebut masih adaptif untuk digunakan dalam lingkungan bisnis yang disrutif. Dengan menggunakan metode penelitian konseptual diketahui bahwa tiga tahapan Lewin mengedepankan individu atau manusia sebagai akar dari perubahan melalui identifikasi faktor pendorong dan penggerak perubahan. Dalam model ini juga mengedepankan gaya kepemimpinan lebih berorientasi pada keterlibatan, komitmen dan dukungan serta orientasi berbagi pengetahuan untuk keberhasilan proses perubahan dalam organisasi. Dengan faktor-faktor tersebut dalam tahapan Lewin, perubahan sebagai akibat dari adanya disrupsi pada lingkungan bisnis pada organisasi akan berjalan efektif. Kata kunci: Proses Perubahan, Refreezing, Gaya Kepemimpinan
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Rosenbaum, David, Elizabeth More, and Peter Steane. "Planned organisational change management." Journal of Organizational Change Management 31, no. 2 (April 9, 2018): 286–303. http://dx.doi.org/10.1108/jocm-06-2015-0089.

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Purpose The purpose of this paper is to identify the development of planned organisational change models (POCMs) since Lewin’s three-step model and to highlight key linkages between them. Design/methodology/approach A total of 13 commonly used POCMs were identified and connections with Lewin’s three-step framework and associated process attributes were made, reflecting the connections between these models and Lewin. Findings The findings show that first Lewin’s three-step model represents a framework for planned change; however, these steps could not be viewed in isolation of other interrelated processes, including action research, group dynamics, and force field analysis. These process steps underpin the iterative aspects of his model. Second, all 13 POCMs have clearly identified linkages to Lewin, suggesting that the ongoing development of POCMs is more of an exercise in developing ongoing procedural steps to support change within the existing framework of the three-step model. Research limitations/implications The authors recognise that the inclusion of additional POCMs would help strengthen linkages to Lewin. The findings from this paper refocus attention on the three-step model, suggesting its ongoing centrality in planned organisational change rather than it being dismissed as an historical approach from which more recently developed models have become more relevant. Practical implications This paper presents opportunities for organisational change management researchers to challenge their thinking with regard to the ongoing search for model refinement, and for practitioners in the design and structure of POCM. Originality/value An analysis of the ongoing relevance of Lewin and his linkage with modern POCMs assist in rationalising the broadening, and often confusing literature on change. This paper therefore not only contributes to filtering such literature, but also helps clarify the myriad of POCMs and their use.
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Teguh, Aris, Rr Tutik Sri Hariyati, and Titiek Muhaeriwati. "APPLICABILITY OF LEWIN'S CHANGE MANAGEMENT MODEL FOR OPTIMIZATION MANAGEMENT FUNCTION IN NURSING DELEGATION BETWEEN HEAD NURSE AND TEAM LEADER: A MINI PROJECT IN JAKARTA MILITARY HOSPITAL." International Journal of Nursing and Health Services (IJNHS) 2, no. 2 (June 15, 2019): 66–74. http://dx.doi.org/10.35654/ijnhs.v2i2.136.

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The role of nurses in health care systems is diverse, included being a health care provider to clients, client advocates, educators for clients and families, and nursing service managers. One strategy that can be applied in managerial nursing is delegation. The goal of this study was to assess the applicability of Kurt Lewin's change management method to analyse the management function in nursing delegation between head nurse and team leader. This study was conducted in one of the Jakarta Military Hospital by conducting a mini project consisting of case reports using a fishbone diagram approach, solving problems using Plan-Do-Check-Action (PDCA) tools starting with Plan Of Action (POA), implementation, evaluation, and follow-up. The results of the identification showed that the head of the room in carrying out the delegation was not optimal, included documentation in the delegation book that was not optimal, delays in filling, non uniformity in the format of delegation books in the room, and not understanding due to lack of standardization and control from superiors. Guidelines are used as a reference in delegating nursing to the head of the hospital room, and the documentation of nursing delegates is done correctly because delegates work better when the reporting structure is clear. In conclusion, application fishbone diagram, lewin's change management model, and PDCA cycle can optimize management function in nursing delegation between head nurse and team leader in Jakarta Military Hospital. Recommendations are given to the nursing department, head of the room, team leader, and executive nurses to increase self-awareness, knowledge, and ability in delegating nursing.
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Berry, David C., and Christine Noller. "Change Management and Athletic Training: A Primer for Athletic Training Educators." Athletic Training Education Journal 15, no. 4 (October 1, 2020): 269–77. http://dx.doi.org/10.4085/1947-380x-19-89.

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Context Change management is a discipline guiding how organizations prepare, equip, and support people to adopt a change to drive organizational success and outcomes successfully. Objective To introduce the concept of change management and create a primer document for athletic training educators to use in the classroom. Background While Lean and Six Sigma methodologies are essential for achieving a high-reliability organization, human resistance to change is inevitable. Change management provides a structured approach via different theoretical methods, specific principles, and tools to guide organizations through growth and development and serves an essential role during process improvement initiatives. Synthesis There are several theories or models of change management, 3 of which are specifically relevant in health care. Kotter and Rathgeber believe change has both an emotional and situational component and use an 8-step approach: increase urgency, guide teams, have the right vision, communicate for buy-in, enable action, create short-term wins, and make-it-stick [Kotter J., Rathgeber H. Our Iceberg is Melting: Changing and Succeeding Under Any Circumstances. New York, NY: St. Martin's Press, 2006]. Bridges' Transitional Model focuses on the premise that change does not influence project success; instead, a transition does [Bridges W. Managing Transitions: Making the Most of Change. Reading, MA: Addison-Wesley Publishing, 1991]. Lewin's model suggests that restraining forces influence organizations and that driving forces cause change to happen [Lewin K. Problems of research in social psychology. In: Cartwright D, ed. Field Theory in Social Science: Selected Theoretical Papers. New York, NY: Harpers; 1951]. Recommendation(s) Whether athletic trainers approach change management in a leadership role or as a stakeholder, newly transitioning professionals and those seeking leadership roles should value and appreciate change management theories and tools. Moreover, while no best practice statement exists relative to the incorporation of change management into a curriculum, addressing the subject early may allow immersive-experience students an opportunity to use change management during a process improvement initiative, facilitating a greater appreciation of the content. Conclusion(s) Athletic training curriculums should consider including change management course content, whether separately or in combination with other process-improvement content, thereby familiarizing athletic trainers with a common language for organizational and professional change.
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Prokosch, H. U., T. Ganslandt, and J. Šuc. "Applicability of Lewin´s Change Management Model in a Hospital Setting." Methods of Information in Medicine 48, no. 05 (2009): 419–28. http://dx.doi.org/10.3414/me9235.

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Summary Objectives: Today’s socio-economic developments in the healthcare area require continued optimization of processes and cost structures at hospitals, often associated with process changes for different occupational groups in the hospital. Formal methods for managing change have been established in other industries. The goal of this study was to assess the applicability of Kurt Lewin’s change management method to a health informatics-related project at a German university hospital. Methods: A project at the University Hospital Erlangen introducing changed requirements in the documentation of costly material in the surgical area was conducted following the concept of Lewin’s approach based on field theory, group dynamics, action research and the three steps of change. A data warehouse contributed information to several steps in the change process. Results: The model was successfully applied to the change project. Socio-dynamic forces relevant to the project goals were identified and considered in the design of the new documentation concept. The achieved documentation level met the new requirements and in some areas even exceeded them. Conclusions: Based on the project experiences, we consider Kurt Lewin’s approach applicable to change management projects in the hospital sector without a requirement for substantial additional resources, however, specific hospital characteristics need to be taken into account. The data warehouse played an important role by providing essential contributions throughout the entire change process.
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Schein, Edgar H. "Kurt Lewin's change theory in the field and in the classroom: Notes toward a model of managed learning." Systems Practice 9, no. 1 (February 1996): 27–47. http://dx.doi.org/10.1007/bf02173417.

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Cygańska, Małgorzata, and Zbigniew Marcinkiewicz. "Behavior of Hospital Mid-Level Managers in Budgeting Implementation - an Empirical Study." Olsztyn Economic Journal 9, no. 3 (September 19, 2014): 237–49. http://dx.doi.org/10.31648/oej.3179.

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This study examines the introduction of management changes in a hospital based on the Lewin's model. It focuses on the attitudes of a hospital's mid-level managers to a new management-budgeting system. The conclusions are based on empirical research. The article analyzes the change implementation process related to the budgeting system in a hospital with particular consideration of the attitudes and the level of involvement of employees in the performance of new tasks. The analysis showed that the top management of hospitals and the mid-level management do not see the effects of changes related to budgeting in similar ways. This may cause significant hindrances to the process of employees adopting attitudes and behaviors required by the top management. The diversity of opinions in this area may result from: not specifying in detail the targets of budgeting by the top management or not informing the medium-level management of them, a lack of set measures for evaluation of the performance of budget tasks, aiming at achievement of the assumed targets by means of methods not accepted by the employees.
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Cone, Catherine, and Elizabeth Unni. "Achieving consensus using a modified Delphi Technique embedded in Lewin's change management model designed to improve faculty satisfaction in a pharmacy school." Research in Social and Administrative Pharmacy 16, no. 12 (December 2020): 1711–17. http://dx.doi.org/10.1016/j.sapharm.2020.02.007.

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Dissertations / Theses on the topic "Lewin's Change Management Model"

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Krpcová, Kateřina. "Zavedení projektové kultury do IT oddělení digitální agentury." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2019. http://www.nusl.cz/ntk/nusl-402037.

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The thesis deals with the implementation of project culture into IT department of a digital agency with the objective to streamline the project management processes associated with websites creation. The thesis is divided into three main parts. In the first part, theoretical basis related to the matter of change management, project management and processes related to the creation of web pages are compiled. The second part analyzes the current state of execution of processes related to managing of websites in a selected company. The third, design part, covers the project of changing the implementation of project culture into company's IT department, including the design of methodology for managing website creation projects using appropriate project management techniques and tools.
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Častulíková, Michaela. "Změna systému řízení podniku." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2019. http://www.nusl.cz/ntk/nusl-399682.

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This diploma thesis is focused on change management by Lewin’s model, which split the change process into three phases: unfreeze, realization and refreeze. In the monitored company Regionální poradenská agentura, s.r.o. will be proposed change of management system, which will be solved by the project. This project will be aimed at making basic management process more efficient: planning, organization, leading and control. During the drafting will be emphasized importance human resource management.
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Slavíková, Marie. "Změna systému řízení malého podniku." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2014. http://www.nusl.cz/ntk/nusl-224488.

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This thesis deals with basic concepts of corporate governance and management functions. It focuses on an analysis of a specific company, through which it is possible to identify deficiencies that occur within the firm. These weaknesses then affect the design of a new strategy and proposal for management functions. The changes are later implemented through Lewin's Change Management Model to which an implementation schedule is formed.
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Vařachová, Jana. "Posouzení informačního systému firmy a návrh změn." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2019. http://www.nusl.cz/ntk/nusl-399965.

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Diploma thesis focuses on the analysis of information system for customer relationship management in the company AURA, s.r.o., which deals with the development and delivery of information systems focused on military material logistics. The content of the thesis is the theoretical basis for the analysis and understanding of the concepts mentioned in the work. The outputs of the analyses are information that are used to create a solution proposal to improve the current situation.
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Černá, Natálie. "Posouzení informačního systému firmy a návrh změn." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2021. http://www.nusl.cz/ntk/nusl-444571.

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This diploma thesis is dealing with the assessment of the information system of the selected business unit in company AUTOCONT, a.s. and suggests changes for improvement of its current situation. The practical part of this thesis presents an analysis of the current situation of company and an analysis of the information system providing communication and collaboration, based on theoretical knowledge. With the result of the analysis a suggested solution is presented to eliminate found deficiencies and support improvement of work efficiency and to achieve strategic goals of the company.
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Panokarren, Clifford L. "Information model for engineering change management." FIU Digital Commons, 2004. https://digitalcommons.fiu.edu/etd/3949.

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Managing engineering changes is a critical task for organizations to remain competitive. In a manufacturing organization there are innumerable engineering change requests. This thesis is focused on the development of an information model that defines the engineering change process. This research developed an activity model in IDEF0, an object model in IDEF1X and a dynamic model using state diagrams. The activity model captures the business process for executing an engineering change in terms of its constituting activities and sub-activities. The object model defines each object and its attributes identified in the activity model. The dynamic model captures the status change of each object in the engineering change process. This study concludes with a summary, implementation issues and future work that can be done in the direction of implementing a system based \ on the information model developed.
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Larsson, Louise, and Jennie Nilsson. "Facilitating an Industry 4.0 Implementation." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-254603.

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We are today facing an industrial revolution called Industry 4.0. Earlier in the human history, we have seen multiple industrial revolutions, but only after they actually happened. This is the first time we can see that an industrial revolution is on its way. Witht his knowledge, we have the chance to prepare for this large‐scaled technological change that we are standing in front of. Because of the impact that earlier industrial revolutions had on organizations, we can assume that Industry 4.0, as well, will impact and change work, tasks and the organizations themselves; especially when it comes to new high‐tech knowledge and skills that need to be learnt. Implementation, change, and high‐tech learning, together with a constantly running production can be stressful for anyone involved. For this reason, the purpose of this study is to come up with solutions on how you can facilitate the implementation of Industry 4.0, for employees and in an organizational point of view. We do this by conducting a literature study as well as interviewing organizations within the Swedish manufacturing industry. The structure of the analysis is built upon Lewin’s Three‐stage Model of Change. Here, we discuss and present solutions according to the stage in which they fit during the change process. Additionally, we investigate the concept of gamification as a tool to facilitate change. From our research, we conclude that motivation and engagement are keys in a technological change project such as Industry 4.0. Involvement, transparency and clarity are important aspects to make employees engaged throughout the project. Additionally, we present practical solutions for how organizations can educate their employees within Industry 4.0 techniques, as well as increase their motivation and engagement.
Vi står idag inför en industriell revolution som kallas Industri 4.0. Tidigare i historien har vi sett industriella revolutioner först efter att de inträffat. Det är nu första gången vi kanse att en industriell revolution är på väg. Med denna kunskap har vi idag en möjlighet att förbereda oss för den teknologiska utveckling som vi står inför. På grund av de tidigare industriella revolutionerna och den stora påverkan som de har haft på organisationer, kan vi anta att Industri 4.0 också kommer förändra jobb, uppgifter och organisationer – framför allt när det kommer till den nya teknologiska kunskap som nya maskiner och system kommer kräva av de som använder dem. Implementering, förändring och en hög nivå av teknologiskt lärande, samtidigt som produktionen fortfarande kommer snurra dygnet runt, kan vara stressigt för vem som helst. Därför syftar detta examensarbete till att ta fram lösningar för hur man kan förenkla implementationen av Industri 4.0, ur ett medarbetarperspektiv och för organisationen som helhet. Vi gör detta genom en litteraturstudie och genom intervjuer med organisationer inom den svenska tillverkningsindustrin. Strukturen på analysen bygger på Lewins trestegsmodell för förändring. Här diskuterar och presenterar vi lösningar enligt vilket steg de passar in i under förändringsprocessen. Vidare utvärderar vi gamification som ett verktyg för att underlätta förändringen. Detta arbete kommer fram till att det viktigaste för att genomföra ett förändringsarbete i denna omfattning är motivation och engagemang från både anställda och ledning. Involvering, transparens och tydlighet är viktiga delar för att göra anställda engagerade genom hela projektet. Vidare presenterar vi lösningar för hur man kan utbilda sina anställda inom Industri 4.0‐tekniker, och även för hur man kan öka motivation och engagemang.
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Buchanec, Adam. "Strategie rozvoje rodinného podniku." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2020. http://www.nusl.cz/ntk/nusl-416783.

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The master thesis is focused on strategy of development of family business company Ing. Ján Buchanec Technik, which is trading company. In the first part of the master thesis there are theoretical notes. In the second part there are introduced characteristic of company, individual parts of strategic analysis and evaluation of the results of these analysis. The last part concern recommendation, which should have a positive impact on the further development of the family company.
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Kasun, Matthew R. (Matthew Roger) Carleton University Dissertation Engineering Systems and computer. "A meta-model for dynamic change management." Ottawa, 1993.

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Swearingen, Robert. "The Ship of Change: A Model for Organizational Diagnosis and Change Management." Diss., North Dakota State University, 2019. https://hdl.handle.net/10365/31717.

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Grounded in developmental theory, the Ship of Change provides a renewed look at diagnostic relationships between organizational elements, and their interactions through the lens of a metaphorical ship analogy. Elements are identified and arranged based on empirical studies from the field with causal considerations emphasized by Burke-Litwin. The model uses a two-tiered visual perspective to depict multi-dimensionality that links core organizational elements to work unit activities through the interplay of culture, communication and climate. The model is intended for both the conveyance of principles related to open systems theory, and the practical application of diagnosing organizations for planning and implementing change. The model was tested in a case study with a transportation company using multiple methods data collection including a communication satisfaction survey, workplace observations, and employee interviews. The model was used to categorize and interpret data and to inform recommendations for change.
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Books on the topic "Lewin's Change Management Model"

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J, Chakiris B., and Chakiris Kenneth Nicholas 1951-, eds. Change management: A model for effective organizational performance. White Plains, N.Y: Quality Resources, 1993.

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Johannesson, Bengt. Scandinavian management: The boss as leader : a model for change. Lund: Studentlitteratur, 1985.

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Johannisson, Bengt. Scandinavian management: The boss as leader, a model for change. Lund: Studentlitteratur, 1985.

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Social work as community development: A management model for social change. Aldershot: Avebury, 1996.

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Alexander, Mark. Transforming your workplace: A model for implementing change and labour-management cooperation. Kingston, Ont: IRC Press, 1999.

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Cope, Bill. Productive diversity: A new, Australian model for work and management. Annandale, N.S.W: Pluto Press, 1997.

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Pasternack, Bruce A. The centerless corporation: A new model for transforming your organization for growth and prosperity. New York, NY: Simon & Schuster, 1998.

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A model in privatization: Successful change management in the ports of Saudi Arabia. London: London Centre of Arab Studies, 2001.

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1938-, Daley John M., and Nichols Ann Weaver 1942-, eds. Initiating change in organizations and communities: A macro practice model. Monterey, Calif: Brooks/Cole Pub. Co., 1985.

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John, Wormald, ed. Time for a model change: Re-engineering the global automobile industry. Cambridge, UK: Cambridge University Press, 2004.

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Book chapters on the topic "Lewin's Change Management Model"

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Lauer, Thomas. "A Success Factor Model of." In Change Management, 63–79. Berlin, Heidelberg: Springer Berlin Heidelberg, 2020. http://dx.doi.org/10.1007/978-3-662-62187-5_5.

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Melnik, Sergey. "5. Change Propagation Scenario." In Generic Model Management, 91–99. Berlin, Heidelberg: Springer Berlin Heidelberg, 2004. http://dx.doi.org/10.1007/978-3-540-24684-8_5.

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Estrada, Mario Arturo Ruiz, Ibrahim Ndoma, and Donghyun Park. "The Application of the Macroeconomics Analysis of Climate Changes Model (MACC-Model) in China: Floods." In Climate Change Management, 33–48. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-14938-7_3.

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Moernaut, Renée, Jelle Mast, and Luc Pauwels. "Framing Climate Change: A Multi-level Model." In Climate Change Management, 215–71. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-69838-0_14.

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Helmke, Hannah, Hans-Peter Hafner, Fabian Gebert, and Ari Pankiewicz. "Provision of Climate Services—The XDC Model." In Climate Change Management, 223–49. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-36875-3_12.

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Gerth, Christian. "Process Model Merging." In Business Process Models. Change Management, 165–75. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-38604-6_10.

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Liu, Xumin, Salman Akram, and Athman Bouguettaya. "Bottom-up Change Specification and Change Model." In Change Management for Semantic Web Services, 71–99. New York, NY: Springer New York, 2011. http://dx.doi.org/10.1007/978-1-4419-9329-8_6.

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Cambers, G., P. Diamond, and M. Verkooy. "The Role of Informal Education in Climate Change Resilience: The Sandwatch Model." In Climate Change Management, 371–83. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-32898-6_21.

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Manolas, Evangelos. "Short Stories and Climate Change: An Application of Kolb’s Experiential Learning Model." In Climate Change Management, 37–46. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-70066-3_3.

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ten Have, Steven, John Rijsman, Wouter ten Have, and Joris Westhof. "Model and Methodology." In The Social Psychology of Change Management, 12–37. New York City : Routledge, [2019] | Series: Routledge studies in organizational change & development: Routledge, 2018. http://dx.doi.org/10.4324/9781315147956-2.

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Conference papers on the topic "Lewin's Change Management Model"

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Macaya, Eduardo Olguin, Broderick Crawford, and Ricardo Soto. "Change management in technology projects: Using a comprehensive model of change management." In 2016 11th Iberian Conference on Information Systems and Technologies (CISTI). IEEE, 2016. http://dx.doi.org/10.1109/cisti.2016.7521458.

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Menasches, Avi. "Change Management At School – Assimilation Model." In ERD 2018 - Education, Reflection, Development, Sixth Edition. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.06.62.

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Khadisov, Magomed-Ramzan Buvaysarovich. "Change Management Model For Economic Systems." In International Scientific Congress «KNOWLEDGE, MAN AND CIVILIZATION». European Publisher, 2021. http://dx.doi.org/10.15405/epsbs.2021.05.289.

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Rohmah, Manzilatul, and Apol Pribadi Subriadi. "A Change Management Model for Information Systems Implementation." In 2020 International Conference on Smart Technology and Applications (ICoSTA). IEEE, 2020. http://dx.doi.org/10.1109/icosta48221.2020.1570613999.

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Horvath, Laszlo, and Imre J. Rudas. "Information Content Orientated Product Model Assisted Change Management." In 2007 5th International Symposium on Intelligent Systems and Informatics. IEEE, 2007. http://dx.doi.org/10.1109/sisy.2007.4342656.

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Wang, Rui, Nan Di, Na Wang, Fangxin Liu, and Qiuli Chen. "UAV 3D Mobility Model Based on Density Change Product." In 2016 International Conference on Communications, Information Management and Network Security. Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/cimns-16.2016.67.

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Malkina-Pykh, I. G., and Y. A. Pykh. "An integrated model of psychological preparedness for threat and impacts of climate change disasters." In DISASTER MANAGEMENT 2013. Southampton, UK: WIT Press, 2013. http://dx.doi.org/10.2495/dman130121.

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George Saadé, Raafat, and James Wan. "Proposing an Integrated Change Management Model for the United Nations." In InSITE 2017: Informing Science + IT Education Conferences: Vietnam. Informing Science Institute, 2017. http://dx.doi.org/10.28945/3776.

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Aim/Purpose: Using United Nations as the backdrop, this article present a theory-based conceptual model. The results of this empirical study also identify the most influence factors to the success of change management to the United Nations. Background: In 2000, the issue of management reform started taking center stage in the United Nations, and change efforts were presented to various governing bodies regularly as an indicator of organizational performance. However, existing change theories put many efforts on addressing the institutional management and behavior problems. Only a few answered the phenomenon existing in the U.N. context. Methodology: Using the data collected from seven United Nations organizations, we assess the psychometric properties of validated survey items, followed by EFA and then CFA. Contribution: Change management in the United Nations context is rarely being studied. Fifteen items in five constructs describing impact factors for current change process in the United Nations are derived. Findings This article identified five factors, including Communication, Transparency, Culture, Participation, and Resistance, that are the most influence factors with implication to change and change management in the United Nations. Recommendations for Practitioners: To United Nations management professionals, they should not only emphasize on the implementations of the change process, but also, as our findings clearly show, on institutional pressures such as culture. However, the results of this study also show that putting efforts on clear organization’s objectives and procedure, smooth improvement process in place, transparency with the encouragement of staff participation, will significantly reduce such impact from the resistance of staff. Recommendation for Researchers: The U.N. context is changing today at a faster rate. The U.N. is rarely being studied. Organizational theories applied to management frameworks provide great opportunity for research. These studies can also investigate management theories as they apply to the various types of U.N. organizations such specialized ones and other NGOs. Impact on Society: As one of the biggest players in the international political and economic stage with a significant influence on the stability of global society, this study introduces an understanding of this political nature body that does not only benefit the knowledge of the organization but also indirectly impacts on the sustainability of the global community in the long run. Future Research: This research makes significant implications for future studies in the change management theory from an integrated view in the context of the United Nations. That could attract more attention further on an integration of strategic management, the cohesive methodology of project management practices as well as assimilated performance management research from within the U.N. system.
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Thirumaran, M., P. Dhavachelvan, G. Aranganayagi, and K. Seenuvasan. "A novel business model for enterprise service logic change management." In 2011 Third International Conference on Advanced Computing (ICoAC). IEEE, 2011. http://dx.doi.org/10.1109/icoac.2011.6165169.

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Li, Ling, and Hang Dai. "Building a Change Management Model for E-Government Services Evolution." In 2011 Fifth International Conference on Management of E-Commerce and E-Government (ICMeCG). IEEE, 2011. http://dx.doi.org/10.1109/icmecg.2011.40.

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Reports on the topic "Lewin's Change Management Model"

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Aalto, Juha, and Ari Venäläinen, eds. Climate change and forest management affect forest fire risk in Fennoscandia. Finnish Meteorological Institute, June 2021. http://dx.doi.org/10.35614/isbn.9789523361355.

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Forest and wildland fires are a natural part of ecosystems worldwide, but large fires in particular can cause societal, economic and ecological disruption. Fires are an important source of greenhouse gases and black carbon that can further amplify and accelerate climate change. In recent years, large forest fires in Sweden demonstrate that the issue should also be considered in other parts of Fennoscandia. This final report of the project “Forest fires in Fennoscandia under changing climate and forest cover (IBA ForestFires)” funded by the Ministry for Foreign Affairs of Finland, synthesises current knowledge of the occurrence, monitoring, modelling and suppression of forest fires in Fennoscandia. The report also focuses on elaborating the role of forest fires as a source of black carbon (BC) emissions over the Arctic and discussing the importance of international collaboration in tackling forest fires. The report explains the factors regulating fire ignition, spread and intensity in Fennoscandian conditions. It highlights that the climate in Fennoscandia is characterised by large inter-annual variability, which is reflected in forest fire risk. Here, the majority of forest fires are caused by human activities such as careless handling of fire and ignitions related to forest harvesting. In addition to weather and climate, fuel characteristics in forests influence fire ignition, intensity and spread. In the report, long-term fire statistics are presented for Finland, Sweden and the Republic of Karelia. The statistics indicate that the amount of annually burnt forest has decreased in Fennoscandia. However, with the exception of recent large fires in Sweden, during the past 25 years the annually burnt area and number of fires have been fairly stable, which is mainly due to effective fire mitigation. Land surface models were used to investigate how climate change and forest management can influence forest fires in the future. The simulations were conducted using different regional climate models and greenhouse gas emission scenarios. Simulations, extending to 2100, indicate that forest fire risk is likely to increase over the coming decades. The report also highlights that globally, forest fires are a significant source of BC in the Arctic, having adverse health effects and further amplifying climate warming. However, simulations made using an atmospheric dispersion model indicate that the impact of forest fires in Fennoscandia on the environment and air quality is relatively minor and highly seasonal. Efficient forest fire mitigation requires the development of forest fire detection tools including satellites and drones, high spatial resolution modelling of fire risk and fire spreading that account for detailed terrain and weather information. Moreover, increasing the general preparedness and operational efficiency of firefighting is highly important. Forest fires are a large challenge requiring multidisciplinary research and close cooperation between the various administrative operators, e.g. rescue services, weather services, forest organisations and forest owners is required at both the national and international level.
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Erkamo, Sanna, Karoliina Pilli-Sihvola, Atte Harjanne, and Heikki Tuomenvirta. Climate Security and Finland – A Review on Security Implications of Climate Change from the Finnish Perspective. Finnish Meteorological Institute, 2021. http://dx.doi.org/10.35614/isbn.9789523361362.

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This report describes the effects of climate change for Finland from the view of comprehensive security. The report examines both direct and indirect climate security risks as well as transition risks related to climate change mitigation. The report is based on previous research and expert interviews. Direct security risks refer to the immediate risks caused by the changing nature of natural hazards. These include the risks to critical infrastructure and energy systems, the logistics system, health and food security. Indirect security risks relate to the potential economic, political and geopolitical impacts of climate change. Climate change can affect global migration, increase conflict risk, and cause social tensions and inequality. Transition risks are related to economic and technological changes in energy transition, as well as political and geopolitical tensions and social problems caused by climate change mitigation policies. Reducing the use of fossil fuels can result in domestic and foreign policy tensions and economic pressure especially in locations dependent on fossil fuels. Political tension can also increase the risks associated with hybrid and information warfare. The security effects of climate change affect all sectors of society and the Finnish comprehensive security model should be utilized in preparing for them. In the short run, the most substantial arising climate change related security risks in Finland are likely to occur through indirect or transition risks. Finland, similar to other wealthy countries, has better technological, economic and institutional conditions to deal with the problems and risks posed by climate change than many other countries. However, this requires political will and focus on risk reduction and management.
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Brandt, Leslie A., Cait Rottler, Wendy S. Gordon, Stacey L. Clark, Lisa O'Donnell, April Rose, Annamarie Rutledge, and Emily King. Vulnerability of Austin’s urban forest and natural areas: A report from the Urban Forestry Climate Change Response Framework. U.S. Department of Agriculture, Northern Forests Climate Hub, October 2020. http://dx.doi.org/10.32747/2020.7204069.ch.

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The trees, developed green spaces, and natural areas within the City of Austin’s 400,882 acres will face direct and indirect impacts from a changing climate over the 21st century. This assessment evaluates the vulnerability of urban trees and natural and developed landscapes within the City Austin to a range of future climates. We synthesized and summarized information on the contemporary landscape, provided information on past climate trends, and illustrated a range of projected future climates. We used this information to inform models of habitat suitability for trees native to the area. Projected shifts in plant hardiness and heat zones were used to understand how less common native species, nonnative species, and cultivars may tolerate future conditions. We also assessed the adaptability of planted and naturally occurring trees to stressors that may not be accounted for in habitat suitability models such as drought, flooding, wind damage, and air pollution. The summary of the contemporary landscape identifies major stressors currently threatening trees and forests in Austin. Major current threats to the region’s urban forest include invasive species, pests and disease, and development. Austin has been warming at a rate of about 0.4°F per decade since measurements began in 1938 and temperature is expected to increase by 5 to 10°F by the end of this century compared to the most recent 30-year average. Both increases in heavy rain events and severe droughts are projected for the future, and the overall balance of precipitation and temperature may shift Austin’s climate to be more similar to the arid Southwest. Species distribution modeling of native trees suggests that suitable habitat may decrease for 14 primarily northern species, and increase for four more southern species. An analysis of tree species vulnerability that combines model projections, shifts in hardiness and heat zones, and adaptive capacity showed that only 3% of the trees estimated to be present in Austin based on the most recent Urban FIA estimate were considered to have low vulnerability in developed areas. Using a panel of local experts, we also assessed the vulnerability of developed and natural areas. All areas were rated as having moderate to moderate-high vulnerability, but the underlying factors driving that vulnerability differed by natural community and between East and West Austin. These projected changes in climate and their associated impacts and vulnerabilities will have important implications for urban forest management, including the planting and maintenance of street and park trees, management of natural areas, and long-term planning.
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Contreras Salamanca, Luz Briyid, and Yon Garzón Ávila. Generational Lagging of Dignitaries, Main Cause of Technological Gaps in Community Leaders. Analysis of Generation X and Boomers from the Technology Acceptance Model. Universidad Nacional Abierta y a Distancia, May 2021. http://dx.doi.org/10.22490/ecacen.4709.

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Community and neighborhood organizations are in the process of renewing the organizational culture, considering technological environments in the way of training, and advancing communally, being competitive in adaptation and learning, creating new solutions, promoting change, and altering the status quo, based on the advancement of technology over the last few years, currently applied in most organizations. The decisive factor is the ability of true leaders to appropriate the Technological Acceptance Model –TAM– principles, participating in programs and projects, adopting new technologies from the different actors involved, contributing to the welfare of each community. There is, however, a relative resistance to the use of technology as support in community management, due to the generational differences in leaders and dignitaries, according to collected reports in this study, in relation to the age range of dignitaries –Generation X and Baby Boomers predominate–. They present a challenge to digital inclusion with difficulties related to age, cognitive, sensory, difficulty in developing skills, and abilities required in Digital Technologies, necessary to face new scenarios post-pandemic and, in general, the need to use technological facilities.
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Woods, Mel, Saskia Coulson, Raquel Ajates, Angelos Amditis, Andy Cobley, Dahlia Domian, Gerid Hager, et al. Citizen Science Projects: How to make a difference. WeObserve, 2020. http://dx.doi.org/10.20933/100001193.

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Citizen Science Projects: How to make a difference, is a massive open online course (MOOC). It was developed by the H2020 WeObserve project and ran on the FutureLearn platform from 2019. The course was designed to assist learners from all backgrounds and geographical locations to discover how to build their own citizen science project to address global challenges and create positive change. It also helped learners with interpreting the information they collected and using their findings to educate others about important local and global concerns. The main learning objectives for the course were: * Discover what citizen science and citizen observatories are * Engage with the general process of a citizen science project, the tools used and where they can be accessed * Collect and analyse data on relevant issues such as environmental challenges and disaster management, and discuss the results of their findings * Explore projects happening around the world, what the aims of these projects are and how learners could get involved * Model the steps to create their own citizen science project * Evaluate the potential of citizen science in bringing about change This course also provided five open-source, downloadable tools which have been tested in previous citizen science projects and created for the use of a wider range of projects. These tools are listed below and available in the research repository: * Empathy timeline tool * Community-level indicators tool * Data postcards tool * Future newspaper tool * Co-evaluation tool
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McKenna, Patrick, and Mark Evans. Emergency Relief and complex service delivery: Towards better outcomes. Queensland University of Technology, June 2021. http://dx.doi.org/10.5204/rep.eprints.211133.

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Emergency Relief (ER) is a Department of Social Services (DSS) funded program, delivered by 197 community organisations (ER Providers) across Australia, to assist people facing a financial crisis with financial/material aid and referrals to other support programs. ER has been playing this important role in Australian communities since 1979. Without ER, more people living in Australia who experience a financial crisis might face further harm such as crippling debt or homelessness. The Emergency Relief National Coordination Group (NCG) was established in April 2020 at the start of the COVID-19 pandemic to advise the Minister for Families and Social Services on the implementation of ER. To inform its advice to the Minister, the NCG partnered with the Institute for Governance at the University of Canberra to conduct research to understand the issues and challenges faced by ER Providers and Service Users in local contexts across Australia. The research involved a desktop review of the existing literature on ER service provision, a large survey which all Commonwealth ER Providers were invited to participate in (and 122 responses were received), interviews with a purposive sample of 18 ER Providers, and the development of a program logic and theory of change for the Commonwealth ER program to assess progress. The surveys and interviews focussed on ER Provider perceptions of the strengths, weaknesses, future challenges, and areas of improvement for current ER provision. The trend of increasing case complexity, the effectiveness of ER service delivery models in achieving outcomes for Service Users, and the significance of volunteering in the sector were investigated. Separately, an evaluation of the performance of the NCG was conducted and a summary of the evaluation is provided as an appendix to this report. Several themes emerged from the review of the existing literature such as service delivery shortcomings in dealing with case complexity, the effectiveness of case management, and repeat requests for service. Interviews with ER workers and Service Users found that an uplift in workforce capability was required to deal with increasing case complexity, leading to recommendations for more training and service standards. Several service evaluations found that ER delivered with case management led to high Service User satisfaction, played an integral role in transforming the lives of people with complex needs, and lowered repeat requests for service. A large longitudinal quantitative study revealed that more time spent with participants substantially decreased the number of repeat requests for service; and, given that repeat requests for service can be an indicator of entrenched poverty, not accessing further services is likely to suggest improvement. The interviews identified the main strengths of ER to be the rapid response and flexible use of funds to stabilise crisis situations and connect people to other supports through strong local networks. Service Users trusted the system because of these strengths, and ER was often an access point to holistic support. There were three main weaknesses identified. First, funding contracts were too short and did not cover the full costs of the program—in particular, case management for complex cases. Second, many Service Users were dependent on ER which was inconsistent with the definition and intent of the program. Third, there was inconsistency in the level of service received by Service Users in different geographic locations. These weaknesses can be improved upon with a joined-up approach featuring co-design and collaborative governance, leading to the successful commissioning of social services. The survey confirmed that volunteers were significant for ER, making up 92% of all workers and 51% of all hours worked in respondent ER programs. Of the 122 respondents, volunteers amounted to 554 full-time equivalents, a contribution valued at $39.4 million. In total there were 8,316 volunteers working in the 122 respondent ER programs. The sector can support and upskill these volunteers (and employees in addition) by developing scalable training solutions such as online training modules, updating ER service standards, and engaging in collaborative learning arrangements where large and small ER Providers share resources. More engagement with peak bodies such as Volunteering Australia might also assist the sector to improve the focus on volunteer engagement. Integrated services achieve better outcomes for complex ER cases—97% of survey respondents either agreed or strongly agreed this was the case. The research identified the dimensions of service integration most relevant to ER Providers to be case management, referrals, the breadth of services offered internally, co-location with interrelated service providers, an established network of support, workforce capability, and Service User engagement. Providers can individually focus on increasing the level of service integration for their ER program to improve their ability to deal with complex cases, which are clearly on the rise. At the system level, a more joined-up approach can also improve service integration across Australia. The key dimensions of this finding are discussed next in more detail. Case management is key for achieving Service User outcomes for complex cases—89% of survey respondents either agreed or strongly agreed this was the case. Interviewees most frequently said they would provide more case management if they could change their service model. Case management allows for more time spent with the Service User, follow up with referral partners, and a higher level of expertise in service delivery to support complex cases. Of course, it is a costly model and not currently funded for all Service Users through ER. Where case management is not available as part of ER, it might be available through a related service that is part of a network of support. Where possible, ER Providers should facilitate access to case management for Service Users who would benefit. At a system level, ER models with a greater component of case management could be implemented as test cases. Referral systems are also key for achieving Service User outcomes, which is reflected in the ER Program Logic presented on page 31. The survey and interview data show that referrals within an integrated service (internal) or in a service hub (co-located) are most effective. Where this is not possible, warm referrals within a trusted network of support are more effective than cold referrals leading to higher take-up and beneficial Service User outcomes. However, cold referrals are most common, pointing to a weakness in ER referral systems. This is because ER Providers do not operate or co-locate with interrelated services in many cases, nor do they have the case management capacity to provide warm referrals in many other cases. For mental illness support, which interviewees identified as one of the most difficult issues to deal with, ER Providers offer an integrated service only 23% of the time, warm referrals 34% of the time, and cold referrals 43% of the time. A focus on referral systems at the individual ER Provider level, and system level through a joined-up approach, might lead to better outcomes for Service Users. The program logic and theory of change for ER have been documented with input from the research findings and included in Section 4.3 on page 31. These show that ER helps people facing a financial crisis to meet their immediate needs, avoid further harm, and access a path to recovery. The research demonstrates that ER is fundamental to supporting vulnerable people in Australia and should therefore continue to be funded by government.
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Venäläinen, Ari, Sanna Luhtala, Mikko Laapas, Otto Hyvärinen, Hilppa Gregow, Mikko Strahlendorff, Mikko Peltoniemi, et al. Sää- ja ilmastotiedot sekä uudet palvelut auttavat metsäbiotaloutta sopeutumaan ilmastonmuutokseen. Finnish Meteorological Institute, January 2021. http://dx.doi.org/10.35614/isbn.9789523361317.

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Climate change will increase weather induced risks to forests, and thus effective adaptation measures are needed. In Säätyö project funded by the Ministry of Agriculture and Forestry, we have summarized the data that facilitate adaptation measures, developed weather and climate services that benefit forestry, and mapped what kind of new weather and climate services are needed in forestry. In addition, we have recorded key further development needs to promote adaptation. The Säätyö project developed a service product describing the harvesting conditions of trees based on the soil moisture assessment. The output includes an analysis of the current situation and a 10-day forecast. In the project we also tested the usefulness of long forecasts beyond three months. The weather forecasting service is sidelined and supplemented by another co-operation project between the Finnish Meteorological Institute and Metsäteho called HarvesterSeasons (https://harvesterseasons.com/). The HarvesterSeasons service utilizes long-term forecasts of up to 6 months to assess terrain bearing conditions. A test version of a wind damage risk tool was developed in cooperation with the Department of Forest Sciences of the University of Eastern Finland and the Finnish Meteorological Institute. It can be used to calculate the wind speeds required in a forest area for wind damage (falling trees). It is currently only suitable for researcher use. In the Säätyö project the possibility of locating the most severe wind damage areas immediately after a storm was also tested. The method is based on the spatial interpolation of wind observations. The method was used to analyze storms that caused forest damages in the summer and fall of 2020. The produced maps were considered illustrative and useful to those responsible for compiling the situational picture. The accumulation of snow on tree branches, can be modeled using weather data such as rainfall, temperature, air humidity, and wind speed. In the Säätyö project, the snow damage risk assessment model was further developed in such a way that, in addition to the accumulated snow load amount, the characteristics of the stand and the variations in terrain height were also taken into account. According to the verification performed, the importance of abiotic factors increased under extreme snow load conditions (winter 2017-2018). In ordinary winters, the importance of biotic factors was emphasized. According to the comparison, the actual snow damage could be explained well with the tested model. In the interviews and workshop, the uses of information products, their benefits, the conditions for their introduction and development opportunities were mapped. According to the results, diverse uses and benefits of information products and services were seen. Information products would make it possible to develop proactive forest management, which would reduce the economic costs caused by wind and snow damages. A more up-to-date understanding of harvesting conditions, enabled by information products, would enhance the implementation of harvesting and harvesting operations and the management of timber stocks, as well as reduce terrain, trunk and root damage. According to the study, the introduction of information is particularly affected by the availability of timeliness. Although the interviewees were not currently willing to pay for the information products developed in the project, the interviews highlighted several suggestions for the development of information products, which could make it possible to commercialize them.
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