Relevant bibliographies by topics / Planned change organization

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Planned change organization'

Author: Grafiati
Published: 3 June 2025
Last updated: 31 July 2025

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Journal articles on the topic "Planned change organization"

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Kumar, Kamalesh, and Mary S. Thibodeaux. "Organizational Politics and Planned Organization Change." Group & Organization Studies 15, no. 4 (1990): 357–65. http://dx.doi.org/10.1177/105960119001500402.

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Syamsuriadi, SYAMSURIADI. "LINGKUNGAN DAN MANAJEMEN PERUBAHAN DALAM ORGANISASI." Adaara: Jurnal Manajemen Pendidikan Islam 8, no. 1 (2019): 816–34. http://dx.doi.org/10.35673/ajmpi.v8i1.420.

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Abstract. Every organization in this modern era experiences challenges of change due to the uncertainty of the organization's environment. In the view of an open system, the organizational environment is described as everything that is around the organization that may influence and be influenced by the organization. Organizations cannot live without the environment, because both are inseparable entities. Thus changes in the environment must be followed by appropriate adjustment steps by the organization in order to maintain its effectiveness. One way to make adjustments appropriately is it req
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Sobri, Rachmad. "PERAN KEPEMIMPINAN PENDIDIKAN ISLAM DALAM MANAJEMEN PERUBAHAN ORGANISASI PENDIDIKAN." Transformasi : Jurnal Kepemimpinan & Pendidikan Islam 3, no. 1 (2019): 59–72. http://dx.doi.org/10.47945/transformasi.v3i1.347.

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This article discusses changes in Islamic education organizations, who raised the role of Islamic education leadership in the change management of mini research education organizations at MTs Al-Mujahirin Patuk Yogyakarta. Basically every organization will make changes in the body of the organization is logical and formal. Good organizational change is a systemic and planned change and requires a top leader to drive a change and be suported by elements within it.
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Theodore, John. "Organizational Development Interventions In Learning Organizations." International Journal of Management & Information Systems (IJMIS) 17, no. 1 (2012): 65. http://dx.doi.org/10.19030/ijmis.v17i1.7591.

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The purpose of this article was to demonstrate that organizational development interventions in key areas of learning organizations assist to further develop such organizations because they are open systems and accustomed to planned changes. Therefore, their resistance to planned developmental changes is limited in comparison to non-learning organizations that are not accustomed to this process. The ultimate goal of organization development is to make the organization more open and more adaptive through increases in capability and potential in order for it to continue making such planned chang
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Fedynets, Natalia. "CHANGE MANAGEMENT MECHANISM IN THE ORGANIZATION IN CRISIS CONDITIONS." Acta Scientiarum Polonorum. Oeconomia 21, no. 3 (2023): 15–24. http://dx.doi.org/10.22630/aspe.2022.21.3.10.

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Changes in the organization are inevitable. Changes can be planned or unplanned, the need for their implementation can arise spontaneously. The aim of making changes in the organization is dissatisfaction with the existing state of affairs, indicators of its activity. Most changes are planned by the organization, some changes are carried out urgently, and some can be delayed. A crisis is an important indicator that always determines the need for changes. Changes caused by the crisis conditions of business operation need to be implemented as soon as possible. Postponing the implementation of ch
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Sminia, Harry, and Antonie Van Nistelrooij. "Strategic management and organization development: Planned change in a public sector organization." Journal of Change Management 6, no. 1 (2006): 99–113. http://dx.doi.org/10.1080/14697010500523392.

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Paschal, Onugha, and Amah Edwinah. "Planned change and organizational effectiveness, the moderating role of organizational culture." Journal of Scientific Reports 1, no. 1 (2019): 28–43. https://doi.org/10.5281/zenodo.3381578.

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The study investigated the role of organizational culture in moderating the relationship between planned change and organizational effectiveness. We measured organizational effectiveness using resilience and corporate growth. The study adopted the cross sectional method which is a form of the quasi experiment research design. A population of 1651 was drawn from 33 selected indigenous maritime companies operating in Nigeria. The Krejcie and Morgan (1970) table was used to arrive at a sample size of 327. The questionnaire was used as the main instrument for collection of data and it was designed
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Furxhi, Gentisa, Sonela Stillo, and Marinela Teneqexhi. "Organizational Change: Employees Reaction Towards It." European Journal of Multidisciplinary Studies 1, no. 1 (2016): 303. http://dx.doi.org/10.26417/ejms.v1i1.p303-308.

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The organizations, in the present days,are facing a dynamic environment which makes that no organization is immune towards change. Technological changes, innovations in communication, movements in the job market, globalization, make the organization face continuous challenges regarding competition, general non-stability of the macro-environment, merging and re-engineering of the work processes. To face these challenges, the organization reassesses the strategies, structure, policies, actions, processes and their culture. So the organizational change (OC) is inevitable in the environment where
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Boone, Joyce B. "Improving Employee Engagement: Making the Case for Planned Organizational Change Using the Burke-Litwin Model of Organizational Performance and Change." Information Management and Business Review 4, no. 7 (2012): 402–8. http://dx.doi.org/10.22610/imbr.v4i7.994.

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This case analysis focuses on a community college program environment, which is challenged by low employee participation and engagement. The purpose of this writing is to describe an assessment and proposal for planned changed in this program based on the Burke-Litwin Model of Organizational Performance and Change (Burke, 2002). The outcome of the assessment and plan for change is a theoretically based strategy applicable to this organization and suggested for consideration by other organizations where the presenting problem (low engagement in this case) is a symptom of deeper and underlying i
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Adams, Rita Fuerst. "Community built on humility, curiosity and trust drives social change." Board & Administrator for Administrators Only 41, no. 4 (2024): 1–4. http://dx.doi.org/10.1002/ban.31746.

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What does it take for a social change organization to move from its strong, organic growth to an even more impactful planned, strategic growth? Social change organizations often begin with an innovative solution and they grow organically, maximizing growth with their own talents and resources. To make swing‐for‐the‐fences change, however, requires a community.
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Dissertations / Theses on the topic "Planned change organization"

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Barnes, Mary. "Understanding the Sustainability of a Planned Change| A Case Study Using an Organizational Learning Lens." Thesis, The George Washington University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10931344.

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<p>The concept of implementing organizational learning principles in an organization to help individuals and groups ?learn to learn? (Schein, 2017), thereby making the ongoing adaptation and change that inevitably occurs in organizations more successful, is an interesting problem to explore. While interesting, there are very few studies that examine the sustainability of change in any context. Several theoretical models incorporate the idea of sustaining, or institutionalizing, change. But, very few empirical studies actually explore that concept. The purpose of this qualitative, descriptiv
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Capasso, John C. Baker Paul J. "Structures and processes of planned change in Illinois high schools." Normal, Ill. Illinois State University, 1993. http://wwwlib.umi.com/cr/ilstu/fullcit?p9416866.

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Thesis (Ed. D.)--Illinois State University, 1993.<br>Title from title page screen, viewed February 28, 2006. Dissertation Committee: Paul J. Baker (chair), Sally B. Pancrazio, Clayton F. Thomas, Calvin C. Jackson. Includes bibliographical references (leaves 126-132) and abstract. Also available in print.
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Valentine, Michael. "Influencing Behavior During Planned Culture Change: A Participatory Action Research Case Study." Antioch University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1477515899946831.

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Irvine, Margaret Hillian. "A critical investigation of a planned organisation change initiative within an educational institution in the Eastern Cape Province." Thesis, Rhodes University, 2000. http://hdl.handle.net/10962/d1003360.

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South Africa is living is turbulent times at present. Non-government educational organisations are challenged by changes in education policy and by scarcity of donor funding for their work. This study focuses on the management of organisation change in a non-government organisation (NGO) working in rural areas of the Eastern Cape Province. I undertook the research to gain a clearer understanding of the management of organisational change. I used a third-wave change management approach, the future search conference, to conduct the process of change with the NGO. It focuses on the positive aspec
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DiBella, Anthony J. 1948. "Culture and planned change in an international organization : building a regional structure in South America and Asia." Thesis, Massachusetts Institute of Technology, 1992. http://hdl.handle.net/1721.1/13094.

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Sandberg, Eric Christian. "Utilizing Organizational Culture to Predict Responses to Planned Change in a Public School| A Test of the OC3 Model." Thesis, Gannon University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3592431.

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<p> The primary purpose of this research was to test the capability of the Organizational Change in Cultural Context (OC<sup>3</sup>) Model (Latta, 2009, 2011) to predict responses to change. According to Latta, predictions of resistance to or facilitation of change can be predicted by utilizing organizational culture and its alignment with the content and implementation strategies of the change. The setting for this research was a small elementary school in western Pennsylvania during implementation of a reform model known as Response to Instruction and Intervention (RTII). This qualitative s
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Visagie, Cameron Maurice. "The relationship between employee attitudes towards planned organisational change and organisational commitment : an investigation of a selected case within the South African telecommunications industry." Thesis, Cape Peninsula University of Technology, 2010. http://hdl.handle.net/20.500.11838/952.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2010.).<br>Change has become a normal occurrence within organisations in South Africa, more so in telecommunication organisations due to the rapid technological advances. In a competitive global economy, organisations are forced to stay abreast with technological changes in order to survive. The South African telecommunication industry is no exception as global changes will ultimately result in local changes. Harker (1996: 1) maintains that “a tidal wave of change is headed towards the telecommunication industry
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Washington, Christopher L. "The relationships among learning transfer climate, transfer self-efficacy, goal commitment, and sales performance in an organization undergoing planned change /." The Ohio State University, 2002. http://rave.ohiolink.edu/etdc/view?acc_num=osu1486402544592042.

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Balla, Dorottya, and Tom Runesson. "My Organization Wants Me to Do What? The Effect of Implementing the B-Corp Certification on Employee Pro-Environmental Behavior." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-84729.

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In today’s society, environmental concern might be at a historical peak. 2778 companies in 60 countries have now acquired the Benefit-Corporation (B-Corp) Certification in attempts to demonstrate their environmental responsibility. The aim of the present study was to investigate the effects of implementing the B-Corp Certification in a USA automotive dealership on employee pro-environmental behavior and life satisfaction, with consideration of the moderating role of commitment to the B-Corp Certification. A within-group quasi-experimental design was used to investigate the effects of the certi
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Murray-Webster, Ruth. "What does it take for organizations to change themselves? : the influences on the internal dynamics of organizational routines undergoing planned change." Thesis, Cranfield University, 2014. http://dspace.lib.cranfield.ac.uk/handle/1826/8431.

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Accomplishing desired benefits from investments in planned change is problematical for organizations, their leaders and the change agents charged with delivery. This is despite a well-developed literature, replete with advice on how change should be achieved. Examination of this literature shows the primary focus on change agents and their practices. This research widens the focus by observing the influence of change agents, change recipients and line managers on organizational routines undergoing planned change. It examines the interplay between stability and change in organizational routines
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Books on the topic "Planned change organization"

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Peterson, Lorna. Planned organizational change and its evaluation: A checklist. Vance Bibliographies, 1985.

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Kontorovich, Vladimir. Organizational innovation: Hidden reserves in the Soviet economy. Center for Russian and East European Studies, 1986.

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Kontorovich, Vladimir. Organizational innovation: Hidden reserves in the Soviet economy. Center for Russian and East European Studies, University of Pittsburgh, 1986.

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Johnson, Kevin. The power of legacy and planned gifts: How nonprofits and donors work together to change the world. Jossey-Bass, 2010.

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Johnson, Kevin. The power of legacy and planned gifts: How nonprofits and donors work together to change the world. Jossey-Bass, 2010.

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1952-, Delahaye Paine Katie, and Paarlberg William T, eds. Measuring the networked nonprofit: Using data to change the world. Jossey-Bass, a Wiley imprint, 2012.

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van Riel, Cees B. M., Mamta Bhatt, and Marijke Baumann. Planned Organizational Identity Change. Edited by Michael G. Pratt, Majken Schultz, Blake E. Ashforth, and Davide Ravasi. Oxford University Press, 2016. http://dx.doi.org/10.1093/oxfordhb/9780199689576.013.16.

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In this chapter, drawing from past research on organizational identity change and our observations at several companies that have engaged in such an effort, we develop a framework of planned organizational identity change. In particular, we shed light on how organizations use new identity claims to bring about a deliberate change in their identity. Our framework suggests that such initiatives focus on communicating identity to both internal and external stakeholders. Further, while these initiatives aim at ensuring employee alignment in the internal audience (i.e., organizational members), the
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Jones, Garth N. Planned Organizational Change: International Library of Sociology L: The Sociology of Work and Organization (International Library of Sociology). Routledge, 2003.

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1947-, Lundy John Edward. System wide curriculum committees and the culture of administration: The case of a planned change strategy and school level practices. 1988.

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Planned Change in Organizational Systems. Creative Media Partners, LLC, 2022.

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Book chapters on the topic "Planned change organization"

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Hertzum, Morten. "Going Live: The Initial, Planned Change." In Organizational Implementation. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-031-02232-6_6.

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Kapadia-Kundu, Nandita, Habtamu Tamene, Yihunie Lakew, et al. "Social and Behavior Change Preparedness for COVID-19 Prevention: Evidence and Experience from Ethiopia." In Global Perspectives of COVID-19 Pandemic on Health, Education, and Role of Media. Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-99-1106-6_21.

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AbstractThe chapter focuses on three crucial elements of social and behavior change (SBC) preparedness within the realm of risk communication. The first section of the chapter describes how to implement a systematic first response to a new epidemic or outbreak. The World Health Organization (WHO)/The Global Outbreak Alert and Response Network (GOARN) framework provides a comprehensive structure to operationalize the immediate national level response for SBC. Ethiopia’s first response was well coordinated and planned, and importantly, started before the detection of the first COVID-19 case in t
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Szabla, David B. "Lippitt, Ronald: The Master of Planned Change." In The Palgrave Handbook of Organizational Change Thinkers. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-319-49820-1_15-2.

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Szabla, David B. "Ronald Lippitt: The Master of Planned Change." In The Palgrave Handbook of Organizational Change Thinkers. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-52878-6_15.

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Szabla, David B. "Lippitt, Ronald: The Master of Planned Change." In The Palgrave Handbook of Organizational Change Thinkers. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-38324-4_15.

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Jacobsen, Chanoch, and Yitzhak Samuel. "Planned Organizational Change: Theory, Model, Data and Simulation." In Computer-Based Management of Complex Systems. Springer Berlin Heidelberg, 1989. http://dx.doi.org/10.1007/978-3-642-74946-9_9.

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Howieson, Brian. "Mission Leadership: A Key Enabler for an Emerging Leadership Model, Planned, and Emergent Change and Ethical Clarity." In Organizational Change, Leadership and Ethics, 2nd ed. Routledge, 2023. http://dx.doi.org/10.4324/9781003036395-5.

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Prochaska, Janice M., James O. Prochaska, and Dustin Bailey. "Towards an Integration of Stage Theories of Planned Organizational Change." In The Wiley-Blackwell Handbook of the Psychology of Leadership, Change, and Organizational Development. John Wiley & Sons, 2013. http://dx.doi.org/10.1002/9781118326404.ch17.

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Andersen, Torben. "Organizational Development in an International Context: A Story of Planned Change and Attempt to Induce High Involvement." In Change Management and the Human Factor. Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-07434-4_12.

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Winter, Alfred, Elske Ammenwerth, Reinhold Haux, Michael Marschollek, Bianca Steiner, and Franziska Jahn. "Management Perspective: Scopes and Tasks of Managing Health Information Systems." In Health Information Systems. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-12310-8_4.

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AbstractManagement of information systems can be divided into strategic, tactical, and operational management.Strategic management of information systems deals with the information processing of a healthcare facility as a whole. It comprises the planning of the information system’s architecture and of the organization of information management. The tasks of strategic management are planning an information system and its architecture, directing its establishment and its operation, and monitoring its development and operation with respect to the planned objectives. The strategic information mana
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Conference papers on the topic "Planned change organization"

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Rimawi, Nawras A. "Green Paints…from “Paint Is a Part of the Problem” to “Paint Is a Part of the Solution." In SSPC 2015 Greencoat. SSPC, 2015. https://doi.org/10.5006/s2015-00052.

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Abstract “If we continue with business as usual, by the 2030s we will need two planets to keep up with humanity’s demand for goods and services, but there are many effective ways to change course” WWF Living Planet Report 2008 VOC was one of the paint emissions accused to be an environmental hazardous material and among the main causes for SBS (Sick Building Syndrome). The term SBS was coined in the late 1970's to describe situations where building occupants experienced acute health problems. “According to WHO (World Health Organization), 4.3 million people a year die from the exposure to in-h
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Schneijdenberg, Lieke, and Katrina Heijne. "Acquisitional Creativity: Improving Impact in Deliberate Organizational Change." In 14th European Conference on Creativity in Innovation. AIJR Publisher, 2023. http://dx.doi.org/10.21467/proceedings.154.12.

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Of all major change efforts within organizations, 70% fail to achieve their objectives. For a large part, this is caused by the mismatch of the strategy and the work culture of the organization that undergoes the change (Kerber &amp; Buono, 2005). To successfully implement change in organizations, it is key to match the plans to the needs and wishes of the people within the organization and gradually guide the steps of change towards the future goal. In the business community, the popularity of creativity has increased greatly. The use of creativity techniques can target participants’ motivati
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Abachian Ghassemi, Reza, Saeed Akbariani, and Hamed Farhadirad. "Assessment of UT (University of Tehran) change management in quality Orientation process based on ADKAR model." In HEAd'16 - International Conference on Higher Education Advances. Universitat Politècnica València, 2016. http://dx.doi.org/10.4995/head16.2016.2816.

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In this paper quality orientation process of Tehran University was evaluated. For effective change human resource of organization must have five qualities: Awareness about need to change; Desire to make the change happen; Knowledge about how to change; Ability to change; Reinforcement to retain the changes. With these human resource qualities, work dimension (for example: structures and process of doing work) need to well set with planned changes. Work dimension had five main elements too: 1- business needs and opportunities 2- setting goals and boundaries 3-desining process and systems 4-deva
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Abbasi, Shariq, Fons Claessen, and Robin Bryden. "Human Performance in Practice: Our Refreshed Approach to Safety." In SPE International Health, Safety, Environment and Sustainability Conference and Exhibition. SPE, 2024. http://dx.doi.org/10.2118/220304-ms.

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Abstract This paper describes Shell's multi-year safety improvement journey to eradicate serious injuries and fatalities, through embedding human and organization performance, following its refreshed and structurally changed approach to both Safety Leadership and Safety Management Systems. Sharing the end-to-end experience of this ‘Safety Refresh’ from inspiration to program design, change management and implementation, to evaluation of effectiveness, our journey is not complete, but leading and lagging indicators show promising sustained improvement. Safety Refresh is a multidimensional appro
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"LEGACY MIGRATION AS PLANNED ORGANIZATIONAL CHANGE." In 6th International Conference on Enterprise Information Systems. SciTePress - Science and and Technology Publications, 2004. http://dx.doi.org/10.5220/0002630605010508.

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Jelenc, Marjetka, and Tit Albreht. "Definiranje izrazov krovno upravljanje v obvladovanju raka ter vodenje in nadzor obvladovanja raka." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.26.

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In the literature concerning national cancer control programmes and cancer care in general, the terms governance and/or stewardship in/of cancer care are frequently used. However, the terms are not defined or explained. In the frame of the project Innovative Partnership for Action Against Cancer (iPAAC JA) a systematic literature review in order to find the definitions of the terms governance and stewardship in/of cancer care was performed. In case of unsuccessful finds creation of new definitions of the mentioned terms was planned. We performed a literature review using Google, Pub Med, and M
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Jelić, Teodora, Nataša Petrović, and Jasna Petković. "Environmental Chemical Disasters and an Example of Security Report." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.27.

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t Many industrial incidents, which have taken place since the seventies of the last century onwards, have raised many questions and conclusions. These disasters have shown that it is a human, a key risk factor for the survival of all living on our planet. The very approach to the prevention and recovery system proved to be frivolous, careless, and full of holes, and as a result, we got the devastating consequences. After these incidents, the environmental awareness and acceptance of the domino effect, which they carried with them, arose. When an industrial accident occurs, it causes people's d
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Ueda, Hiroyoshi, Satoru Suzuki, Katsuhiko Ishiguro, et al. "NUMO-RMS: A Practical Requirements Management System for the Long-Term Management of the Deep Geological Disposal Project." In ASME 2009 12th International Conference on Environmental Remediation and Radioactive Waste Management. ASMEDC, 2009. http://dx.doi.org/10.1115/icem2009-16304.

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NUMO (Nuclear Waste Management Organization of Japan) has the responsibility for implementing deep geological disposal of high-level (HLW) and transuranic (TRU) radioactive waste from the Japanese nuclear programme. A formal Requirements Management System (RMS) is planned to efficiently and effectively support the computerised implementation of the management strategy and the methodology required to drive the step-wise siting processes, and the following repository operational phase. The RMS will help in the comprehensive management of the decision-making processes in the geological disposal p
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Ueda, Hiroyoshi, Katsuhiko Ishiguro, Kazumi Kitayama, Kiyoshi Oyamada, and Shoko Sato. "Development of a Requirements Management System for Technical Decision-Making Processes in the Geological Disposal Project." In The 11th International Conference on Environmental Remediation and Radioactive Waste Management. ASMEDC, 2007. http://dx.doi.org/10.1115/icem2007-7221.

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NUMO (Nuclear Waste Management Organization of Japan) has a responsibility for implementing geological disposal of vitrified HLW (High-Level radioactive Waste) in the Japanese nuclear waste management programme. Its staged siting procedure was initiated in 2002 by an open call for volunteer sites. Careful management strategy and methodology for the technical decision-making at every milestone are required to prepare for the volunteer site application and the site investigation stages after that. The formal Requirement Management System (RMS) is planned to support the computerized implementatio
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CHIRVASE, Ciprian-Sorin, Elena-Oana CROITORU, and Andreea ZAMFIR. "MANAGING ORGANIZATIONAL CHANGE THROUGH TRAININGS WITHIN ROMANIAN COMPANIES." In INTERNATIONAL MANAGEMENT CONFERENCE. Editura ASE, 2024. http://dx.doi.org/10.24818/imc/2023/03.06.

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This paper aims to research among Romanian companies on how theories of evolutionary psychology, new discoveries in the field of cognitive sciences together with pre-change or during change training can predict and influence the behaviour of human beings but also the behaviour of organizations when they meet change management projects to lead them to a successful implementation. It is well known that most organizations that opt for change management face various challenges during this very expensive process but also the fact that mechanisms of human brain have developed over thousands of years
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Reports on the topic "Planned change organization"

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West, George, Marco Velarde, and Alejandro Soriano. IDB-9: Operational Performance and Budget. Inter-American Development Bank, 2013. http://dx.doi.org/10.18235/0010526.

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In IDB-9 the Board of Governors of the Inter-American Development Bank (IDB) mandated the adoption of a results-based budgeting process (RBB) that would be aligned to and would help achieve the key performance targets of the Corporate Results Framework (CRF), as well as improve accountability and transparency. In addition, they mandated the use of a Balanced Score Card Performance Management System (BSC) that would incorporate the results from an External Feedback System (EFS). The Governors also requested that the Bank continue its efforts to improve organizational efficiency. The IDB has mad
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Turmena, Lucas, Flávia Guerra, Altiere Freitas, et al. TUC Urban Lab Profile: Alliance for the Centre of Recife, Brazil. United Nations University - Institute for Environment and Human Security (UNU-EHS), 2024. http://dx.doi.org/10.53324/hcyv7857.

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After almost two years in operation, the challenges and key achievements of the TUC Urban Lab established in Comunidade do Pilar in Recife, Brazil, provide valuable lessons for sustaining ongoing activities, accelerating broader transformations and guiding similar efforts elsewhere: 1. DEVELOPING A PLACE-BASED APPROACH AND BUILDING MUTUAL TRUST: Meaningful participation is contingent upon establishing and maintaining trust between UL facilitators and participants. In the case of Comunidade do Pilar, overcoming initial distrust and skepticism required tailoring UL activities to residents’ needs
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Miller, Robert A. Strengthening the research capacity of Planned Parenthood Association of Ghana. Population Council, 1998. http://dx.doi.org/10.31899/rh1998.1007.

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The Planned Parenthood Association of Ghana (PPAG) is one of the most active nongovernmental organizations delivering reproductive health (RH) services in Ghana, focusing particularly on youth issues and services. USAID suggested to the Population Council’s Africa OR/TA Project II staff that PPAG might benefit from technical assistance. A large and well-funded IPPF program to promote sexual health among youth of the Volta Region offered a good opportunity to begin OR work. Earlier, the program was envisioned as a demonstration educational program of five years duration. Further discussions sug
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Pearce, Fred. Common Ground: Securing land rights and safeguarding the earth. Rights and Resources Initiative, 2016. http://dx.doi.org/10.53892/homt4176.

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Up to 2.5 billion people depend on indigenous and community lands, which make up over 50 percent of the land on the planet; they legally own just one-fifth. The remaining land remains unprotected and vulnerable to land grabs from more powerful entities like governments and corporations. There is growing evidence of the vital role played by full legal ownership of land by indigenous peoples and local communities in preserving cultural diversity and in combating poverty and hunger, political instability and climate change. The importance of protecting and expanding indigenous and community owner
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Andrews, Matt. Getting Real about Unknowns in Complex Policy Work. Research on Improving Systems of Education (RISE), 2021. http://dx.doi.org/10.35489/bsg-rise-wp_2021/083.

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As with all public policy work, education policies are demanding. Policy workers need to ‘know’ a lot—about the problems they are addressing, the people who need to be engaged, the promises they can make in response, the context they are working in, and the processes they will follow to implement. Most policy workers answer questions about such issues within the structures of plan and control processes used to devise budgets and projects. These structures limit their knowledge gathering, organization and sense-making activities to up-front planning activities, and even though sophisticated too
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Veitch, Jennifer. CIE Research Strategy 2023. International Commission on Illumination, 2023. http://dx.doi.org/10.25039/vudfg44z.

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The International Commission on Illumination (CIE) is a global non-profit organization dedicated to advancing knowledge and providing standardization to improve the lighted environment. Light and darkness form the fundamental rhythm of daily life for the planet and light reveals the details of the world around us. The CIE seeks to make possible the equitable and responsible provision of the proper light, in the proper place, at the proper time. Doing so is a critical element in humanity’s response to global environmental crises including climate change. Over 1 000 volunteer experts contribute
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7

Rivasplata, Charles, Richard Lee, Michelle DeRobertis, and Christopher Ferrell. Governing Structures for Successful Regional Transit Coordination and their Formation. Mineta Transportation Institute, 2024. http://dx.doi.org/10.31979/mti.2024.2229.

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The expansion of metropolitan areas in California has further prompted the need to improve transportation options for all, more effectively linking origins and destinations through key enhancements to the existing network of transit services. This study provides planners and policymakers examples of effective regional transit coordination agencies. To improve multimodal connections and enhance transit services at the local and regional levels, this study explores regional coordination, focusing on entities charged with coordinating multiple transit agencies in a single metropolitan area. The s
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Baek, So-Ra, and Dohyung Kim. A Guide to Navigating Existing and Emerging Sources of Local VMT and Travel Data. Mineta Transporation Institute, 2023. http://dx.doi.org/10.31979/mti.2023.2232.

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As the crisis of climate change looms, transportation policy in California continues to emphasize sustainability in land-use and transportation decisions. This report evaluates the implementation of two sustainability-focused policies (Senate Bill 375 and 743) by local governments and the current-state-of-the-practices by metropolitan planning organizations (MPOs) in assisting them in California. The research focuses on local governments’ access and use of vehicle miles traveled (VMT) and transportation data for achieving VMT and greenhouse gas (GHG) reduction by land-use planning. The researc
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Eparkhina, Dina. EuroSea Legacy Report. EuroSea, 2023. http://dx.doi.org/10.3289/eurosea_d8.12.

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EuroSea is a holistic large-scale project encompassing the full value chain of marine knowledge, from observations to modelling and forecasting and to user-focused services. This report summarizes the legacy of EuroSea as planned and measured through a dedicated impact monitoring protocol, a holistic assessment of the project's successes in advancing and integrating European ocean observing and forecasting systems. Since its start, EuroSea has been analysing how well the project progresses towards the identified areas of impact. Impact assessment is not performance evaluation. These terms over
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Fair Trade: justice and sustainability for people and the planet. Oxfam, 2022. http://dx.doi.org/10.21201/2022.8656.

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Oxfam has been part of the global Fair Trade movement since its inception. Today, it still inspires many of our volunteers to champion just and sustainable trade. Together, we reach out to small-scale producers, workers, and grassroots social entrepreneurs. We partner with activists, communities, democratically governed producer organizations, mission-driven enterprises, and social movements to establish ethical trade approaches and advocate for a more just trade system. We believe the current trade system is far from just or sustainable. It was captured by imperialistic and colonialist forces
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