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Dissertations / Theses on the topic 'Planned change organization'

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Published: 3 June 2025

Last updated: 31 July 2025

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1

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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2

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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3

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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4

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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5

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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6

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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7

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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8

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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9

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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10

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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11

PETKOVA, DILYANA. "Communicating Technochange : Communication practices and how employeesperceive them." Thesis, KTH, Industriell Management, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-189496.

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Change is a prominent feature of the organizational life. Nowadays companies rely on implementing large-scale Information Technology (IT) systems in order to enhance their organizational performance. Such technochanges, similarly to planned organizational changes, unfold in stages and have an impact on the organizational members. They, however, are not immune to failures. In this respect, the process of communication has been recognized as a critical success factor and an integrative part of every change initiative. Therefore, this study has investigated the communication practices during tech

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12

Mackavey, Maria Georgiopoulos. "Synectics as a planned change theory : understanding its applications in the workplace." Thesis, Boston University, 1988. https://hdl.handle.net/2144/38068.

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Thesis (Ed. D.)--Boston University, 1988. Dept. of Administration, Training, and Policy Studies<br>PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you.<br>2031-01-01

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13

Stenmark, Henric. "Polisens organisationskultur : En explorativ studie." Doctoral thesis, Umeå : Pedagogiska institutionen, Umeå universitet, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-456.

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14

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

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Research into the phenomenon of change has attracted interest from a range of management disciplines; organizational, management, behavioural and operations. Each discipline brings with it a perspective which informs the theoretical debates and empirical research, resulting in different ideas, meaning and approaches taken in studying the phenomenon of change. Ideas about the meaning of the content of change, why contextual factors might influence the process of change and, how does the process of change unfold over time, are three important aspects to understanding the phenomenon of change. Th

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15

NOGUEIRA, TINDYUA DE MORAES. "COMMUNICATION AND MEANING CONSTRUCTION IN PLANNED ORGANIZATIONAL CHANGES: THE CNEN CASE STUDY." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2009. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=15472@1.

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Muitos pesquisadores e gerentes têm se empenhado na busca pela descoberta dos fatores que afetam o sucesso dos processos de mudança organizacional. Um dos fatores mais apontados na literatura sobre este tema diz respeito à resistência à mudança por parte de alguns atores organizacionais, em especial os pertencentes aos níveis hierárquicos mais baixos. Mas como será que estes indivíduos percebem a si mesmos e aos outros num processo de mudança organizacional? Como eles percebem o conteúdo e o gerenciamento da mudança? Qual o papel da comunicação nesse contexto? O presente trabalho tem como obje

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16

Rah-Khem, Shabazz A. "DEALING WITH THE COMPLEXITY OF ORGANIZATIONAL CHANGE: THE MIDDLE MANAGERS’ ROLE IN CONTRIBUTING TO PLANNED AND EMERGENT CHANGE." Case Western Reserve University School of Graduate Studies / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=case1504813145895963.

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17

Qwesha, Babalwa. "Restructuring of the Port Elizabeth Hospital Complex : a perspective from the planned change management approach /." Thesis, Rhodes University, 2009. http://eprints.ru.ac.za/1622/.

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Thesis (M.B.A. (Rhodes Investec Business School)) - Rhodes University, 2009.<br>A thesis submitted in partial fulfillment of the requirements for the degree of Master of Business Administration (MBA).

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18

Finlinson, Scott MIchael. "Increasing organizational energy conservation behaviors : comparing the theory of planned behavior and reasons theory for identifying specific motivational factors to target for change /." Ohio : Ohio University, 2005. http://www.ohiolink.edu/etd/view.cgi?ohiou1113856246.

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19

Spencer, Carolyn R., and n/a. "Cognitive Schemata and Project Manager Regulation of Unplanned Change: Categorical Analysis of Structured Interview Reports." Griffith University. School of Applied Psychology, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040721.092038.

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A significant risk area for project sponsors is managing unplanned change. Theorists of organisational behaviour have attempted to understand the circumstances of how activity change occurs on projects and have identified the significant impact that time has on activity. This current research takes the study of cognition into the real world setting of project management at a level of analysis that is viable across diverse projects and industries to study project manager regulation of unplanned change. The project managers' cognitive representation of meaningful aspects of a project (their 'cog

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Spencer, Carolyn R. "Cognitive Schemata and Project Manager Regulation of Unplanned Change: Categorical Analysis of Structured Interview Reports." Thesis, Griffith University, 2004. http://hdl.handle.net/10072/366716.

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A significant risk area for project sponsors is managing unplanned change. Theorists of organisational behaviour have attempted to understand the circumstances of how activity change occurs on projects and have identified the significant impact that time has on activity. This current research takes the study of cognition into the real world setting of project management at a level of analysis that is viable across diverse projects and industries to study project manager regulation of unplanned change. The project managers' cognitive representation of meaningful aspects of a project (their 'cog

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21

Jahn, Larry G. "An analysis of the implementation of the North Carolina Cooperative Extension Service's Performance Planning, Counseling, and Evaluation program using the Probability of Adoption of Change model." Diss., Virginia Tech, 1996. http://hdl.handle.net/10919/39159.

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The purpose of the study was to explain the proportion of the variance in the level of implementation of the Performance Planning, Counseling, and Evaluation (PPC&E) program that could be attributed to the nine Probability of Adoption of Change (PAC) model constructs. Level of implementation was operationally defined as the degree to which county directors implemented the many elements of the PPC&E program. The nine PAC model constructs included: advantage probability, championship, circumstances, idea comprehensibility, opposition, practicality, strategies, superintendency, and value compatib

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22

Hausiku, Marthina Ndahepa. "A critical investigation of a Future Search Conference as a planned organisational change initiative within the National Health Training Network in Namibia." Thesis, Rhodes University, 2006. http://hdl.handle.net/10962/d1003359.

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“The world is changing faster than the experts” (Weisbord & Janoff, 2000:xi). Change, according to Meyer & Botha (2000:223), is the movement of people from a current state to a defined, different, improved and desired new state. Change is needed in all organisations because it has direct influence on the organisation’s performance, and the National Health Training Network in Namibia is no exception. The Future Search Conference as a powerful organisation development strategy, can help people transform their capacity for action. The National Health Training Network (NHTN), like any other instit

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23

Finlinson, Scott. "Increasing Organizational Energy Conservation Behaviors: Comparing the Theory of Planned Behavior and Reasons Theory for Identifying Specific Motivational Factors to Target for Change." Ohio University / OhioLINK, 2005. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1113856246.

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24

GIORGIO, LUCA. "Cambiamento organizzativo e modificazione del network." Doctoral thesis, Università Cattolica del Sacro Cuore, 2019. http://hdl.handle.net/10280/57878.

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La tesi ha l’obiettivo di analizzare il cambiamento organizzativo in una prospettiva di social network analysis, sfruttando dati longitudinali raccolti a seguito della modifica della struttura organizzativa in un Policlinico Universitario italiano. Il manoscritto è organizzativo in tre paper. Il primo paper si focalizza sul tema del rapporto tra network formali e network informali, analizzando come la modifica del primo comporti una corrispondente variazione nel secondo. Il paper dimostra come, in assenza di strutture organizzative ben formalizzate, gli individui tendono ad allacciare nuovi le

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25

GIORGIO, LUCA. "Cambiamento organizzativo e modificazione del network." Doctoral thesis, Università Cattolica del Sacro Cuore, 2019. http://hdl.handle.net/10280/57878.

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La tesi ha l’obiettivo di analizzare il cambiamento organizzativo in una prospettiva di social network analysis, sfruttando dati longitudinali raccolti a seguito della modifica della struttura organizzativa in un Policlinico Universitario italiano. Il manoscritto è organizzativo in tre paper. Il primo paper si focalizza sul tema del rapporto tra network formali e network informali, analizzando come la modifica del primo comporti una corrispondente variazione nel secondo. Il paper dimostra come, in assenza di strutture organizzative ben formalizzate, gli individui tendono ad allacciare nuovi le

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26

Casteberg, Anna, and Emelie Hägglund. "Att mäta organisationsförändring : En studie om att mäta formella och informella element vid en organisationsförändring i offentlig sektor." Thesis, Södertörns högskola, Institutionen för ekonomi och företagande, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-16994.

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Syftet med uppsatsen är att ta reda på hur en organisationsförändring kan mätas med avseende på formella och informella element samt att presentera hur mätprocessen kan genomföras. Studien bygger på intervjuer och dokumenterade utvärderingar. Studien visar att de formella elementen mäts genom att kontrollera att målen som satts upp inför förändringen är uppfyllda. De informella elementen mäts genom medarbetarundersökningar dock utan någon koppling till förändringen som har genomförts. När de informella elementen mäts i en förändringsprocess görs detta genom så kallade attitydmätningar. För att

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27

Gutierrez-Perez, Francisco. "Correlations Between Management Behaviors and Financial Indicators with FDA Compliance Leading to Medicine Shortages." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3395.

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In the first 3 years of the Obama Administration, 2009-2011, the number of warning letters issued to pharmaceutical firms for manufacturing and quality issues increased by 81% to 49 letters. Only 9 letters were issued in the last 3 years of the George W. Bush Administration. Shortfalls in compliance and product quality led to medicine shortages that affected patients' treatment and health. This quantitative study sought to learn to what extent, if any, the independent variables, management behaviors and financial indicators at pharmaceutical firms in the United States, correlated with, or pred

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28

LIN, CHIN-CHUEH, and 林金雀. "Investigating Planned Organizational Change in Public Research Organization." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/bnfcv3.

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碩士<br>銘傳大學<br>管理學院高階經理碩士學程<br>106<br>The key to innovative process on the national level is usually characterized by research organization, which plays a crucial role determinant of technology development and industry policy. The most developed countries organized the corresponding actors consisting of enterprises, universities, and government research institutes for achieving a complex missing. Braving the developmental variants, the planed organizational changes are the needed survivability for becoming mature. In this study, the combination of Kotter 8-step process of leading change on Indu

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29

Pekgozlu, Ilker. "Planned change in a law enforcement organization /." 2008. http://proquest.umi.com/pqdweb?did=1663052641&sid=1&Fmt=2&clientId=10361&RQT=309&VName=PQD.

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30

Straatmann, Tammo. "Change-Supportive Intentions in Complex Organizational Change Projects: Application and Extension of the Theory of Planned Behavior." Doctoral thesis, 2018. https://repositorium.ub.uni-osnabrueck.de/handle/urn:nbn:de:gbv:700-2018053017227.

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Especially in the context of complex organizational changes, employees’ support is crucial for success because change-supportive behaviors of employees are required to compensate for higher uncertainties related to the implementation and the consequences of the changes. Yet, change support of employees is no automatic reaction. Seen from a psychological perspective change support represents a planned behavior of employees that is preceded by change-supportive intentions formed in reaction to the specific changes at hand. Hence, it is important to understand how employees react to organizationa

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31

Tso, Yao-Nan, and 左耀南. "Exploring Employee Response under the Uncertainty of Organizational Change: In Conjunction the Theory of Planned Behavior." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/71784020375222409460.

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碩士<br>僑光科技大學<br>國際貿易研究所<br>103<br>This paper examines the impact of employee turnover under organizational changes, focused on a case study in Taiwan. Due to uncertainty of employees in response to the organizational change, each individual has a different way of interpretations on their cognitive. This study is based on the theory of planned behavior, attempts to explore the uncertainty of the process of change in the attitude of the staff psychological impact, and to clarify the theory of planned behavior in &;quot;attitude&;quot;, &;quot;subjective norms&;quot; and &;quot;perceived behavior

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32

"The lived experience of first line managers during planned organizational change: A phenomenological study of one firm in the residential construction industry." THE GEORGE WASHINGTON UNIVERSITY, 2008. http://pqdtopen.proquest.com/#viewpdf?dispub=3297022.

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33

Caracol, Carla Cristina Valeiras. "A instrumentalidade das Competências Organizacionais na promoção do Comprometimento Organizacional : estudo de caso em duas Companhias de Seguros." Master's thesis, 2016. http://hdl.handle.net/10362/18245.

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Um modelo de Competências Organizacionais tem como pressuposto ser o referencial base orientador de atitudes e comportamentos dos trabalhadores em contexto organizacional, potenciando o sentimento de pertença e, consequentemente, o Comprometimento com a organização. A presente investigação, tendo por base o estudo de caso de duas companhias de seguros, em Portugal, a “SEB Seguros”1 e a “SEB Vida”1, analisa essa relação, recorrendo às práticas de Socialização Organizacional, na condição de sua mediadora. De igual forma, são analisadas as estratégias desenvolvidas ao nível da mudança planeada so

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34

Wilson, Anine. "The effect of restructuring business units on organisational climate." Diss., 2015. http://hdl.handle.net/10500/19069.

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The purpose of this study was to determine whether organisational restructuring of business units within a South African Fast Moving Consumer Goods company had any effect on the organisational climate of the organisation. An organisational climate survey was used before and after the restructuring over a two-year period. Five manufacturing plants formed part of the study; with four plants undergoing the restructuring (experimental group) and one plant being the control group, where no organisational restructuring took place within the two-year period under review. The total population consist

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35

Pereira, Cátia Maria Correia. "Evolução do contrato psicológico num quadro de mudança organizacional planeada." Master's thesis, 2014. http://hdl.handle.net/10400.14/15147.

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Na sociedade atual, os processos de mudança fazem parte do dia-a-dia das organizações. As mudanças trazem incerteza e imprevisibilidade, o que pode afetar a relação psicossocial entre empresas e colaboradores. Assim, o presente estudo visa compreender de que forma o contrato psicológico – o conjunto de expectativas que um indivíduo tem relativamente à organização (Rousseau, 1995) - evolui perante uma mudança organizacional planeada numa organização, do setor secundário, na zona norte de Portugal na perspetiva dos trabalhadores e de elementos do departamento de recursos humanos. Trata-se de u

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