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Relevant bibliographies by topics / Workplace Change / Dissertations / Theses

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Dissertations / Theses on the topic 'Workplace Change'

Author: Grafiati

Published: 4 June 2021

Last updated: 29 January 2023

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1

Li, Yan 1975. "Mapping workplace and organizational change." Thesis, Massachusetts Institute of Technology, 2002. http://hdl.handle.net/1721.1/68383.

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Thesis (S.M.)--Massachusetts Institute of Technology, Dept. of Architecture, 2002.<br>Pages 99-100 blank.<br>Includes bibliographical references (p. 93-97).<br>The current condition of global economy is evolving out of the ascendance of information technologies and the associated increase in the mobility and liquidity of capital. These phenomena have further propelled a corresponding change of previously national economic actors participating more actively in a complex global market. The complexities involved at different scales entail a new type of organizational structure and conceptual mode

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2

Giles, Glenn. "Workplace change and award restructuring /." Title page, contents and abstract only, 1998. http://web4.library.adelaide.edu.au/theses/09ARM/09armg472.pdf.

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3

Venkatesh, Rashmi 1973. "Developing spatial strategies for workplace change." Thesis, Massachusetts Institute of Technology, 1999. http://hdl.handle.net/1721.1/9501.

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Thesis (S.M.)--Massachusetts Institute of Technology, Dept. of Architecture, 1999.<br>Includes bibliographical references (p. 133-135).<br>This thesis lays out a framework to address issues of uncertainty and constant change facing organizations in today's unstable and turbulent business world. The framework structures the complex process of workplace change and sets up a mechanism by which an inquiry into the existing nature of work practice drives the process of change. Framing the process of inquiry in the context of workplace change, the thesis develops methods and techniques of evaluation

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4

Jones, Sandra, and mikewood@deakin edu au. "The relationship between workplace reform and workplace participation." Deakin University. Bowater school of management and marketing, 2000. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050825.091140.

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This thesis sought to advance understanding of the politics of workplace reform, explaining the respective roles of management and employees and how they relate. The literature on workplace reform usually argues that reform is predicated on greater workforce participation in managerial decisions. More specifically, different approaches to workplace reform can be aligned to different forms of participation. Thus quality management can be associated with direct forms of participation, institutional workplace reform may depend on representative forms, and best practice may require a combination o

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5

Belland, John. "Workplace flexibility at Skeena Cellulose, managing the change." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ59422.pdf.

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6

Miller, Marisa Jean. "Inclusion and Assimilation: Including Change in the Workplace." PDXScholar, 2018. https://pdxscholar.library.pdx.edu/open_access_etds/4539.

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Organizational assimilation is an ongoing and dynamic relationship between organization and individual member, where employees learn the expected norms of the organization and feel that they are able to attempt to make a change to the organization. Organizational members rely on social interactions within the organization to acquire the necessary knowledge they need to perform their roles, as well as support to attempt changes within the organization. This study proposes that feelings of inclusion, or the perception that an employee both belongs to and is unique within an organization, may be

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7

Agostino, Joseph, and jag@fmrecycling com au. "Workplace identity." Swinburne University of Technology. Australian Graduate School of Entrepreneurship, 2004. http://adt.lib.swin.edu.au./public/adt-VSWT20050805.134042.

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There have been a limited number of studies carried out on employee workplace identity. There have been many studies carried out on organizational change; however, they have been carried out mostly from an instrumentalist perspective where the topic of organizational change has been treated in isolation from other aspects of organization. The question of how a relationship exists between employee workplace identity and organizational change has been left unanswered. This thesis applies narrative theory as a conceptual bridge across identity and change. By considering how employees derive a sen

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8

Nober, Michelle. "The effects of workplace restructuring on job satisfaction." University of the Western Cape, 2014. http://hdl.handle.net/11394/4727.

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Masters in Public Administration - MPA<br>This study has been conducted before when the company in question underwent a restructuring (name change) but did not threaten the loss of jobs. This study is being conducted again because another restructuring has taken place over the period of 2011/2012 and involved the retrenchment of employees nationally. The company represented in the study is one of the largest cleaning companies in South Africa and has a very broad and influential client base. They are in high demand in the cleaning industry and have positively impacted many companies and organ

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9

Poynter, Gavin. "Change in workplace relations : the UK in the 1980s." Thesis, University of Kent, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.315096.

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10

Wikberg-Nilsson, Åsa. "Rethinking designing : collaborative probing of work and workplace change." Doctoral thesis, Luleå tekniska universitet, Innovation och Design, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-25742.

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The objective of the research presented in this thesis was to explore human experiences as ground for work and workplace design. The aim was to develop pragmatic tools and guidelines for work and workplace design based on a reflective design tradition. The study was undertaken between 2008-2010 in a research project called the ‘Future Factory’, which can be characterized as an experiment in change-by-design. The project background was a number of reports on young people opting out of industrial work and women being in the minority within the Swedish industry sector. Therefore, in this project

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11

Costard, Jano. "Coping with Change in Markets, the Workplace and Communities." Doctoral thesis, Humboldt-Universität zu Berlin, 2017. http://dx.doi.org/10.18452/18174.

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Die vorliegende Arbeit analysiert Wandel in Märkten, am Arbeitsplatz und in Gemeinschaften. Es wird gezeigt, dass Firmen, die bisher erfolgreich und technisch überlegen waren, scheitern können, wenn neue Märkte entstehen. Dabei wird das Paradox aufgelöst, dass Firmen auch scheitern können, wenn die technische Überlegenheit ebenfalls auf die neuen Märkte zutrifft. Auf Basis eines erweiterten Modells aus dem Bereich der Industrieökonomik werden ein cannibalization effect und organizational diseconomies of scope als mögliche Gründe für ein Scheitern identifiziert. Fallstudien zu den Unternehm

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12

Packery, Ronalda. "Change management and communication: factors influencing the successful communication of change at a workplace." Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/1009.

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Thesis submitted in fulfilment of the requirements for the degree Master of Technology: Business Administration in the Faculty of Business and Management Sciences at the Cape Peninsula University of Technology<br>Change management and communication have been studied by researchers in the past. In this case the researcher identified the need to investigate specific factors influencing the successful communication of change at a workplace. The organisation used in this study recently experienced a range of changes and was the perfect case for the study. The paper deals with the communication of

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Lonti, Zsuzsanna. "The impact of work characteristics and technological change on the adoption of workplace practices in government workplaces." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp02/NQ53770.pdf.

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14

Mealor, Tony UNSW. "Catalysts, Continuity and Change: Workplace Restructuring in the Chemical Industry." Awarded by:University of New South Wales, 1999. http://handle.unsw.edu.au/1959.4/17030.

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The thesis describes and analyses a long-term transformative change program conducted at ICI (Australia) Botany Site between the years 1987 - 1997. The change program is unusual in that, after a massive and destructive confrontation between management and the unions, a new collaborative approach to change was developed which led to significant organisational renewal. Change interventions developed in the program have diffused through Australian industry over the decade. The program is analysed within the framework of a theoretical model which describes a path taken towards achieving a capable

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Celnar, Christine. "Personality and justice predictors of workplace resistance to organizational change." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0021/MQ47993.pdf.

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Wagner, Wendy Maxine. "Psychological preparation for major challenge and change in the workplace." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ59491.pdf.

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17

Jenkins, Sarah Louise. "Gendering workplace change : an analysis of women in six organisations." Thesis, Northumbria University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.268167.

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18

Struwig, Anton. "Commitment as a factor to facilitate change in the workplace." Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/50298.

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Thesis (MBA)--Stellenbosch University, 2005.<br>ENGLISH ABSTRACT: Today's economy demands that organisations' continually change the way they do business. The agility and efficiency with which organisations can implement change are vital in ensuring their continued competitiveness. Unfortunately, people's fear of the unknown results in a natural propensity to resist change. This presents significant challenges that management must overcome in order to implement desired changes to improve organisational efficiencies and overall stakeholder value. This study investigates the importance of

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19

Schliemann, Désirée. "The workplace as a setting to encourage dietary behaviour change." Thesis, Queen's University Belfast, 2017. https://pure.qub.ac.uk/portal/en/theses/the-workplace-as-a-setting-to-encourage-dietary-behaviour-change(ae4f8ff2-adcd-4fd5-a296-f725b0cd3353).html.

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Evidence suggests that the workplace is a potentially effective setting for interventions to reach a large number of people from different professions and socio-demographic backgrounds and promote dietary behaviour change. As businesses are likely to benefit from healthier staff, employers are recognising the potential that supporting staff in leading healthier lifestyles may have and are becoming increasingly supportive of workplace wellbeing programmes. However, most evidence on behaviour change in the workplace comes from interventions addressing multiple health behaviours, making it diffic

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20

Becker, Karen Louise. "Unlearning in the workplace : a mixed methods study." Thesis, Queensland University of Technology, 2007. https://eprints.qut.edu.au/16574/1/Karen_Louise_Becker_Thesis.pdf.

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Contemporary organisations face a raft of challenges in coping with competing demands and rapidly changing environments. With these demands and changes comes the need for those within the organisation to be adequately skilled to meet these challenges both now and into the future. There is a growing concern that the rate of change is such that learning will not be sufficient and that individuals will need to be skilled in unlearning or letting go of past practice and behaviour. This research investigated individual unlearning as it applies in the workplace, and enabled the development of

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Becker, Karen Louise. "Unlearning in the workplace : a mixed methods study." Queensland University of Technology, 2007. http://eprints.qut.edu.au/16574/.

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Contemporary organisations face a raft of challenges in coping with competing demands and rapidly changing environments. With these demands and changes comes the need for those within the organisation to be adequately skilled to meet these challenges both now and into the future. There is a growing concern that the rate of change is such that learning will not be sufficient and that individuals will need to be skilled in unlearning or letting go of past practice and behaviour. This research investigated individual unlearning as it applies in the workplace, and enabled the development of a p

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Thomson, Pamela. "The gendered effects of workplace change in the Canadian garment industry." Thesis, University of Newcastle Upon Tyne, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.242374.

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23

Kazi, A. "Promoting physical activity in the workplace : a stage of change approach." Thesis, Loughborough University, 2013. https://dspace.lboro.ac.uk/2134/13404.

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Regular physical activity is associated with improved physiological and psychological wellbeing, by reducing the risk of chronic illnesses such as cardiovascular disease, cancer, obesity, diabetes, osteoporosis and depression. There is a common perception that physical activity levels in the population are declining, and one of the biggest changes affecting this is occupational based activity. Since adults spend on average over 50% of their waking hours at work, work sites have the potential to be an important setting for health promotion initiatives. Cognitions and behaviours are key causal f

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24

Cheney, Alan B. (Alan Bruce). "Critical Expectations of Workers Undergoing a Major Change in the Workplace." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc330706/.

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In an effort to determine whether job satisfaction and expectations in a group of workers undergoing major change in the workplace differ from groups of workers not undergoing major change, data were collected from three groups of workers at the operator level in a major U.S. electronics manufacturing company. Two of the groups were not undergoing a major work redesign and served as control groups. A group undergoing the early stages of a major work redesign, characterized primarily by their formation into a self-managed work team, served as the experimental group. The experimental group and o

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Gursoy, Serkan. "Information Technology, Workplace Organization And The Case Of Sisecam." Master's thesis, METU, 2003. http://etd.lib.metu.edu.tr/upload/1171446/index.pdf.

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This study examines the relations among information technology (IT), workplace organization and the demand for skilled labor. Recently, demand for skilled labor has relatively increased. One of the causes of this great increase is skill- biased technical change. Firms that are intensive users of IT tend to adopt a complementary set of organizational practices that include: decentralization of decision authority and a greater reliance on skill and human capital. I have explored the affects of IT on skill and organizational architecture of firm by using a detailed data which was collected from t

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Weidenstedt, Linda. "A Sociology of Empowerment : The Relevance of Communicative Contexts for Workplace Change." Doctoral thesis, Stockholms universitet, Sociologiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-146521.

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Empowerment has been a popular concept in management and leadership practice and research for more than forty years. The intentions behind empowerment at the workplace are positive: empowered employees should experience a greater degree of influence, decision-making latitude, and meaningfulness. This is achieved through transfers of power, such as increases in autonomy and responsibility. Although empowerment efforts have often been shown to successfully result in empowered and highly involved employees, there has also been research that shows the opposite: the so-called paradox of empowerment

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27

Muller, Catherina Elizabeth. "Nurse led change to influence HIV and AIDS workplace policy / C.E. Muller." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4641.

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Globally, nurses' contribution to informed health policy decisions is limited, as there are many barriers to Nurse led change to successfully influence the HIV and AIDS policy process. In South Africa nurses at all levels of health care are not involved or consulted during the formulation of the HIV and AIDS workplace policy. This has led to concern about the absence of nurses at the policy table. This study forms part of a larger international study programme entitled: “Strengthening Nurses’ Capacity in HIV and AIDS Policy Development in Sub–Saharan Africa and the Caribbean”. This programme o

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Warren, Kathryn Lloyd. "Agents of change| A new role for learners in online workplace training." Thesis, Capella University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3625946.

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<p> Workplace training design has evolved from a task-based systems framework managed by the designer, to a collaborative process of problem-solving that includes stakeholders across the enterprise. Collaborative design models address persistent problems, such as cost efficiency, requirements that change late in development, and aggressive timetables, but perceptions of training effectiveness continue to be pessimistic. Given the substantial role of employees in making training effective, by transferring what they learn to their day-to-day responsibilities, this study proposed an emergent desi

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Duffy, Patrick. "The skilled compositor : change, cooperation and conflict in the workplace 1850-1914." Thesis, Manchester Metropolitan University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.242136.

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Fisher, Michael. "Limits to the managerial state : negotiating workplace change in the civil service." Thesis, University of Newcastle Upon Tyne, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.270801.

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31

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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Jongens, Christina. "To what extent do the different social environments in Cape Town and Johannesburg influence the organisational culture of The Company in those places and how does this impact on the ways that black African managers navigate borders and negotiate identity in the workplace." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/11822.

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Includes bibliographical references (p. 80-85).<br>This dissertation attempts to give a better understanding of how the different social environments in Cape Town and Johannesburg influence organisational culture at The Company and how this impacts on the ways that black African managers navigate borders and negotiate identity in the workplace. The hypothesis of this study is that race and 'laid-backness' are key differentiating factors between The Company in Cape Town and in Johannesburg. This is a descriptive case study that mixes both quantitative and qualitative methods of data collecting

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Mazile, One. "Labour market and spatial mismatch in Cape Town." Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/8948.

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Includes bibliographical references (leaves 53-54).<br>The paper undertakes to research a spatial and skills mismatch in the city of Cape Town. The argument is that industry is moving towards the north of the city and away from areas of the south east. This physically displaces low and semi-skilled employees or potential employees who work or seek work in these firms. Areas of the south east are typically inhabited by low and semi-skilled workers who are forced to seek work away from where they live. This is because their areas are economically inactive and do not offer much prospects for deve

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Naidu, Claudia. "Spatial mismatch in Cape Town : business location and the impacts on workers." Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/8955.

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Includes bibliographical references (leaves 66-69).<br>The south east and cape flats regions of Cape Town is home to abundant supplies of cheap and available unskilled labour. With the awareness that Cape Town may be slowly following the developmental path of Johannesburg and many other cities of the world, as decentralization, suburbanization, and the overall processes of economic 'tertiarisation' and urban transformation encompass the entire structure and culture of the city, we wonder about how the cities unskilled workforces are faring. Development has focused on the north of the city whil

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Ribeiro, Marisa Ferreira. "An evaluation of skills development in a sample of metal and engineering firms in Gauteng." Master's thesis, University of Cape Town, 2009. http://hdl.handle.net/11427/11541.

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Includes abstract.<br>Includes bibliographical references (leaves 121-127).<br>The metal and engineering industry is one of the most significant contributors to South Africa’s manufacturing employment and economic performance. In recent times though debate regarding the industry has centered on reported critical skills shortages, alluding to decreased employment and performance. Studies confirmed that skills shortages at artisan, technical, engineering and management levels existed with artisans representing the most critical skills shortage in the industry. This study evaluates the nature and

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Zimba, Machilu. "Design houses in the Cape Town clothing value chain of production." Master's thesis, University of Cape Town, 2008. http://hdl.handle.net/11427/8115.

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Includes abstract.<br>Includes bibliographical references (leaves 79-81).<br>This exploratory study aimed to investigate the role that design houses play in the Cape Town clothing value chain of production. Semi-structured interviews were conducted with key informants, buyers in clothing retail companies, heads of design rooms in design houses, and homeworkers. Findings reveal that design houses act as intermediaries between retailers and clothing manufacturers or between retailers and homeworkers. In their latter role design houses are forging links between the informal and formal clothing ec

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Sayers, Roslyn, and roslyn sayers@rmit edu au. "Australia's Changing Workplace: A Generational Perspective." RMIT University. Economics, Finance and Marketing, 2006. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20070122.102821.

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This research investigates generational differences in Australian workers. In particular it focuses on changing trends and influences in the workplace and how different generations view and deal with these changes. The study focuses on Baby Boomers (born 1945-1963), Generation X (born 1964-1977) and Generation Y (born 1978 - 1994) across four industry sectors: Corporate, Education, Government and Not for Profit. The Australian workforce currently consists of four generations - all having distinct characteristics, working styles, needs and expectations. These differences pose chal

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Rosenfield, Adam (Adam Isaac). "Driving change : how workplace benefits can nudge solo car commuters toward sustainable modes." Thesis, Massachusetts Institute of Technology, 2018. http://hdl.handle.net/1721.1/117826.

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Thesis: M.C.P., Massachusetts Institute of Technology, Department of Urban Studies and Planning, 2018.<br>Thesis: S.M. in Transportation, Massachusetts Institute of Technology, Department of Civil and Environmental Engineering, 2018.<br>This electronic version was submitted by the student author. The certified thesis is available in the Institute Archives and Special Collections.<br>Cataloged student-submitted from PDF version of thesis.<br>Includes bibliographical references (pages 223-229).<br>This thesis investigates the role that employer benefits can play in encouraging commuters to use

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Weller, Stephen Adrian. "A study of organisational justice and participative workplace change in Australian higher education." Thesis, full-text, 2009. https://vuir.vu.edu.au/2028/.

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This thesis explores employee participation in the management of workplace change through an organisational justice framework within the context of the Australian Higher Education (HE) sector. The thesis examines the extent to which the Australian HE sector makes provisions for participative workplace change, the extent to which participants within the sector perceive participative workplace change as providing fairness, and practices that can facilitate and foster participative workplace change. The provisions for participative workplace change are examined through a longitudinal study of en

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Weller, Stephen Adrian. "A study of organisational justice and participative workplace change in Australian higher education." full-text, 2009. http://eprints.vu.edu.au/2028/1/weller.pdf.

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This thesis explores employee participation in the management of workplace change through an organisational justice framework within the context of the Australian Higher Education (HE) sector. The thesis examines the extent to which the Australian HE sector makes provisions for participative workplace change, the extent to which participants within the sector perceive participative workplace change as providing fairness, and practices that can facilitate and foster participative workplace change. The provisions for participative workplace change are examined through a longitudinal study of ent

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Miller, Virginia L. "The effects of teachers' workplace experiences on their beliefs about teacher role in curriculum and instructional change /." free to MU campus, to others for purchase, 2000. http://wwwlib.umi.com/cr/mo/fullcit?p9998497.

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

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Schmuttermaier, John R. (John Richard) 1958. "A qualitative study of commitment in the workplace during a period of radical change." Monash University, School of Humanities, Communications and Social Sciences, 2002. http://arrow.monash.edu.au/hdl/1959.1/8211.

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Inalhan, Goksenin. "The role of place attachment on employees' resistance to change in workplace accommodation projects." Thesis, University of Reading, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.485373.

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Wuest, Michael. "Corrective justice : staff dishonesty as a response to perceived unfair change in the workplace." Thesis, University of Leicester, 2017. http://hdl.handle.net/2381/39721.

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A core issue in criminology is to examine why humans engage in dishonest acts. The subject of this study is an examination of a situational motivation to offend which is detached from opportunity, thus having a focus on intrinsic situational offender motivation. This study hypothesises that employees who perceive their employer of treating staff unfairly hold more tolerant attitudes towards staff dishonesty. Consequently, this hypothesis implies that staff dishonesty can become an employee’s perceived justified means to even the score against an employer who is perceived of acting unfairly, wh

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Schmid, Yvonne [Verfasser], and Michael [Akademischer Betreuer] Dowling. "How Technologies Will Change the Workplace of the Future / Yvonne Schmid ; Betreuer: Michael Dowling." Regensburg : Universitätsbibliothek Regensburg, 2020. http://d-nb.info/1225121450/34.

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Selmanovic, Erik. "Implementing and managing a digital change: : A case study of how three different Swedish office-based organizations are managing a change to a Digital Workplace." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-41084.

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Change within organizations is something that happens every day. Lately, more and more continuous digital changes are occurring that all need good management. If an organization implement too many digital changes without the right management during the implementation and following the implementation, it may cause more problems than what is gained. The question is, do you manage a digital change as you manage an “ordinary” change? To find out how managers are leading digital change, a study of how one of the current digital changes, the digital workplace, has been completed to see how the imple

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Katz, Evie, and e. katz@latrobe edu au. "The anthropology of a workplace: the Victorian Land Titles Office." La Trobe University. School of Social Sciences, 1996. http://www.lib.latrobe.edu.au./thesis/public/adt-LTU20070309.104743.

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This thesis uses a cultural perspective to explore the working life of employees in a government office during the 1980s. During that period three significant changes took place - in the promotion system, in management recruitment and policies, and in the introduction of computer technology. In comparing and contrasting these changes with past practices, we gain an understanding of the relationship between organisational culture and organisational change.

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Richardson, Sandra Kay. "Think-Assess-Design: a Model for Redesigning Traditional Organizations Into Empowered Work Environments." Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc278686/.

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"Think-Assess-Design" is a model for guiding traditional organizations through the steps necessary to redesign themselves into a more empowered, team-based work environment. Three broad steps—think, assess, and design—provided the framework for organizational change in this case study.

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Allaway, Brian Moore. "Exploration of culture and change in the Scottish Fire Service : the effect of masculine identifications." Thesis, University of Edinburgh, 2010. http://hdl.handle.net/1842/7577.

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Abstract:

This study examines the organisational culture of the Scottish Fire Service, and the political pressures for change emanating from the modernisation agenda of both the United Kingdom and Scottish Governments. Having completed a preliminary analysis of the Fire Service‟s culture, by examining the cultural history of the Scottish Fire Service and the process through which individuals are socialised into the Service, the study analyses the contemporary culture of the Service through research in three Scottish Fire Brigades. This research concludes that there is a clearly defined Fire Service cult

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