This paper is the executive summary of the portfolio of the author toward the award of Engineering Doctorate of the Warwick University. The title of the portfolio is the same as the title of this paper, which serves as a tool to integrate the works of the author in the whole portfolio. There are ten other papers in the portfolio besides this one. The development and implementation of the author's model of Strategic Change Management (SCM) in a power supply manufacturing company in Hong Kong leading to Agility (AG) is presented in the paper. SCM developed by the author is a comprehensive and practical model that a company can use to improve various aspects of its business. The author has demonstrated this in the areas of Total Quality Management and IS09000 implementation, technology innovation, supply chain management, renovation of information systems, etc. Three mini research projects are included in the portfolio, including the development of a What-if prototype to tackle a common problem in manufacturing resources planning, the design of power supply products for mass customization, and an empirical study on the factor structures and correlations of employee job satisfaction (SAT), organisation excellence (EX) and agility (AG). The SCM model starts with creating the culture for change, which the author sees as the role for the top management of the organisation. The author presents his experience to create such culture when he was parachuted into his organisation as the chief executive. The second step of SCM is analysing the system. A comprehensive qualitative analysis of the economical, social and cultural environment of the company as well as the market forces is given. The step that follows is the implementation of changes, which is a cycle of setting priority, organising, performance measurement, rewarding winners and reinforcement. Practical approaches to tackle the changes in various stages of the cycle are presented. SCM has helped in transforming the company toward agility, and the stage of agility is named Agility Chain by the author. The result of such transformation is also evaluated from the angles of operations performance, financial performance, stock price appreciation, and the change in market perception. The empirical study of employees perception on SAT, EX and AG indicates strong correlations among the three factor structures, and also indicates that the company is moving toward agility under the author's strategic change management.

The UK housebuilding industry faces the challenge of meeting demands for higher quality and greater choice with a construction process that has not changed for many years and a diminishing pool of skilled labour. The situation is exacerbated by the difficulties of finding sufficient land for development. This has led to a strategic bias amongst housebuilding companies towards land acquisition and asset turnover which results in a lack of customer focus. The sector is therefore vulnerable to new entrants with new technologies and more professional customer care practices. These circumstances present an opportunity for a UK housebuilder to develop competitive advantage by pursuing a strategy of innovation leadership. Such a strategy has proved successful in other sectors such as the automotive industry. This thesis analyses industry trends and lessons from best practice to shape a new competition framework for the UK housebuilding industry of the future. This suggests that research and development, product design, process and project management, relationships with customers, quality and innovation will be of growing strategic importance. Techniques such as the Balanced Scorecard, Strategy Mapping and Technology Roadmapping can help firms to explore options and formulate strategies to compete effectively in changing competitive environments. These tools have been employed to create a strategy for a major UK housebuilding company, balanced across four perspectives: financial; customer; internal business processes; learning and growth. This strategy has been implemented principally through the launch of three new businesses that have stimulated change within the core housebuilding business. Progress has been made in enhancing the company's value proposition downstream of its core business and in improving quality and efficiency through the introduction of off-site manufacturing into upstream operations. Early results suggest that innovation leadership can be an effective strategy for a UK housebuilder but progressive culture change across the industry is a key driver for long-term success.

This central question addressed by this thesis is how and to what extent firms in a mature industry can pursue a corporate growth strategy through sequential mergers and acquisitions of competitors by influencing the outcome of competition authority enquiries to their benefit. First, by either ensuring that mergers and acquisitions are not referred to the competition authorities at all or second, if they are referred, that they transact subsequently with minimal requirement for adverse remedies. The UK alcoholic beverages industry was examined in detail over the period 1969 2006 during which time there were 40 significant mergers and acquisitions, 26 of which were proposed in the UK the remaining 14 being cross-border deals in the US and/or Europe. Each of these transactions produced a rich array of quantitative and qualitative data. Discriminant analysis, a technique that has not traditionally been used in competition policy issues was applied to this data. The findings of the discriminant analysis were then tested using two case studies that examined i. the emergence of Scottish & Newcastle, the smallest of the national brewers in 1969, as the largest UK brewer and one of the largest brewers in Europe and ii. the emergence of Diageo, formed by the merger of Grand Metropolitan and Guinness in 1997 as the dominant global spirits producer with a wide portfolio of leading brands in Scotch whisky, gin, vodka and liqueurs. Both case studies combined a descriptive analysis ofthe long tenn impact of the anti-trust enquiries that shaped the two respective segments of the industry and short term event analysis' surrounding the specific mergers that created the leading firm in each industry. The case studies suggest that these two firms did influence the competition policy process to their advantage and, moreover, that this was an essential and deliberate component oftheir corporate strategy. The analysis reveals that firms were able to maximise their chances of success in furthering their growth strategy through mergers and acquisitions by i merging with and or acquiring firms in markets where they had no previous dominant share, ii exploiting the political landscape, iii pursuing 'agreed' rather than 'hostile' bids and iv presenting 'upfront' competition remedies before or during the referral process. Collectively, the analysis reveals that over a period of 35 years the UK alcoholic beverages industry was transformed from a fragmented national industry into one that is now dominated by two firms in their respective segments of international spirits and UK brewing. The success of Scottish & Newcastle and Diageo in achieving their merger and acquisition goals depended heavily on their ability to repeatedly and successfully interact with competition authorities. At the same time their major UK competitors, Allied Domecq, Bass and Whitbread were less successful at the key stages in their history in pursuing mergers and acquisitions. This led, within a matter of years to all those firms either exiting the alcoholic beverages industry completely or being subsumed into other firms.

Today, flexibility is widely concemed as the key capability an organisation should possess due to the fast change of business and technology environment (Haeckel 1999; Golden and Powell 2000). Business is fundamentally concerned with and driven by changes. It requires flexibility to quickly respond to new conditions, to absorb sudden shocks and to accommodate diversity and heterogeneity. All of these demands, in turn, feed through to the computer-systems that modem organisations rely upon (CBDi Forum 2001). The attainment of information system flexibility is becoming an essential requirement for the business (Golden and Powell 2000; Behrsin et al 1994). Despite ITAS has been developed to achieve great flexibility and functionality in order to provide more agile and more effective solution for the businesses, it is also Widely subject to criticism for its inflexibility and rigidity (Allen and Boynton 1991; Avison et al 1995; Davenport 2000). This research addresses the IS flexibility issue and studies "how organisations adapt their ISs/ESs to accommodate ongoing business changes" A model of tactical ES adaptation for ongoing business changes has been developed from three organisations' ES post-implementation experience. This model depicts a complicated decision making process for ES adaptation to support ongoing business changes and attain flexibility. It demonstrates the dynamic relationship among emerging business needs, adaptation tactics, adaptation activities, performance and resource measurement, and risk evaluation.

Labour market flexibility is an issue that has been much debated but remains controversial. It is argued in this thesis that the lack of theoretical and empirical clarity which has impeded the study of flexibility has resulted from two main deficiencies. The first is that although the public sector has been identified as a major site of flexible forms of labour, the systematic study of this phenomenon has been largely absent. The second is that flexibility as a concept has obscured forms of employment relations that are distinct. One aim of this thesis was therefore to refocus the theoretical debates by drawing together a number of literatures that have so far remained discrete. This analysis provided the basis for a clearer empirical study by identifying the relationship between restructuring public sector employment, specifically in social services and schools, and one aspect of labour market flexibility: temporary labour. A review of previous research indicated that temporary work is likely to affect women, minority ethnic groups and young workers to a greater extent than the wider population. The literature also highlighted the statistical and managerial bias in the debates and in doing so indicated the need for new perspectives and methods to be adopted to further an understanding of issues that surround flexibility. The research for this thesis therefore examined temporary labour in the public sector from the perspective of employers, workers and trade unions in two case study local authorities and LEAs using qualitative methods. By adopting this approach the research data indicated that employers' conflicting motivations to use temporary labour are exacerbated by decentralised management functions. Personalised and arbitrary management associated with devolved powers highlighted a number of characteristics associated with temporary employment contracts. The central feature was the enhanced power imbalance in favour of employers created by the insecurity inherent in this form of employment, which resulted in forms of control that were gendered and racialised. The experience of temporary workers reflected these findings and emphasised the vulnerability of their situation. The trade union position on temporary work was however ambivalent, displaying a combination of responses even within branches of the same union, raising serious questions for trade union democracy.

This is a study of the working men's club movement from its foundation in 1862 until its silver jubilee in 1912. The structure of the study is as follows:- INTRODUCTION: The basic themes addressed in the study are set out and the method of investigation is discussed. CHAPTER 1: This chapter reviews key themes in the development of the club and the notion of 'clubbability' through a critical overview of the role of the club in British society from the late seventeenth century until the mid nineteenth century. Among issues given particular attention are the role of political factionalism in developing the club, the exclusive character of membership and the strong but not unchallenged stress upon the "maleness" of clubbability. CHAPTER 2: This chapter evaluated the first twenty years of the working men's club movement. It is shown that the club emerged as a product of the rational leisure movement and the specific influences which shaped the early years of the movement are discussed. This section also sets out the basic features of the club and discusses the ideology of paternalism which dominated the movement until the early 80's. CHAPTER 3: This section examines the development of the movement after the "revolt" of the early 80's which democratised the Unions. Clubs were now run by as well as for working men. It is also argued that despite this break in organisational structure there was a strong degree of continuity in the ideological concerns of the two eras of the movement. In particular there was a great deal of agreement regarding the ideals which club membership ought to set before the working man. It is also argued in this section that the club movement had to monitor its progress carefully in order tat its character as a national movement would be maintained. The following three chapters discuss crucial aspects of the internal life of the clubs. The aspects selected not only affected the evolution of particular clubs but also shaped the character and public imange of the club movement. CHAPTER 4: The issues raised by the supply of intoxicants in the majority of clubs are discussed in this chapter. It is argued that while the income generated by the sale of excisables produced a valuable source of revenue for the clubs which helped to assure its development the introduction of drink also had less beneficial consequences. In particular the club became reviled as a "menace to sobriety" and concerted attempts were made, led by the licensed trade and tho temperance movement, to place the clubs under legislative control. The history of that campaign is discussed and the role of drink in club life evaluated. CHAPTER 5: Educational work carried out in the club provides the focus of this chapter. It is argued that despite much criticism club education was more extensive and valuable than has been recognised. Moreover the ideology of citizenship which inspired much of that educational work has to be understood if the character of the club movement is to be appreciated. CHAPTER 6: The facilities developed for the amusement of the members are discussed. It is shown that clubs developed a varied and extensive programme of entertainments. The debate in the movement regarding the quality of club provision is also evaluated. CONCLUSIONS: The main themes examined are reviewed. It is noted that in objective terms the movement had made great progress from the humble beginnings of 1862. However it is also noted that there was some debate about the extent to which the ideals of clubbability had been realised.

This paper is the executive summary for the research project 'Re-Engineering the New Product Introduction Process.' The project is made up of a number of portfolio submissions describing differing areas of the research. The key reason for the research was to identify a way in which a case study company could radically improve its time to market for new products by improving the process followed. An action research methodology was employed and project team used to aid the development and validation of the process and supporting tools. The result of the work was a proceduralised process for the introduction of new products, Coupled with detailed supporting tools and techniques. This paper summarises the details of the new process and describes the supporting projects. The levels of validation and implementation for all tile projects are also described as these were at differing levels of implementation within the case study organisation.

This report summarizes the contents in Submissions 1-4 and divides them into 7 chapters. These are introduction, literature review, methodology, the system dynamics model, the balanced scorecard, multiple regression models, and forecasting models. As this report mainly focuses on the assessment of manufacturing competitiveness in China, findings on the balanced scorecard for manufacturing competitiveness and various key econometric models are discussed in greater detail. On the other hand, the system dynamics model providing support to the development of the balanced scorecard is presented in brief in this report; please refer to Submission 4 for further details if necessary. Furthermore, this report highlights the main innovation and originality of this study. A two-stage analysis methodology as a novel and original approach to examine the formulation of manufacturing strategy is discussed. The value and significance of this study, in terms of the literature, the manufacturing industry, and the author’s company - TTI, are also explained. A concluding chapter is given in the end.

This thesis is a study of contemporary labour relations in Cyprus and is based on seven case studies: three from the hotel, two from the banking and two from the construction industries. The case studies involved particular medium and large size firms and focused on specific workplaces but some generalisations and projections are also made concerning broader tendencies in the corresponding sectors. Labour relations are approached holistically, examining both the context and the content of labour power utilisation as well as its broader impact and significance on society as a whole. The thesis focuses on employment practices and work organisation but also includes within its analytic frame, the institutional and political factors involved, management and trade unionism. The workplace is approached as a site of power relations whereby social identities and divisions occur and authority is both established and contested. Thus labour and trade union organisation is examined at the workplace level and analysed from the workers' perspective, taking into account the experience of hierarchies and resistance, and the experience of cooperation and conflict. The study is located in a nationally specific context, situating the contemporary state of labour relations in Cyprus in the historical course of development and local particular conditions of the island. The colonial legacy, the ethnic conflict and the division of the country and the rapidity of modernisation have impacted substantially on both the industrial relations and the class structure of the society. On the other hand, international forces, trends and phenomena in the era of globalisation such as flexibility in and the deregulation of the labour market, increased capital and labour flows, neo-liberal discourses and trade union decline constitute the broader coordinates of the labour process. These facts and schemata are both examined in the light of empirical data from Cyprus and used to explore and explain issues of contemporary labour organisation and class composition. Theoretically and politically the thesis is situated within a general Marxian framework that is informed both by the conflict school of industrial relations and the tradition of class composition studies. Workers' resistance and class conflict, the means through which class is being composed, is seen not only as a political by-product of the labour process but ontologically at its centre and conceptually at its heart. Thus the thesis also includes references to and can be used in broader discussions in and of the Left and concludes with a characterisation of the challenges and the prospects of the labour and trade union movement in Cyprus.

This thesis explores how boundaries can be changed during a merger. Change literature has generally assumed boundaries are an unproblematic aspect of organisation life; readily definable and easily changed. Evidence from the emerging field of boundary theory suggest otherwise with boundaries seen as socially constructed, complex and ever-shifting. The thesis adopts an action-orientated methodology, drawing from three sources of theory building; existing theory, fieldwork and from practice. Defining boundaries as any difference between groups, the thesis categorises boundaries as physical, behavioural and cognitive and uncovers specific tensions that are unique to each boundary category and which require specific management interventions to resolve. Developing these insights, the action research study, a five-year process of merging two hospitals, explored how boundaries changed in practice, showing how boundary salience was influenced by two sets of interrelated strategies. One set drove integration and the other set drove separation. The thesis concludes with five theoretical insights into boundary change. Principal among these is the insight that boundary change can only come about when the boundary tensions are reduced and when the strategies supporting integration are dominant. The thesis contributes to the theoretical understanding of boundaries and M&A integration but also to the practising manager by providing a framework for the analysis of boundaries and the determination of actions that reduce tensions and create the appropriate environment for effective boundary change.