Cette thèse s'inscrit dans le cadre des recherches réalisées sur l'intervention organisationnelle, et plus particulièrement dans le domaine du bien-être dans les PME. À partir d'une critique sur les interventions en bien-être au travail fondées sur un diagnostic quantitatif, nous proposons une démarche d'intervention systémique qui vise à transformer les situations de travail plutôt qu'à diagnostiquer leurs dysfonctionnements. Cette démarche a été construite à partir des travaux théoriques menés en systémique. Elle a ensuite fait l'objet d'un guide dédié aux intervenants et a été mise en pratique dans cinq PME. Cette finalité pratique s'est doublée d'une volonté de compréhension des processus de changement induits par la démarche. Pour ce faire, cinq interventions ont été menées dans des contextes d'activité variés : secteurs public et privé, activités de service,commerciales et médico-sociales. Les cas ont été suivis d'une démarche d'évaluation, axée sur les représentations, par rapport au changement, des acteurs impliqués. En termes destratégie de recherche, l'étude de cas multiples est apparue comme la plus adaptée pour approfondir notre connaissance des processus de changement ; les résultats issus des premiers cas ont été considérés comme provisoires et nécessitant d'être confrontés à d'autres, dans unelogique itérative. En parallèle, cette stratégie a permis de procéder à un enrichissement continu de la démarche d'intervention proposée. Quatre des cinq entreprises ont mis en oeuvre des transformations des situations de travail. Dans les deux entreprises dites « entrepreneuriales », les changements ont été instaurés avant ou à l'occasion du départ des intervenants. En revanche, dans les structures « réglementaires », il a fallu au minimum cinq mois pour voir apparaître les premières améliorations de l'environnement de travail. Cette temporalité accélérée dans les structures entrepreneuriales s'explique principalement par la stratégie de participation mobilisée : les changements étaient instaurés à l'initiative spontanée des équipes et de l'encadrement, ce qui n'était pas le cas dans les structures réglementaires, où nous avons été confrontés à des freinages décisionnels. Ces résultats permettent de mieux orienter l'action des intervenants en santé au travail, en fonction des milieux dans lesquels ils interviennent. Ils mettent également en avant les intérêts de la démarche d'intervention proposée, ainsi que les futures améliorations à apporter. / This thesis is part of the research on organizational intervention, and more specifically on employee wellbeing in small and medium-sized companies. Starting from a criticism of wellbeing at work interventions based on a quantitative diagnosis, we put forward a systemic intervention method aiming to transform work situations rather than simply diagnose their malfunctions. This method was built from theoretical work based on systems thinking, and was then used as a guide for consultants implemented in five small and medium-sized companies. The purpose was not only practical, as we strived to understand the change processes associated with such a method. We carried out five interventions in various sectors: private or public, service, commercial or medico-social. Each case was then followed by interviews focused on the change representations of the involved parties. In terms of research strategy, a multiple case-study approach seemed best suited to further our knowledge of change processes; the results of the first few cases were deemed temporary and needed checking against other cases, with an iterative logic. This strategy allowed us to further enrich the proposed intervention method in parallel.Four of the five companies involved then initiated changes of work situations. In "entrepreneurial" companies, the changes were implemented before or upon our departure. In "bureaucratic" companies, it took at least five months to see the first improvements of the work environment. The accelerated temporality in entrepreneurial companies is due to the mobilized participation strategy: the changes were implemented at the spontaneous initiative of both the staff and management. This wasn't the case in the bureaucratic companies where we faced slow decision making processes. Those results allow us to better direct theoccupational health practitioners in taking whatever steps they deem necessary, according to the environments in which they operate. The results also emphasize the benefits of the proposed intervention method, and further improvements where necessary.

Outsourcing is a sought out practice within business and, in particular, the U.S. aerospace industry; however, some outsourced firms cannot meet client expectations. The purpose of this single case study was to explore what strategies outsourced firm company leaders use to improve the performance of employees. The sample comprised 4 senior managers employed with a firm that has been producing parts for 109 years for a major aerospace company in Southern California. The conceptual framework for this study built upon systems thinking to identify the structure of the outsourcing and supplier relationship and Herzberg's motivation-hygiene theory to understand work motivation in employee performance of the supplier in the outsourcing relationship. The data were collected through semistructured interviews and company documents. Member checking was completed to strengthen creditability and trustworthiness. Based on the methodological triangulation of the data sources collected, 5 emergent themes were identified after completing the 5 stages of data analysis: the existence of industry pressures, the need for communication, extrinsic motivational factors, organizational commitment, and strategies for employee performance. Findings of this study may provide company managers with performance strategies to support outsourcing relationships and subsequently employment as a social product. The data from this study may contribute to the prosperity of outsourced firms, their employees, their families, the surrounding community, and the local economy.

Ineffective professional development is a longstanding problem in education. Locally, the school district in the study lacked a comprehensive system for evaluating their secondary level professional development programs. The purpose of this case study was to investigate the district's professional development program, specifically examining its perceived strengths and weaknesses. The conceptual framework of the study was systems theory and the adaptive schools reform model. The research questions examined the perceptions of various school personnel on their experiences with the current professional development program at the study district's high school. Individual interviews were conducted with a purposeful sample of 3 teachers, 4 teacher-facilitators, 1 professional development committee member, and 1 school administrator. Interview data were concurrently analyzed using inductive analysis and typologies derived from the literature. The results were used to create a project consisting of a comprehensive policy proposal that provides detailed guidance and procedures for every stage of the school's professional development program cycle. The study project was designed to assist educators, administrators, and school districts in conceptualizing, designing, and implementing professional development programs that are tailored to meet the needs of local educators. This study promotes positive social change through facilitating the development of improved professional development programs that increase teacher quality and student achievement.

This study investigates fluctuations of construction output, and growth of the output in Kenya. Fluctuation and growth of construction activity are matters of concern in construction industries of many countries in the developing as well as in the developed world. The construction industry of Kenya is therefore an exemplifying case for this phenomenon. Construction activity in Kenya fluctuates excessively and grows very slowly. This remains a big challenge to policy makers, developers, consultants and contractors in their decision-making processes. In this study, systems thinking was applied to investigate the problem of excessive fluctuations and stunted growth of construction output in Kenya. The study developed a system dynamics model to simulate the construction output problem behaviour. The historical behaviour of the construction industry was described using construction output data of a 40-year period - from 1964 to 2003. Line graphs of the historical data exhibited profiles that helped to identify the system archetypes operating in the industry. From the profiles, it was deduced that the problem of fluctuations and slow growth of construction output in Kenya is encapsulated in two system archetypes, namely: balancing process with a delay, and limits to growth. The relationship between construction output and its determinant factors from the constru ction industry's environment was investigated using time series regression, which involved autoregressive integrated moving average (ARIMA) regression and multiple regression modelling of the output. On the basis of the historical data analysis and the system archetypes identified, a system dynamics (SD) model was developed to replicate the problem of fluctuations and slow growth in the construction output. The data used to develop the system dynamics model was annual construction output in Kenya from 1964 to 2003. The model was then used: to appraise policy changes suggested by construction industry participants in Kenya, and to project construction output in Kenya from year 2004 to year 2050, in order to establish the expected future fluctuations and growth trends of the construction output. It was observed that three fundamental changes are necessary in the system structure of the construction industry of Kenya, in order to minimize fluctuations and foster growth in construction output in the country, in the long run. The changes are: setting long-term targets of annual construction output in the industry as a whole, incorporating reserve capacity in the production process, and expanding the system st ructure to capture a larger construction market. The study recommends regulation of the response of the construction industry of Kenya to changes in construction demand in the market, and expansion of the construction industry's market into the African region and beyond.

Engineering education reform has been a topic of discussion for the last twenty years. The concern has only intensified in recent years as stakeholders strive to improve quality in engineering education. Today, stakeholders are recognizing that one of the keys to successful engineering education reform is in taking a systems view of higher education. Academic departments within the higher education system are organized around academic disciplines for the purpose of creating, transferring, and applying knowledge in three principal areas: teaching, research and service. This study addresses the need for quality improvement in the engineering higher education system by first completing a literature review in order to identify recurring themes on the issue. A proposed systems view is presented. The thesis builds a case for viewing students as the primary stakeholder based on stakeholder theory concepts. The application of a systems view is then used to identify the impacts of the recurring issues on the identified stakeholders of the system. Recommendations are made to address the system’s issues.

This comparative case study aimed to explore the elements that align with Senge&rsquo / s framework of the Learning Organization, comprised of the disciplines of Personal Mastery, Shared Vision, Mental Models, Team Learning, and Systems Thinking, in the English Language Preparatory Programs of two selected higher education institutions to determine what characteristics of a learning organization they possess. In this study, qualitative case study method was employed. The study was conducted in two organizations, one (Organization A), part of a private Englishmedium university, and the other (Organization B), part of a public Englishmedium university, in Ankara, Turkey. The sample contained seven administrators and twenty-two instructors from Organization A and seventeen instructors and 3 administrators from Organization B. The data collected through semi-structured interviews were analyzed using content analysis technique. The findings revealed that both organizations are evolving towards a learning organization, but have not institutionalized the five disciplines to an ideal state yet. Organization A is doing somewhat better than Organization B as regards the disciplines of Team Learning and Personal Mastery / however, there is no considerable difference between the organizations in terms of the disciplines of Shared Vision, Mental Models and Systems Thinking. Overall, in both organizations there are impediments in terms of the development and achievement of personal visions, learning of individuals and teams, development of a shared vision, surfacing and questioning mental models, and acting from a comprehensive systems approach.

Engineering education reform has been a topic of discussion for the last twenty years. The concern has only intensified in recent years as stakeholders strive to improve quality in engineering education. Today, stakeholders are recognizing that one of the keys to successful engineering education reform is in taking a systems view of higher education. Academic departments within the higher education system are organized around academic disciplines for the purpose of creating, transferring, and applying knowledge in three principal areas: teaching, research and service. This study addresses the need for quality improvement in the engineering higher education system by first completing a literature review in order to identify recurring themes on the issue. A proposed systems view is presented. The thesis builds a case for viewing students as the primary stakeholder based on stakeholder theory concepts. The application of a systems view is then used to identify the impacts of the recurring issues on the identified stakeholders of the system. Recommendations are made to address the system’s issues.

VitalSmarts® Crucial Conversations™ general program theory might be a possible countermeasure addressing organizational culture and communication factors affecting quality and safety. This practice inquiry reports: a VitalSmarts® Crucial Conversations™ general program logic model, a major medical center's Crucial Conversations™ historical implementation program logic model, a clinical exemplar central line associated blood stream infection program logic model; and, findings that describe the fidelity of the major medical center's Crucial Conversations™ historical implementation and clinical exemplar central line associated blood stream infection program logic model to the VitalSmarts® Crucial Conversations™ general program logic model. The results demonstrated there was no fidelity between the major medical center's Crucial Conversations™ program logic model and the VitalSmarts® Crucial Conversations™ general program logic model. The clinical exemplar CLABSI program logic model and VitalSmarts® Crucial Conversations™ general program logic model fidelity differed in intended outcomes. The results might suggest that program adaptability along with program fidelity are factors that influence program strength, and these factors must be uniquely balanced within organizational dynamics to realize intended outcomes. The formative evaluation and program logic model might be a feasible methodology and applicable tool for exploring quality and safety within complex adaptive systems, such as organizational culture, where constraints possibly could exclude more rigorous scientific methodologies until factors are more understood.

Developmental evaluation (Patton, 1994, 2011) is one of the latest approaches to be introduced into evaluation practice. It purports to support the development of social innovation by infusing evaluative thinking through collaboration between program clients and the developmental evaluator (Patton, 2011). In an attempt to build “practical knowledge” (Schwandt, 2008) about this emerging approach, this research seeks to investigate the capacity of developmental evaluation to support innovation. This thesis reports on a case study of the Assessment Pilot Initiative (API) where developmental evaluation was used to support the development of a novel approach to teacher education. Charged with a vision to innovate their own teaching practices and the learning of teacher candidates, the instructors of the case invited a developmental evaluator onboard in a yearlong collaboration. While the instructors, along with the developmental evaluator, were uncertain about the outcome of the initiative or how best to proceed, this engagement resulted in a novel adaptation of microblogging web technology (Twitter) that came to be piloted with a group of teacher candidates. This thesis presents an analysis of the development process and the contributions developmental evaluation made in enabling the development of the API. Such analysis is anchored in the records of the program development, and in the perspectives of the program clients and the developmental evaluator. Analyzing the program development records for developmental moments revealed certain trends and patterns that, when triangulated with interview data from program clients and with reflections from the developmental evaluator, provided intricate insights into how the development came about and of the contributions developmental evaluation made in this case. Development of API proceeded in a highly nonlinear, emergent process through six foci of development. Critical to addressing the uncertainty and complexity that might had otherwise inhibited development, developmental evaluation enabled a data-informed approach that lent a quality of responsiveness to the emergent, evolving nature of the initiative. The developmental evaluator was instrumental in identifying activities that helped make explicit values and assumptions underpinning the initiative and in structuring a learning framework to engage program clients in sense-making. The notion of design emerged from analysis as an important function of developmental evaluation. Implications of the findings are discussed. / Thesis (Master, Education) -- Queen's University, 2011-12-29 18:05:34.631

The goal of this thesis is to understand how the Biomimicry Toolbox (BT), a practical tool for applying biomimicry, currently supports strategic thinking in order to create sustainable solutions. A pragmatic qualitative research approach was used, in which the BT was analysed through the lens of the Five Level Framework (5LF), a tool for planning and analysing in complex systems and the Framework for Strategic Sustainable Development, the application of the 5LF for sustainability endeavours. Interviews were conducted with people experienced with the BT. Results show that the BT has several aspects of strategic thinking. It supports the application of a systems perspective, provides a success goal to move towards and offers tools for a strategic process to follow. The authors conclude that the BT could benefit from including understanding of the patterns and structures of the social system in relation with the earth system. Also, it can benefit from including a section on upstream thinking helping users of the BT consider root causes. Lastly, it could benefit from a strategic approach for evaluating how sustainable solutions are and include a simple and clear prioritisation process. The improvements can make the BT more impactful in supporting societies transition towards sustainability.