In the context of distinctive international business phenomena of global environmental concern i.e., climate change, this dissertation addresses two research questions. Does multinational enterprise (MNE) orientation (global- or regional-orientation) have an influence on the carbon performance of the multinational? Is there any significant home country effect that drives carbon performance? Stakeholders are increasingly watching the green performance of the firms and investors are looking for information of how firms deal with externalities such as carbon emission. Environmental capabilities are increasingly becoming the core competence of a multinational enterprise. This also enables the MNE to be an active entity and play a key role in global environmental governance. Defining carbon performance as the capability of firms to integrate climate change strategy into the overall strategy, this dissertation used resource-based view and institutional theory as the theoretical framework along with the concept of regionalization of firms. We argue that differences in integrating strategy to reduce carbon emission (carbon performance) are related to MNE orientation and home country effect. Using a sample of 324 firm-years drawn from the carbon disclosure project reports 2011, 2012, and 2013, we analyzed the data running a logistic regression. We found that global-oriented MNEs had better carbon performance compared with regional-oriented MNEs (p This result was against the hypothesized relationship. One of the reasons for this result could be projected good image by the firms in environmentally non-sensitive industries because of cost advantage. Lower environmental institutional distance between home and host country of a firm increased the likelihood of its carbon performance regardless of its orientation as global or regional (p

Till följd av dagens dynamiska omvärld ställs allt högre krav på organisationers förmåga att effektivt leda och genomföra organisationsförändringar. Dock är det få organisationer som framgångsrikt förmår genomföra förändringar då de saknar den nödvändiga kunskapen och kompetensen. Om organisationer ska förbättra sina möjligheter att lyckas och uppnå hållbara resultat, krävs det en ökad förståelse för de olika strategierna som kan tillämpas under förändringsprocessen, samt de fördelar och nackdelar dessa inbegriper.   Syftet med studien är att bidra med en mer balanserad belysning av de fördelar och nackdelar som förknippas med den ledningsledda respektive delaktiga förändringsstrategin. Som ett led i detta ska vi analysera Swedbanks val av förändringsstrategi och via kvalitativa intervjuer försöka skapa en ökad förståelse för det undersökta fenomenet.   Studien är av kvalitativ karaktär och empirin består av data från fem intervjuer med anställda i fallföretaget Swedbank som för närvarande genomgår en omfattande omorganisering. Respondenterna utgörs av Swedbanks Senior Advisor och Acting Head of Customer Intelligence, samt en regionchef och två kontorschefer.   Studien har bidragit med en mer balanserad och nyanserad syn på de fördelar och nackdelar som lyfts fram inom teorin beträffande den ledningsledda respektive deltagande förändringsstrategin. Av studien framgår att det finns starka indikatorer på att en syntes av de båda förändringsstrategierna kan vara att föredra under förändringsprocesser. / Background As a result of today's dynamic business environment there is a greater demand on organizations ability to manage and implement organizational changes. However, few organizations are able to successfully implement changes because they lack the knowledge and qualification. If organizations are to increase their chances to succeed and achieve sustainable results, it will require a greater understanding of the different change strategies that can be applied during the process, and the advantages and disadvantages these consist of. Aim The aim of the study is to highlight the advantages and disadvantages associated with management-led and participative change strategies in a more balanced way. To do this, we will analyze Swanbank’s choice of change strategy and through qualitative interviews try to create a better understanding of the studied phenomenon. Methodology This study has a qualitative approach and the empirical data consists of material from five interviews with individuals working at Swedbank, which is currently undergoing a major reorganization. The respondents comprise of Swedbank’s Senior Advisor and Acting Head of Customer Intelligence, and also a regional manager and two office managers. Conclusion The study has provided a more balanced and nuanced view of the advantages and disadvantages highlighted in previous studies concerning the management-led and participative change strategy. The study shows that there are strong indicators that a synthesis of the two change strategies may be preferable for achieving change.

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<p>Menadžment predstavlja jednu od najaktuelnijih oblasti na&scaron;eg doba, mada je, pored svoje važnosti, jo&scaron; uvek nedovoljno istražen, u teorijskom i praktičnom smislu. Na osnovu dosada&scaron;njih istraživanja može se zaključiti da kvalitetan menadžment predstavlja temelj profitabilnog funkcionisanja svakog savremenog poslovnog sistema. Istraživanje, u doktorskoj disertaciji, je imalo za cilj da utvrdi ključne aktivnosti top menadžmenta u preduzećima u Bosni i Hercegovini.&nbsp; Potreba za ovim istraživanjem proizlazi iz neophodnosti utvrđivanja ključnih aktivnosti top menadžmenta, koje su važne za uspe&scaron;no funkcionisanje preduzeća. Na taj način će se obezbediti da top menadžment svoje aktivnosti i napore uvek fokusira u pravom smeru, kao i to da u svakom trenutku bude moguća provera efikasnosti rada top menadžmenta u nekom preduzeću. Ovakvo istraživanje ima dodatni značaj s obzirom na tranzicione uslove u Bosni i Hercegovini.</p> / <p>Management represents the most current area nowdays, although, aside from its immense importance, it has not been researched sufficiently, neither in theory nor in practice. Based upon all the previous research, it is possible to draw the conclusion that high-quality management is the foundation of every contemporaneous profit-oriented business system. The goal of this doctoral dissertation is to determine the essential activities of the top-management within the companies in Bosnia and Herzegovina. This determination will enable the top management to focus their efforts to head in the right direction, in order to be able to evaluate the efficiency of their work. Regarding the fact that Bosnia and Herzegovina is going through the transition period, this type of research gains additional importance.</p>

Approved for public release; distribution in unlimited. / The increasing complexity of political, regulatory, and technological changes confronting many commercial as well as non-profit organizations has made radical organizational change and adaptation a central research issue. Along with these research issues a new awareness with regard to organization-internal existing knowledge and the necessity to exploit and manage this knowledge to the benefits of the organization has been arising as well. In an era of forth-coming new advanced information technologies on a nearly day-to-day basis and the increasing awareness and willingness to incorporate knowledge management strategies, organizational leaders and upper management have been craving increasingly for a beneficial combination of the latter with their efforts to implement changes successfully within their organizations. This thesis will analyze various organizational change strategies in order to provide a clearer understanding of the impact/influence of current IT-solutions exploiting existing knowledge within an organization to the benefits of successful organizational change efforts and strategies. / Lieutenant, German Navy

Submitted by Joana Azevedo (joanad@id.uff.br) on 2017-08-08T18:39:24Z No. of bitstreams: 1 Dissert João Ricardo L Rodrigues.pdf: 2905000 bytes, checksum: 4aab748f6aa03af0ea47c8608f4d35d1 (MD5) / Approved for entry into archive by Biblioteca da Escola de Engenharia (bee@ndc.uff.br) on 2017-09-05T18:18:32Z (GMT) No. of bitstreams: 1 Dissert João Ricardo L Rodrigues.pdf: 2905000 bytes, checksum: 4aab748f6aa03af0ea47c8608f4d35d1 (MD5) / Made available in DSpace on 2017-09-05T18:18:32Z (GMT). No. of bitstreams: 1 Dissert João Ricardo L Rodrigues.pdf: 2905000 bytes, checksum: 4aab748f6aa03af0ea47c8608f4d35d1 (MD5) Previous issue date: 2017-01-18 / A reestruturação e reorganização das organizações privadas vêm ocorrendo com frequência durante as últimas décadas, a literatura indicou que inúmeras organizações pelo mundo têm vindo reformar o seu sistema organizacional. Em 2010, uma filial de uma empresa de prestação de serviços do ramo da construção civil no Rio de Janeiro, se juntou a esta tendência e começou um esforço de reestruturação mais amplo com a contratação de auditores e consultores especializados, que tiveram como finalidades a criação de um projeto de reorganização e sua implantação. Criaram, assim, uma equipe que gerenciaria o processo de mudança organizacional (EGEME), composta por consultores externos e funcionário de diversos níveis, incluindo cargos de liderança. Essa equipe destinava-se a analisar e reestruturar a filial monitorando os resultados, com o intuito de proporcionar maior competitividade, organização e transparência. Este estudo explora as perspectivas dos líderes envolvidos no processo, responsáveis pelo gerenciamento na execução das reformas organizacionais da empresa. A pesquisa utiliza um método misto com estudo de caso avaliativo focado no usuário e pesquisa, para examinar a mudança organizacional, estratégias, processos e resultados percebidos e relacionados com a iniciativa da equipe gestora do processo de mudança organizacional. A integração dos serviços de mudança não foi facilmente conseguida, bem como a sua coordenação e participação dos funcionários. O projeto contribui para a literatura sobre a mudança organizacional e integração dos serviços e sugere áreas para futuras pesquisas. / Restructuring and reorganization of private organizations has frequently occurred in recent decades, and the literature indicated that many organizations around the world have been reforming its organizational system. In 2010, a subsidiary of a civil works services company in Rio de Janeiro joined this trend and started a broader restructuring effort by hiring specialized auditors and consultants, who aim at a reorganization project and its implementation. They created, therefore, a team that would manage the organizational change process (EGEME), consisted of external consultants and staff at various levels, including leadership positions. This team was set to analyze and restructure the subsidiary in order to monitor the results and provide greater competitiveness, organization and transparency. This study explores the perspectives of the leaders involved in the process for managing the implementation of organizational reforms in this company. The research uses a mixed method of evaluative case study focused on the user and to examine organizational change, strategies, perceived processes and results related to the management team initiative of the organizational change process. Integration of change services was not easily achieved, as well as its coordination and participation of employees. The project contributes to the literature on organizational change and integration of services and suggests areas for future research.

The purpose of this study is to explore the effects of scale of change and behaviors of change leadership on employee job psychological stress and employee affective commitment to change, and to explore the job psychological stress in the organizational change strategy and affective commitment to change, whether in relations with intermediary results. Besides, this research also explores the moderating effects of employee positive psychological capital on organizational change strategy. Five hundred and eleven effective surveys were received by employees of Taiwanese banks. The data was analyzed by factor analysis, reliability analysis, using the LISREL model to measure the relationship amongst the constructs. Results showed that organizational change strategy and employee positive psychological capital had significant positively influence on employee affective commitment to change. Furthermore, job psychological stress had a significant negative influence on employee affective commitment to change. The mediating effects of employee job psychological stress towards organizational change strategy can negatively influence employee affective commitment to change. We also found that employee positive psychological capital could moderate the relationship between behaviors of change leadership and affective commitment to change. As a result, it is suggested that by improving psychological factors at work, it is possible to promote employee affective commitment to change as well as positive organization change.

Dagens samhälle präglas av en ständig förändring och utveckling, vilket ställer krav på att skolan ska utvecklas i samma takt som det övriga samhället. Skolan ska vara likvärdig för alla. Hur kan detta försäkras om man inte vet vilka faktorer som påverkar en implementering av pedagogiska modeller? Genom att säkerställa de faktorer som påverkar implementeringen kan också ett bättre resultat uppnås. Därmed blir det troligare att den nya pedagogiska modellen används och blir en del av den dagliga verksamheten. För att möjliggöra en implementering genomförs ett förändringsarbete i organisationen. Vi har genomfört en kvalitativ studie vars syfte är att undersöka vilka faktorer lärare upplever kan påverka implementeringsresultatet av en ny pedagogisk modell i skolan. Undersökningen har genomförts på tre skolor i en kommun i Sverige. Intervjuformen har varit semistrukturerad varav två har hållits i grupp och en enskild. Genom intervjuerna har vi samlat empiri till vår studie. Resultatet visar att det finns många olika faktorer som påverkar, ofta i kombination med varandra, till hur väl en implementering blir. De faktorer som är betydande och har uppkommit i vår undersökning är följande: Relevans, inställning, fördelaktig, lättanvänd, anpassningsbar, coaching, stöttning, tid, delaktighet, system för uppföljning, tydliga resultat, kultur och kommunikation. / Todays society is characterized by a constant change and development, which requires the school to develop at the same rate as the rest of society. The school should be equivalent to everyone. How can this be insured if we do not know which factors that affect the implementation of educational models? By ensuring the factors that affect implementation, better results can be achieved. This makes it more likely that the new educational model is used and becomes part of the everyday work. To make an implementation possible, a change work is carried out in the organization. We have conducted a qualitative study whose purpose is to study which factors teachers experience may affect the implementation of a new educational model in school. The survey has been conducted at three schools in a town in Sweden. The form of the interview has been semi-structured, two of which have been held in groups and one individual. Through the interviews we have acquired empirical evidence for our study. The result show that there are many different factors that affects, often in combination with each other, how well an implementation results in. The factors that are significant and have been made visible in our survey are the following: Relevance, attitude, advantageous, easy-to-use, customizable, coaching, support, time, participation, follow-up systems, clear results, culture and communication.

Within the last decade research on climate change strategies and adaptive capacity emerged as the debate about climate change was intensified with the publishing of the Third Assessment Report by the Intergovernmental Panel on Climate Change in 2001. That companies are facing risks and opportunities is not new and the awareness to address these issues is growing. However, there is still need for research in the field of corporate strategic response to climate change. Recently, research focused on resilience management to address climate change. Resilience management is about being able to experience changes and remain stable getting back into the same situation before the change happen. On the contrary to resilience management adaptive capacity is about the ability to be able to adapt to uncertain and unexpected events on the long term. This includes long-term changes. This work argues that companies should think about their adaptive capacity as climate change induces short and long-term changes. Adding this dimension to the strategic planning companies need to think of how they can improve their adaptive capacity. This work investigates research in both issues adaptive capacity and climate change research and in their relation. Applying a systematic literature review this study conducted 60 references which are examined by a qualitative-quantitative analysis and answers the following questions: What is the current scientific view of adaptive capacity within strategic management literature? What are determinants of adaptive capacity? How can adaptive capacity be linked to climate change strategy and is it even antecedent to climate change strategies? The findings of this research indicate that adaptive capacity and climate change strategies exhibit a link but it cannot be proved whether adaptive capacity is antecedent. Furthermore, the term adaptive capacity is merely discussed within strategic management literature and if it is discussed and examined, several concepts and theories are applied to explain determinants of adaptive capacity. Several concepts such as dynamic capabilities, organizational learning capability, organizational learning, organizational change capacity, flexibility and more could be identified as concepts enhancing adaptive capacity. This works provides an overview of related concepts and theories.

Syftet med avhandlingen är att beskriva, analysera och diskutera vilka organisatoriska och interorganisatoriska förhållanden som har betydelse för mellanchefers möjlighet att driva hållbar verksamhetsutveckling. Avsikten är att studera samspelet mellan organisatoriska och interorganisatoriska förhållanden kopplat till mellanchefers förändringskompetens. Forskningen har skett inom ramen för ett omfattande nationellt FoU-projekt inom vård och omsorg. Projektets syfte var att arbeta med ett hållbart utvecklingsarbete som byggde på en bred delaktighet bland anställda och chefer. Studien är en kvalitativ studie med ett interaktivt förhållningssätt, vilket innebär en ambition att forska med de berörda inom ramen för en gemensam kunskapsbildning. Den interaktiva forskningen strävar efter att vara till praktisk nytta, men framförallt är syftet att bidra till teoriutvecklingen. De datainsamlingsmetoder som använts är arbetsplatsbesök, intervjuer, ”critical incident”-metoden, reflektions-PM (inom ramen för två utbildningar), analysdialog- och reflektionsseminarier, informella samtal samt återföringsträffar. Ett antal gemensamma aktiviteter har anordnats inom ramen för det nationella projektet, vilka även har fungerat som datainsamling och gemensam analys, såsom nationella konferenser, styrgruppsmöten m.m. Avhandlingens resultat visar att mellancheferna inom vård och omsorgssektorn kan ha en strategisk roll i verksamhetsutvecklingen. Avsikten med min forskning har inte varit att generalisera resultaten i traditionell mening, men att visa på mekanismer och förutsättningar för mellancheferna vid organisering av utvecklingsarbetet. De organisatoriska villkoren – i form av ekonomi, ansvar, befogenheter, professionalisering och företagskultur – påverkar starkt mellanchefernas förutsättningar att driva ett utvecklingsarbete. Min forskning visar på intressanta möjligheter för mellancheferna när det gäller att åstadkomma en vertikal och horisontell integrering av utvecklingsarbetet. Det finns exempel på hur mellanchefer kunnat påverka och utnyttja dessa förutsättningar för att skapa ett handlingsutrymme i organisationen för att driva ett utvecklingsarbete. De har använt sig av målstyrning, skapat utrymme för lärande och reflektion samt skapat en organisationskultur som stöder utveckling. De interorganisatoriska förutsättningarna – i form av externt nätverk, forskarstöd och partsamverkan – har varit viktiga för mellancheferna i deras utvecklingsarbete. / The aim of the dissertation is to describe, analyse and discuss those organisational and interorganisational conditions which are of importance for the enablement of middle managers to drive sustainable development in activity areas. The intention is to study the interplay between organisational and inter-organisational conditions coupled to the change competence of the middle managers. The research has been carried out within the framework of an extensive national R&amp;D project within healthcare and caring. The aim of the project was to work with a sustainable development effort which had as its foundation a broad participation between employees and management. The study is a qualitative study with an interactive type of approach, which implies an ambition to carry out research with those affected within the framework of a joint knowledge gathering. The interactive research attempts to be of practical use, but the aim is primarily to contribute to theoretical development. The data collection methods which have been used are visits to the workplaces, interviews, “critical-incident” methods, reflective-PMs (within the framework of two education areas), analytical dialog and reflective seminars, informal conversations and feedback meetings. A number of common activities have been organised within the framework of the national project, which have also functioned as data collection and common analyses, as well as national conferences, steering group meetings etc. The results of the dissertation show that middle managers within the healthcare and caring sector can have a strategic role in the development of this activity area. The intention of my research has not been to generalise the results in the traditional interpretation, but to reveal mechanisms and prerequisites for the middle managers in organising development efforts. The organisational conditions – in the form of economy, responsibility, authority, professionalisation and company culture – strongly affect the prerequisites of the middle manager for driving a development effort. My research demonstrates interesting opportunities for the middle managers concerning achieving a vertical and horizontal integration of the development effort. There are examples of how the middle managers have been able to influence and utilise these prerequisites in order to create room for action in the organisation for driving a development effort. They have availed themselves of goal orientation, created room for learning and reflection and have created an organisational culture that supports development. The inter-organisational prerequisitess – in the form of an external network, research support and collaboration of parties – has been important for the middle managers in their development efforts.