University of Technology, Sydney. Faculty of Engineering. / This research has analysed the economy-wide impacts of carbon tax as a policy option to reduce the rate of growth of carbon-dioxide emissions from the electricity sector in Australia. These impacts are analysed for energy and non energy sectors of the economy. An energy-oriented Input–Output framework, with ‘flexible’ production functions, based on Translog and Cobb-Douglas formulations, is employed for the analysis of various impacts. Further, two alternative conceptions of carbon tax are considered in this research, namely, based on Polluter Pays Principle (PPP) and Shared Responsibility Principle (SRP). In the first instance, the impacts are analysed, for the period 2005–2020, for tax levels of $10 and $20 per tonne of CO2, in a situation of no a-priori limit on CO2 emissions. The analysis shows that CO2 emissions from the electricity sector, when carbon tax is based on PPP, would be 211 and 152 Mt, for tax levels of $10 and $20, respectively (as compared to 250 Mt in the Base Case scenario, that is, the business-as-usual-case). The net economic costs, corresponding with these tax levels, expressed in present value terms, would be $27 and $49 billion, respectively, over the period 2005-2020. These economic costs are equivalent to 0.43 and 0.78 per cent of the estimated GDP of Australia. Further, most of the economic burden, in this instance, would fall on the electricity sector, particularly coal-fired electricity generators – large consumers of direct fossil fuel. On the other hand, in the case of a carbon tax based on SRP, CO2 emissions would be 172 and 116 Mt, for tax levels of $10 and $20, respectively. The corresponding net economic costs would be $47 (0.74 per cent of GDP) and $84 (1.34 per cent of GDP) billion, respectively, with significant burden felt by the commercial sector – large consumers of indirect energy and materials whose production would contribute to CO2 emissions. Next, the impacts are analysed by placing an a-priori limit on CO2 emissions from the electricity sector – equivalent to 108 per cent of the 1990 level (that is, 138 Mt), by the year 2020. Two cases are analysed, namely, early action (carbon tax introduced in 2005) and deferred action (carbon tax introduced in 2010). In the case of early action, the analysis suggests, carbon tax of $25 and $15, based on PPP and SRP, respectively, would be required to achieve the above noted emissions target. The corresponding tax levels in the case of deferred action are $51 and $26, respectively. This research also shows that the net economic costs, in the case of early action, would be $32 billion (for PPP) and $18 billion (for SRP) higher than those in the case of deferred action. However, this research has demonstrated, that this inference is largely due to the selection of particular indicator (that is, present value) and the relatively short time frame (that is, 2005–2020) for analysis. By extending the time frame of the analysis to the year 2040, the case for an early introduction of carbon tax strengthens. Overall, the analysis in this research suggests that an immediate introduction of carbon tax, based on SRP, is the most attractive approach to reduce the rate of growth of CO2 emissions from the electricity sector and to simultaneously meet economic and social objectives. If the decision to introduce such a tax is deferred, it would be rather difficult to achieve not only environmental objectives but economic and social objectives as well.

While many studies have been carried out on organizational culture, leadership, conflict and change, mostly from an instrumentalist perspective, studies have left unanswered the question of how they are related. This thesis employs narrative theory and especially that of Ricoeur together with the social theory of Bourdieu. By considering organization culture (and its sub cultures) as being configured by multiple narratives; leaders as enacting or developing narratives; conflict as the attempt by one or more persons to impose their narratives on others as the correct interpretation of a given situation; and change as the adoption of new narratives it has been possible to impart new understandings to these concepts. Extensions are offered of the narrative theory of Ricoeur and the social theory of Bourdieu (which has strong implications for culture and the operation of power). They are then combined and applied to a narrative presentation of empirical data. This new or extended theory has powerful explanatory value with regard to the relationship between the chosen organisational aspects. Emphasis is given to the dynamic interplay which prevails between the individual (habitus) and the organisation (field).

This thesis examines leadership in universities, in the context of changing times, as community expectations broaden to require not only academic excellence, but also high standards of management accountability. The impact of the volatile higher education environment on current university leaders, and the challenges they face, lies at the heart of the thesis. The demands of this complex environment call for additional personal and professional skills. Primary importance is given to the methods that university leaders are using to deal with the potentially conflicting demands of their academic and professional management roles. The study is conducted in a context where conflicting demands are increasing in the higher education environment, where universities are now more dependent on private sources of income, and are increasingly managed as big businesses in response to developments in their size, complexity and annual budgets. A selective review of the literature highlights the nature of generic business leadership theory. Literature which addresses the higher education environment, universities as organisations, university management structures and university leadership is also reviewed. The primary research was designed to explore ways in which the experience of individuals in the field supports the view of the literature with respect to changes in university leadership. In addition, it was designed to provide new information from the interviewees, with respect to the challenges of their roles and the skills they employ to deal with the issues that confront them. Eighteen interviews were conducted with university executives and other higher education experts. A thematic review of the interview data and a further theoretical analysis, using the concept of dilemma reconciliation, revealed a broader and deeper picture of issues of higher education leadership, through first hand accounts. Eleven dilemmas confronting contemporary university leaders emerged from the analysis of the interview transcripts. They generally relate to the transformation of universities from fully funded public institutions to largely privately funded institutions; a change which has forced them to act as commercial, competitive enterprises, while subjected to ever-increasing scrutiny of their professional management standards. Some approaches being taken by the interviewees to reconcile their management dilemmas are noted. The conclusion of the dissertation provides additional comment with respect to the key dilemma, that of changing university fund sources concurrent with an increase in public scrutiny and demands for business rigour; the steps that will be required to bring this dilemma closer to reconciliation, and the role university leaders will play in that reconciliation. The results of this study indicate that, whilst the process of reconciliation of this dilemma is progressing, that progress appears to be in reaction to and as a result of the demanding higher education environment, with the necessary leadership skills being developed in response to the pressures being experienced. In future, a more planned, systematic approach to the inclusion of appropriate skills in university leaders could see a stronger development of the management professionalism which is increasingly necessary in contemporary universities.

Thesis (M.Ed.)--University of Hong Kong, 1987. / Includes bibliographical references (leaf 158-171). Also available in print.

Thesis (M.A.)--Emmanuel School of Religion, 2004. / Vita. Includes bibliographical references (leaves [69]-72).

The importance of the role of the midwife in providing safe, quality care for women has until recently, been underrated in Victoria, Australia. Acknowledgement of the need for midwife-led models of care in state maternity service policies provided opportunities for midwives to become recognised within the healthcare system and the wider community. This professional doctorate aims to examine the ways in which the role of the midwife and her practice has been impacted on by organisational renovations of midwifery care. It identifies the complexity of the factors that affect the midwife’s ability or choice to work in midwife-led models of care. Furthermore this doctorate highlights the need for ongoing debate into midwifery in Australia. Concepts related to midwifery practice are examined as they form the foundations for the research and policy components of the portfolio. This includes an exploration of midwifery philosophy, the antecedents to autonomous practice and the experience midwives have of midwife-led care. An examination of the concepts of continuity of care and woman-centred care provides a platform upon which to review models of midwifery care. This review highlights the development of an ongoing relationship as a source of satisfaction for midwives and women. The second part of the doctorate reviews policies that guide the provision of maternity services in Victoria. Analysis of these policies using Kingdon’s multiple streams framework identifies the problems, the political actors and the policy developed, establishing the context for organisational change in maternity care. The antecedents for successful integration of organisational change are explored through a review of change theory and leadership. A case study approach utilised for the research component of the doctorate provides insights into organisational change that occurred at two maternity sites in Victoria. The findings of the study suggest there was a dichotomy between those midwives desiring autonomous practice and wanting to work in midwife-led care and those wishing to remain in one specialised area. Recommendations stemming from these findings include the need for sufficient education and support during change, a review of terminology used to describe midwifery models of care and research into the use of integrated maternity units. Complexity science is examined in order to bring the different strands of the doctorate together, providing an explanation for the different outcomes that occur despite the implementation of similar models. The connective leadership model was suggested as the means to provide leadership that is inclusive of providing direction, mentoring new leaders and providing support and opportunities for midwives to become empowered to practice autonomously. Attention to the complexity of organisational change is vital to ensure the future of midwifery.

As information systems become more complex it is infeasible for a non-expert to understand how the information system has evolved. Accurate models of these systems and the changes occurring to them are required for interpreters to understand, reason over, and learn from evolution of these systems. Ontologies purport to model the semantics of the domain encapsulated in the system. Existing approaches to using ontologies do not capture the rationale for change but instead focus on the direct differences between one version of a model and the subsequent version. Some changes to ontologies are caused by a larger context or goal that is temporally separated from each specific change to the ontology. Current approaches to supporting change in ontologies are insufficient for reasoning over changes and allow changes that lead to inconsistent ontologies. / In this thesis we examine the existing approaches and their limitations and present a four-level classification system for models representing change. We address the shortcomings in current techniques by introducing a new approach, augmenting ontologies with operations for capturing and representing change. In this approach changes are represented as a series of connected, related and non-sequential smaller changes. The new approach improves on existing approaches by capturing root causes of change, by representing causal relationships between changes linking temporally disconnected changes to a root cause and by preventing inconsistencies in the evolution of the ontology. The new approach also explicitly links changes in an ontology to the motivating real-world changes. We present an abstract machine that defines the execution of operations on ontologies. A case study is then used to explain the new approach and to demonstrate how it improves on existing ways of supporting change in ontologies. The new approach is an important step towards providing ontologies with the capacity to go beyond representing an aspect of a domain to include ways in which that representation can change.

Thesis (M.Ed.)--North-West University, Vaal Triangle Campus, 2004.

Inaug.-Diss.--Göttingen. / Lebenslauf.

Thesis (Ph. D.)--Ohio State University, 1974. / Includes bibliographical references (leaves 176-178). Available online via OhioLINK's ETD Center.