The relationship between a college and its founding church changed as the college developed its liberal arts programs and leaders sought to create an independent new culture from the church. Using Clark's organizational saga framework, the purpose of this study was to assess the effects of culture change on this institution. The research questions examined strategies that leaders used to transition the campus to its new reality. A formative, qualitative, process-oriented evaluation was used to collect interview data from 22 institutional leaders and other key stakeholders; data were also collected from institutional documents. The data were then coded and analyzed and themes were developed that led to reported outcomes. The results indicated that the institutional identity of the institution is still in transition and cannot be fully defined until the new culture is firmly established. The results also indicated the importance of strong institutional leadership that is prepared to include stakeholders in implementing and sustaining change. Stakeholders provided the following recommendations to solidify the culture change and the identity: maintain community, receive consistent communication, apply institutional dialogue in decision making, continue momentum and maintain balance, and engage the external community. Social benefits from the study include the students themselves, who benefit from an improved institutional culture that leads to better opportunities for educational engagement. These opportunities increase knowledge retention and produce more productive members of society who better influence societal change after graduation. The results of the study are being reported to campus leadership for their use in the continuing development of campus culture.

The facility under study has had a traditional postpartum and nursery, with different nurses for the mother and baby. A decision was made to change the care model to couplet-care (CC). CC is an evidence-based care model that promotes newborn care at the mother's bedside. Establishing an education and implementation plan is important to the success of the transition. The purpose of this project was to develop an evidence-based education and implementation plan for CC implementation and to provide for staff barriers and pushback to change. The goals of the study were to identify an approach to implement evidence-based practice education that is efficient and sustainable. There is a paucity of literature available that describes how to plan and implement CC. However, Mercer's maternal role attainment provides ample evidence to support the nursing care model of CC. A survey was developed to determine the gaps in current knowledge of couplet-care. The survey was returned by 54% of the 67 staff nurses from the mother-baby unit. and revealed the need for definitions of CC, Family Centered Care, and the need to integrate role-playing into the education plan. Transformation theory is used to identify attitudes and biases to practice change that interfere with implementation. Reflective discussion was built into the education plan to assist with overcoming barriers to practice change. Using an evidence-based program plan for a nursing care model change may ease the transition of other mother-baby units to CC. CC provides an environment that supports healthy newborn attachment and subsequent healthy lifestyle.

In this paper we deduce a prime number theorem for the L-function L(s; AIE=Q() AIF=Q(0)) where and 0 are automorphic cuspidal representations of GLn=E and GLm=F, respectively, with E and F solvable algebraic number elds with a Galois invariance assumption on the representations. Here AIF=Q denotes the automorphic induction functor. We then use the proof of the prime number theorem to compute the n-level correlation function of a product of L-functions dened over cyclic algebraic number elds of prime degree.

This research investigated employees' perceptions as 'recipients' of change. It did so by seeking to understand and represent their views regarding what influences effective change processes. The significance of this research was the focus on employee perceptions and not those of management. It was research conducted at a grass-roots level seeking to provide a voice for those least often heard or asked. The research was conducted using participants from two case study organisations in the local government sector of Western Australia employing approximately 200 staff each. Both organisations were metropolitan and had been experiencing change within their organisations for some time. Within this research it is recognised that the phenomenon of organisational change is by no means new. Since the early 1970s literature has emerged proposing that our world and the world of work, both internally and externally, are about to change. Management books and the history of management and organisational life have been filled for years with issues relating to change. These include changing management practices, new techniques for achieving change and dealing with threats of what nonchange may bring. As the research was seeking to interpret respondents' meaning relating to the phenomenon of organisational change, it was not concerned with quantification, but with understanding the phenomenon from the viewpoint of those experiencing the change. This research was based on the belief that human behaviour, unlike that of physical objects, cannot be understood without reference to the meanings and purposes attached by the human actors to their activities. The ontological assumption of a socially constructed reality underpinned this study. The realities experienced were those as interpreted by employees. The epistemological assumption was that of interpretivism. / The realities experienced by respondents were subjective and, accordingly, the research's findings were literally created as the investigation proceeded. The methodological assumption was of a qualitative framework for understanding how change impacts on employees. Both the researcher and the employees under investigation therefore interacted in the process of meaning construction and clarification. The constructivist paradigm was therefore adopted as it emphasises a qualitative methodological approach. It was supported by theories of symbolic interactionism and phenomenology, which focus on the interpretation of the meaning of the employees' experiences within the phenomenon of organisational change. Grounded theory principles were used within the constructivist paradigm to provide a framework for ensuring that data analysis remained interpretative and that all emergent categories earned their place through the practices of constant comparison, not the preconceptions of the researcher. To further enhance this method, a triangulated approach to data sources and data collection methods for analysis included documentation, change manager interviews, and the primary sources of focus group interviews and individual in-depth interviews with employees. The findings are represented in a model identifying strategic efficiencies, organisational unity, skills and capabilities, humanistic application and relationship maintenance as the major factors as perceived by employees as influencing effective change. It presents both the what and the how of change as perceived by employees; i.e. what needs to be done and how. / The model presented within this research is recognised as a tentative model dependent on further investigation and study. It provides a useful perception of what employees believe would create effective organisational change, and it demands close and careful consideration by strategists and practitioners. The model is unique in its structure and representative in regard to its information source.

Doctor of Philosophy(PhD) / In 1997 Thailand faced an economic crisis, primarily due to a foreign exchange induced recession. At this time of economic crisis, Thailand approached the International Monetary Fund (IMF) for financial assistance. Assistance would be provided only if the Thai Government agreed to reduce public spending, downsize the civil service, change the regulations designed to restrict foreign investment and ownership, and privatise some public enterprises. These requirements had a great impact upon all aspects of Thai society. This study investigates the impact of the imposed changes upon one part of the higher education sector, that of the Rajabhat Institutes. The National Education Act introduced in 1999 was aimed at transforming all sectors of Thai education, provide all Thai people with increased opportunities for access to higher education, and transform Thailand into a learning society. In 2004 the Rajabhat University Act changed the former Rajabhat Institutes into Rajabhat Universities, providing them with greater autonomy, but with greater responsibility for their own futures. This study investigates how these Acts changed policies, processes and practices in the six Rajabhat Universities in Bangkok. The six case studies investigate how these universities have coped with and managed change to meet the challenges of the present and the future. The focus is on policies and practices which have occurred since 2004 and how the Rajabhat Universities planned to meet the challenges of higher educational reform in Thailand, from the viewpoint of the President and Vice Presidents of each university. Analyses reveal that the six Rajabhat Universities were influenced by globalisation, economic, political legal and technologies, which impacted upon their organisational culture and management style. Each of the universities can be considered as a Complex Adaptive System (CAS) in which change occurred in complex and unpredictable ways. The use of dissimilar leadership dimensions and the desire to differentiate their university from the others was found to be a recurring theme.

In this thesis a number of disparate subjects and notions are drawn together in order to move toward a coherent perspective on the notion of an organisation and the way in which organisations may be seen to survive. The contribution of the work and knowledge management in order to produce a 'frame' for the way in which organisational change and survival may be discussed. The assumptions are made that the notions of the learning organisation and knowledge management are subsets of organisational survival. An examination of how these notions have been interpreted in organisations provides the context to which Maturana and Varea's autopoietic theory may be used as a 'frame' for discussion on the nature of organisations. The combination of my experiences in organisations and discussions on the use of autopoietic theory in the organisational context, provide the basis from which I make hypotheses regarding the nature of organisational survival and the way in which organisations may be seen to change over time / Doctor of Philosophy (PhD)

ABSTRACT This thesis explores change in place, and particularly the social tensions that arise from change in peri-urban communities. In this study, a review of relevant literature indicates that rural/urban fringe areas are dynamic places, as pressure for the conversion of rural land uses to rural residential function creates social and economic anxiety. With pressure for change, tensions between people, both inside and outside of the local community become more clearly articulated, as change for some members of the community is an un-welcomed progression. Others, who may have no association with the local community, grasp the opportunity for change, particularly if financial return is the end reward. This study considers various approaches to the analysis of these changes in place and develops a methodology that reveals the social dimension of change, and more particularly the tensions associated with shifting land use patterns and changing demographic characteristics in the peri-urban location of Matangi.

The purpose of the research documented in this thesis is to identify and investigate the organisational design principles that influence change processes in a school context. The study analyses the various design features of the system which impinge on the processes of organisation change. Organisational design for the purpose of this study is defined as the beneficial assembly of organisational components in their proper relationships, a notion derived from studies in the natural order - permaculture (Mollison, 1990). There are four design principles that provide a perspective for the study of salient features that impinge on the processes of organisational change. These four perspectives are - site, social, energy and abstract. This conceptual framework based on a

The publications in this portfolio are focused on issues related to educational innovations and in particular, how improved practice can be encouraged, planned and implemented. It highlights how activist professionals can play key roles in mobilising teachers, academics, communities and education authorities and so engage in the politics of transformation that invokes wider issues of equity and social justice. As members of communities of practice that value respect, reciprocity and collaboration, activist professionals forge an identity that is strategic and tactical and works strongly in the interests of students and the communities in which schools are located. In identifying and promoting better practice, activist professionals are critical of existing structures and in shaping and embracing the challenges that present themselves, they frame the future agendas of schooling and education. This research as an activist professional in both diverse and intersecting communities of practice, has led to the development of a range of benchmarking methodologies as a way of identifying and fostering better professional practice. These methodologies and their associated better practice have the common purpose of reviewing and revitalising teacher professionalism. The research undertaken, its methodologies, findings and application have been intended to contribute to profession-led change / Doctor of Education (Ed. D.)

In this thesis, I explore the implications of integral theory for sustainable development and climate change response. Integral theory seeks to integrate objective and subjective perspectives using a developmental orientation. It addresses issues of subjectivity that have received inadequate attention in mainstream approaches to sustainable development, while also providing theoretical grounding for the developmental aspect of sustainable development. According to integral theory, there are four main epistemological approaches to any problem: behavioural, systemic, psychological and cultural. The first is objective and individual, the second objective and collective, the third subjective and individual and the fourth subjective and collective. Development occurs within each of these realms. To test the value and implications of integral theory for sustainable development, I adopt a case study on climate change response in Australia. I begin the case study by using the four perspectives of integral theory to guide a review of the energy and climate change literature. I follow the literature review with a critical review of Australian energy and greenhouse policy, providing the starting point for development of an integral climate change response. While there is attention to subjectivity in the literature, it is not reflected in Australian policy practices. An objective perspective and an instrumental form of rationality dominate policy. In the literature review, I identify two gaps in the literature that deserve attention. The first is the role of public subsidies in creating the observed cost differential between renewable energy sources and fossil fuel energy. I examine the relative magnitude of subsidies to fossil fuels and renewable energy in the Australian energy and transport sectors and conclude that the distribution of these subsidies distorts the market in favour of fossil fuels, particularly in the transport sector. The second is the application of a developmental perspective to cultural theories of climate policy discourse. I introduce a method called meta-discourse analysis to identify consistencies and relationships across discourse descriptions by different authors and demonstrate that aspects of each discourse can be related developmentally. Drawing on the literature review, policy review and other work, I propose an integral policy response to climate change that could be applied in Australia. The policy response combines participatory integrated assessment, normative futures work, a modified version of the cooperative discourse model for public participation, an evolutionary policy orientation and several methods to promote subjective development. The proposed policy approach should be equally applicable to other sustainable development issues.