The Patient Protection and Affordable Care Act (PPACA) of 2010 requires hospital systems in the United States to shift the culture of patient care from a focus on sick-care to a focus on prevention and wellness care. Little is known about how hospital systems will make this culture shift while retaining quality patient care. The purpose of this case study of a pioneering hospital-based PPACA-compliant initiative was to answer the research question of how Wallace's revitalization movement theory (RMT) "a rapid culture change model"could serve as a transferable evaluation framework for PPACA prevention and wellness care compliance in hospital-based programs. Kingdon's policy streams theory provided a conceptual framework. Data analysis included iterative, thematic coding of interviews with 3 primary stakeholders responsible for developing the policy, planning, and program implementation strategies of the Center for Total Health (CTH). Nineteen extensive primary source documents were included in the analysis as well. Findings supported the utility of the RMT structure and definitions in the identification of culture change dynamics in CTH. Additionally, this structure served as a scaffolding for grouping individual and institutional rapid culture change dynamics into stages that could be evaluated in terms of PPACA compliance. These stages effectively identified a Kingdon policy window in which PPACA mandates could be expected to result in culture change in multiple streams of public policy development, not only in wellness and sickness prevention, but also in local, state, and national health cost-saving initiatives in food-as-medicine, community identity, public health support networks. It could also reduce chronic disease and the rising institutional care delivery costs.

xiv, 143 p. / The amplified effects of climate change in the Arctic are well known and, according to many commentators, endanger Inuit cultural integrity. However, the specific connections between climate change and cultural change are understudied. This thesis explores the relationship between climatic shifts and culture in the Inuit community of Salluit, Quebec, Canada. Although residents of Salluit are acutely aware of climate change in their region and have developed causal explanations for the phenomenon, most Salluit residents do not characterize climate change as a threat to Inuit culture. Instead, they highlight the damaging impacts of globalization and internal colonialism as a more serious problem. This counter-narrative suggests that focusing narrowly on climate change can obscure the broader and more immediate challenges facing Inuit communities. Such a realization demonstrates the need for researchers to locate climate change within a matrix of non-climatic challenges in order to mitigate threats to indigenous cultures. / Committee in charge: Susan W. Hardwick, Chairperson; Alexander B. Murphy, Chairperson; Michael Hibbard, Member

The original Yukpa are an indigenous community who have inhabited the lands of the Sierra de Perij a (mountain range of Perij a) in Venezuela since prehistoric times. The sovereignty of the Yukpa on their ancestral territories was protected from non-indigenous people until the arrival of Spanish Capuchin missionaries during the seventeenth century. The presence of the Capuchin missionaries furthered the entrance of non-indigenous people, who explored the area and discovered the fertility of the soil and a rich variety of natural resources. In the 1930s, ranch owners started the progressive occupation of Yukpas' ancestral lands, taking advantage of the Venezuelan government's indi erence to indigenous communities. The Yukpa started to resist the ranch owners. In retaliation, ranch owners responded with violence to intimidate and expel the Yukpa from what they claimed to be their property. The Yukpa have also been harassed by insurgent Colombian groups and drug dealers, who nd the Sierra de Perij a an ideal place to cultivate marijuana and opium poppy owers. To avoid the violence in the Sierra de Perij a, a signi cant number of Yukpa moved during the eighties to the city of Maracaibo in northwestern Venezuela. These displaced Yukpa have settled in lots located in the vicinities of the Hospital General del Sur, in Maracaibo, where they continue to live. For many indigenous communities, land and culture are interdependent. Land represents for many indigenous people their origin and continuity. Some authors claim that the forced displacement to areas distinct from their place of origin may disrupt the continuity of traditions which are the essence of their culture (Maybury-Lewis 2001:31; UNESCO 2009:207). This study examines ethnographically the Yukpa settled in Maracaibo in order to identify the extent to which the involuntary displacement from their ancestral territories has a ected their autochthonous land-based culture. Furthermore, this study provides a biographic pro le of the Yukpa settled in Maracaibo along with a discussion of their current needs, and some recommendations for further studies / Anthropology and Archaeology / M.A. (Anthropology)

The purpose of this paper is to analyze the changes in the political culture within the economic globalization arena which impact and promote institutional transformations. These changes affect the design of new institutional arrangements by the learning of new  surrounding  demands. Departing from the view that the theories of political culture change seek to explainthe institutional change, 1conclude that the institutional culturallearning is a rational solution to the difflculties in predicting the future effects of the institutional arrangements of the institutional reform. Therefore, the study of the culture change and  the congruence with the institutional transformations suggests that the institutional culture can be created and transformed to adapt it to the new conditions of the economic globalization processes. / Este trabajo se propone analizar los cambios en la cultura política, en el escenario dela globalización económica, que impactan y promueven transformaciones en las ins­ tituciones y organizaciones. Estos cambios y transformaciones inciden  en el diseño de nuevos arreglos institucionales mediante un aprendizaje institucional para adap­ tarse a las nuevas demandas del entorno.A partir del supuesto de que las teorías del cambio de cultura política tratan de explicar el cambio institucional, se avanza como conclusión que el aprendizaje cultu­ ral institucional es una solución racional ante la dificultad para predecir los efectos futuros de los arreglos institucionales en la reforma institucional. Por lo tanto, el estudio del cambio cultural y su congruencia con las transformaciones institucional y organizacional implica el análisis que sugiere que la cultura institucional puede crearse y transformarse para adaptarse a las nuevas condiciones de los procesos de globalización económica.

When integrating sustainability, companies are often overlooking the changes needed in their organisational culture. This hinders organisations’ core business to efficiently embed sustainability and dooms corporate sustainability initiatives to be superficial. A possible solution is for organisations to develop a sustainability- oriented organisational culture that engages employees with the sustainability change and that develops a leadership supportive of the engagement of their employees. As a result, this thesis aims at exploring how organisations can change their organisational culture in order to fully integrate sustainability by engaging employees and managers. Specifically, it studies how employee engagement can contribute to transforming organizational cultures to fully embed sustainability. Additionally, this paper analyses how managers can support employee engagement with sustainability. The thesis conducts a literature review to set the theoretical foundations; it further resorts to semi-structured interviews and document analysis conducted in a Swedish public company, which has begun to integrate sustainability into its culture. The study finds that organisations’ cultures are being changed at the artifact levels and, partially, at the values and beliefs level of their cultures. Additionally, the thesis establishes that organisations are failing to create the conditions for employee engagement. It finally shows that leadership in companies is not efficiently supporting the engagement of employees to integrate sustainability into their culture.

Diplomová práce se zabývá organizační kulturou společnosti STORRA s.r.o., identifikuje její slabé a silné stránky na základě zvoleného modelu, a navrhuje vhodná řešení pro podporu změny organizační kultury s ohledem na dlouhodobé strategické cíle společnosti.

Diplomová práce se zabývá organizační kulturou konkrétní společnosti Macco Organiques, s.r.o., identifikuje její slabé stránky a s ohledem na dlouhodobé strategické cíle firmy navrhuje vhodnou změnu organizační kultury. Jako první jsou určeny cíle výzkumu, následují hypotézy a metodologie užitá v práci. Teoretická východiska organizační kultury jsou zmíněny v části druhé spolu s oblastmi vztahujícími se k obchodním strategiím společností. Třetí část představuje zjištění, výsledky výzkumu a verifikuje/falzifikuje stanovené hypotézy. Dále jsou uvedeny doporučení pro společnost.

The master´s thesis deals with organizational culture and its effect on efficiency of HVM Plasma, s.r.o. Written inquiry, interview and documents kontent analysis were used to determine the present state of organization culture. The target was to design necessary steps which should provide areas of organizational culture.

An organization’s culture is constantly changing as the organization goes through new challenges and growth. The evolution of the culture will occur naturally, however, it can also be managed and steered in the direction desired by the leaders in the organization. When managing culture change, the leadership is essential for the changes to be established and embedded in the organization. This leadership can take many forms and constellations, and finding a suitable one can be essential. This thesis is an inductive case study aiming to investigate what benefits a shared leadership constellation can entail for the leaders in the organization, what the attitudes towards the constellation are, and how the culture better can be managed by changing to said constellation. The case study is conducted at a manufacturing company in Enköping which has recently expanded its operations significantly. Through this, the culture has not kept up with the changes in the organizations, leading to a vaguely defined culture and plenty of subcultures. The results are found from combining organizational culture theory and leadership theory focusing on shared leadership. The findings suggest that there is potential for the implementation of a shared leadership constellation to both be beneficial for the group of managers and the culture change work that is to be implemented. / En organisations kultur förändras ständigt när organisationen går igenom tillväxt och nya utmaningar. Utvecklingen av kulturen kan ske naturligt, men den kan också hanteras och styras i den riktning som anges av ledarna i organisationen. När man hanterar kulturförändringar är ledarskapet essentiellt för att förändringarna ska etableras och förankras i organisationen som avsett. Detta ledarskap kan anta många olika former och konstellationer, och att hitta rätt form kan vara väsentligt för att den avsedda kulturen ska uppnås. Det här examensarbetet är en induktiv fallstudie som syftar till att undersöka vilka fördelar en delad ledarskapskonstellation kan innebära för ledarna i organisationen, hur attityden mot konstellationen är och hur kulturen bättre kan hanteras genom att byta till denna konstellation. Fallstudien är gjord på ett tillverkande företag i Enköping som nyligen utökat sin verksamhet avsevärt. Genom detta har kulturen inte skalats upp i takt med förändringarna i organisationen, vilket lett till en vagt definierad kultur och ett flertal subkulturer. Resultaten har uppnåtts genom att kombinera organisationskulturteori och ledarskapsteori med fokus på delat ledarskap. Resultaten tyder på att det finns potential för implementeringen av en delad ledarskapskonstellation att både vara till nytta för chefsgruppen, såväl som det kulturförändringsarbete som ska genomföras.

Recently digital transformation has become imperative that organizations must embrace to cope with today’s digital world’s new demands. Previous research has been investigating the opportunities provided by digital transformation but still, there is a gap when it comes to digital transformation challenges. This thesis addresses the main challenges faced by restaurants during their digital transformation journey. A qualitative research method with semi-structured interviews has been used to investigate digital transformation challenges in the restaurant industry in the following countries: Sweden, Sri Lanka, Australia, and Korea. Our findings show that restaurants mostly face a lack of resources, culture change, and lack of knowledge. This study has a double contribution. On the one hand, this thesis provides practitioners with the main challenges restaurants face during their digital transformation journey, on the other hand, this study provides literature to fill the gap that exists in digital transformation challenges.