Thesis (Ph. D.)--University of Hong Kong, 2007. / Title proper from title frame. Also available in printed format.

published_or_final_version / abstract / Politics and Public Administration / Doctoral / Doctor of Philosophy

Syftet med denna fallstudie är att undersöka och bidra med ökad förståelse hur medarbetare uppfattar medbestämmande i förändringsprocsser i en offentlig verksamhet.  Frågeställningar: Hur uppfattas medbestämmande av medarbetarna? Hur påverkas medarbetarnas medbestämmande i förändringsprocesser? Slutsats: Medarbetarnas påverkan, delaktighet och involvering i förändringsprocessen har stor betydelse för framtida förändringar i den offentliga verksamheten. Det skulle generera till bättre effektivitet i verksamheten och till mer engagerade och nöjda medarbetare.

<p><p>The ability to deal with change gains in importance due to the fast moving environment. The current crisis reveals that it is not sufficient for companies to react. They need to be prepared and implement change continuously. The significance of Change Management is justified as the competence to deal with change can be considered decisive for gaining competitive advantage. Organizations need to change in order to sustain.</p><p>Several theories and concepts exist to increase an organization's efficiency in terms of handling changes. The theoretical framework is settled on four issues within Change Management: change, drivers for change, implementation and roles in an organization. It is of prior importance to identify the nature of the specific change as well as the driving forces for it.</p><p>By this, information for the implementation process is provided. We present strategies for implementing and also steps or ingredients which have to be unconditionally considered. We try to point out some facilitators for implementation such as organizational learning.</p><p>We finally describe four key roles that are  influencing implementation of change. However, we especially focus on leaders and employees and compare top-down and bottom-up implementation.</p><p>We proceed with the same basis of four parts to analyze the discussions we led with change agents.</p><p>Finally we propose key factors we believe that organizations need to lead a change process successfully.</p></p>

The ability to deal with change gains in importance due to the fast moving environment. The current crisis reveals that it is not sufficient for companies to react. They need to be prepared and implement change continuously. The significance of Change Management is justified as the competence to deal with change can be considered decisive for gaining competitive advantage. Organizations need to change in order to sustain. Several theories and concepts exist to increase an organization's efficiency in terms of handling changes. The theoretical framework is settled on four issues within Change Management: change, drivers for change, implementation and roles in an organization. It is of prior importance to identify the nature of the specific change as well as the driving forces for it. By this, information for the implementation process is provided. We present strategies for implementing and also steps or ingredients which have to be unconditionally considered. We try to point out some facilitators for implementation such as organizational learning. We finally describe four key roles that are  influencing implementation of change. However, we especially focus on leaders and employees and compare top-down and bottom-up implementation. We proceed with the same basis of four parts to analyze the discussions we led with change agents. Finally we propose key factors we believe that organizations need to lead a change process successfully.