This study investigates the implementation phase of reorganization. Although determination of reorganization success or failure is a rather intractable problem, this study sheds light on this issue by performing a structured study of the U.S. Government Accountability Office (GAO) reports to answer the question, what do GAO reports say about the implementation of federal agency reorganization? More specifically this study explores what portion of reorganization plans are implemented, what are both expected and unexpected costs, and what issues occurred during the implementation process. GAO reports on reorganization are used as a data source to gather information on a number of implementations of varying sizes. Content analysis is the tool to be used to extract data over a large number of implementations. This study provides a more nuanced view of implementation by evaluating a number of reorganization implementations as a data set. As Destler (1981a) said, 'For reorganization, as for any other change, implementation is the bottom line. Without it, the whole exercise is show and symbolism' (p. 155)Findings of this study reinforce observations on reorganization and implementation by many scholars. The results of the content analysis show the precepts of classical organization theory still influence implementation of reorganization. Economy and efficiency were found to be motivations in a large majority of reorganizations. This study also showed the primacy of personnel issues in implementation, especially when implementation resulted in a net loss of personnel. The desire to avoid layoffs combined with reduction in force procedures exacerbated uncertainty in implementation. Neither the implementation schedule nor the resulting workforce was completely under agency control in many cases. Finally, this study showed the conflict between advocates of less government and advocates of reinventing government was evidenced in reorganization implementation. / Ph. D.

This dissertation explores strategic planning in federal agencies. The research seeks to uncover difficulties federal agencies experience when making strategic plans, to explore the relationship between these difficulties and the degree of publicness of the agencies, and to uncover and describe techniques used by federal agencies to overcome difficulties. The research is important because strategic planning has gained renewed interest in federal government organizations stimulated by the Government Performance and Results Act of 1993 and there are few empirical studies on strategic planning based on the public character of these organizations. The results present the difficulties and techniques reported by planners in eighteen separate federal agencies and show a relationship between the degree of publicness of the agency and the difficulties encountered in strategic planning. / Ph. D.

The U.S. federal government spends millions of taxpayer dollars to implement the federal enterprise architecture framework (FEAF). This qualitative multiple case study extracted successful FEAF implementation strategies used by agencies in the Washington, DC, metropolitan area. The population for this study included 10 information technology (IT) planners in 3 federal agencies. Data were collected from semistructured interviews and triangulated in comparison to 33 public documents. General system theory was used as a conceptual framework for the study, and data analysis included reviews of the academic literature, thematic analysis, and member checking to identify themes and codes related to successful aspects of the strategies collected. Key themes emerging from data analysis included critical leadership support for implementation, organizational culture, practices for maintaining an accurate organizational history, and means to maintain this knowledge. Based on the findings, the implications of this study for positive social change include efficient, effective, and reliable government services for U.S. citizens and a significant reduction in IT spending in federal agencies. In turn, the results may result in effective federal services and effective use of taxpayer money.

abstract: This dissertation examines the performance of various federal departments on the success of their integration of personnel based on race and gender. It determines if there are variations in the success rate and explores the reasons for the variations based on the literature review and data analysis. The data used are federal employee data compiled by the U.S. Office of Personnel Management, Merit System Protection Board, and the Equal Employment Opportunity Commission through use of personnel surveys from 1979 through 2002 and annual reports. The study uses a cross-sectional model to test whether women and minorities in General Schedule grades 13 -15 have benefited from the implementation of Affirmative Action policy in their prospective agency over time. The effect of department size and affirmative action on the success rate of women and minorities was observed. The data shows that women at the GS 13 -15 grades have made significant gains in their participation rates at all of the departments within the study from 1979 - 2002. The gains made by minorities at the GS 13 -15 grades were not at the same rate as women. In several departments, the participation rates were either flat or decreased. The regression model showed that there is a linear relationship between the success of women and the success of minorities at the GS 13 -15 grade levels within federal departments. / Dissertation/Thesis / Ph.D. Public Administration 2011

The Civil Rights Act was enacted more than 5 decades ago, and its provisions forbade discrimination on the basis of race in hiring, promoting, and firing. Yet some researchers argue that racial discrimination issues are still prevalent in the United States. They contend that modern racial discrimination is more covert and takes the form of racial microaggressions, which are subtle conscious or unconscious insults and derogatory attitudes directed towards minorities. Researchers have not fully addressed the prevalence of racial microaggressions in U.S. workplaces, however. The purpose of this qualitative phenomenological study was to explore the lived experiences of naturalized African-Americans regarding racial microaggressions in U.S. federal agencies. The research problem was examined through the lens of critical race theory. Ten participants from the Social Security Administration were selected using snowball sampling. Data were collected through semi structured phone interviews and then examined using thematic content analysis to identity key concepts and develop a coding structure, from which 9 themes emerged. Findings revealed that participants experienced racial microaggressions in the form of bias, prejudice, false assumptions, nepotism, favoritism, and unfair denial of opportunities for promotion and professional development while at work, which affected their morale and productivity. This study may contribute to positive social change by helping leaders of U.S. federal agencies to understand their multicultural and diverse workforce and work environment. U.S. government officials could also use this study as a basis for policy decisions that may improve racial relations in U.S. federal agencies.