<p>This paper aims to study the Armenakis´ theory of <em>readiness,</em> "are they ready?", which consists of five key components affecting the outcome of an organizational change. In this case study, the intention is to investigate if any component is important; alternatively if it is possible to discern a pattern between components, i.e. how they correspond to each other.</p><p> During the past 30 years have a research group lead by Armenakis has studied organizational change and how resistance to change can be avoided by preparing employees in the introductory phase of change. The main object for Armenakis is the question "what determines whether the employees (change recipients) adopt and support, or reject and resist a change". The theory of readiness, "are they ready?", deals with five key components or five issues that define which questions change recipients want answers to when an organization implements a change. Through this knowledge, leaders – change agents – can design a change message that responds to the issues of change, regarding what the recipient is faced with in an organizational change. This in turn creates a feeling of readiness which makes a change more likely to be successful.</p><p> In this case study of the company IKEA Örebro, there was a change of routines at the beginning of 2008 and now the management experiences a problem, as the change did not have the desired result. In this paper, through a qualitative study based on interviews with eleven respondents from IKEA Örebro, we examine how come this came to be the case. Relevant literature, previous research and the model <em>institutionalizing change</em> provide a comprehensive understanding of the theoretical reference frame, in which the focus of the theory and the study's problems question is based on readiness and the five key components: <em>discrepancy, appropriateness, efficacy, principal support </em>and <em>personal valence.</em></p><p><em> </em>The study's purpose is to contribute to increased understanding of what kind of information change recipients want to obtain in a organizational change, and which component or components that is important. In the study we aim to investigate if there is a relationship pattern between the components in the current company of the case study.</p><p> In the study, we came to the conclusion that the lacks of change message components among respondents was most likely contributing to the unsuccessful outcome of the change. The diversity in the respondents´ answers regarding which components are important, shows that the complex nature of the individual, cannot support the grounds that the individual component is more important than any other. Overall, the result shows that four components emerged as important for the respondents at IKEA Örebro. The respondents´ answers did not point out that if they received one or some of the components, they would at a later stage also see relevance in the latter. That is, a relationship could not be identified or substantiated.</p>

This paper aims to study the Armenakis´ theory of readiness, "are they ready?", which consists of five key components affecting the outcome of an organizational change. In this case study, the intention is to investigate if any component is important; alternatively if it is possible to discern a pattern between components, i.e. how they correspond to each other.  During the past 30 years have a research group lead by Armenakis has studied organizational change and how resistance to change can be avoided by preparing employees in the introductory phase of change. The main object for Armenakis is the question "what determines whether the employees (change recipients) adopt and support, or reject and resist a change". The theory of readiness, "are they ready?", deals with five key components or five issues that define which questions change recipients want answers to when an organization implements a change. Through this knowledge, leaders – change agents – can design a change message that responds to the issues of change, regarding what the recipient is faced with in an organizational change. This in turn creates a feeling of readiness which makes a change more likely to be successful.  In this case study of the company IKEA Örebro, there was a change of routines at the beginning of 2008 and now the management experiences a problem, as the change did not have the desired result. In this paper, through a qualitative study based on interviews with eleven respondents from IKEA Örebro, we examine how come this came to be the case. Relevant literature, previous research and the model institutionalizing change provide a comprehensive understanding of the theoretical reference frame, in which the focus of the theory and the study's problems question is based on readiness and the five key components: discrepancy, appropriateness, efficacy, principal support and personal valence.  The study's purpose is to contribute to increased understanding of what kind of information change recipients want to obtain in a organizational change, and which component or components that is important. In the study we aim to investigate if there is a relationship pattern between the components in the current company of the case study.  In the study, we came to the conclusion that the lacks of change message components among respondents was most likely contributing to the unsuccessful outcome of the change. The diversity in the respondents´ answers regarding which components are important, shows that the complex nature of the individual, cannot support the grounds that the individual component is more important than any other. Overall, the result shows that four components emerged as important for the respondents at IKEA Örebro. The respondents´ answers did not point out that if they received one or some of the components, they would at a later stage also see relevance in the latter. That is, a relationship could not be identified or substantiated.

Magistro baigiamajame darbe išanalizuota organizacijų etikos vadybos ir atsinaujinimo galimybių ryšiai, įvertinta ir palyginta viešojo ir privataus sektorių etikos infrastruktūros elementų diegimo praktika ir jų efektyvumo prielaidos organizacijos atsinaujinimo sąlygomis, įvardinta institucinės etikos diegimo situacija ir būklė Lietuvos organizacijų diskurse bei pateikti siūlymai, kaip atsinaujinti diegiant institucinę etiką į vadybos procesus. Pirmojoje dalyje teoriniu aspektu analizuojama etikos mokslo atsinaujinusi samprata, objektas ir praktinio pritaikymo reikšmė; tiriamas organizacinės etikos, kaip inovacijos, išaugęs poreikis ir reikšmingumas dalykinės veiklos efektyvumui; nustatoma etinių problemų kilmė; analizuojant dokumentus, išskiriamas etinių vertybių reikšmės didėjimas dabartinėmis krizės sąlygomis. Antroje dalyje teoriniu aspektu analizuojama etikos vadybos samprata, įvardinama etikos infrastruktūros elementų sistema, išskiriamos vadybos priemonių funkcijos ir veiksmingumas, metodologiškai pagrindžiamas etinių sprendimų priėmimas. Trečioje dalyje aprašoma tyrimo metodologija, įvertinama ir palyginima etikos vadybos analizė pasirinktose organizacijose bei atsinaujinimo galimybės, įvardinami jautriausi probleminiai taškai, nustatomos reikšmingiausių vertybių ir atsinaujinimo galimybių sąsajos, nagrinėjamas ekspertų požiūris į etikos vadybos elementų diegimo galimybes praktikoje ir jų poveikį atnaujinimo galimybėms, apibendrinamos prielaidos atsinaujinimo... [toliau žr. visą tekstą] / The Master's Thesis analyses interaction between ethics management in organizations and possibilities of renewal; assesses and compares the practice of implementation of ethics infrastructure elements in private and public sectors as well as prerequisites of efficiency under the circumstances of renewal of organization; describes situation of implementation and condition of institutional ethics in discourse of Lithuanian organizations; and makes the suggestions how to make renewal by implementing institutional ethics in processes of management. The first part theoretically analyzes the recrudescent conception, subject-matter and significance of practical application of the science of ethics; researches the increased demand and significance of organizational ethics, as innovation, for efficiency of professional activity; determines origin of ethic problems; following the analysis of documents, establishes the increase of significance of ethic values in current situation of crisis. The second part theoretically analyses the conception of ethics management; assesses the system of elements of ethics infrastructure; establishes functions and effectiveness of management instruments; substantiates methodologically the ethical decision making. The third part describes methodology of research; assesses and compares the ethics management analyse in selected organizations and possibilities of renewal; describes the most sensitive problematic issues; establishes relations between the... [to full text]

Ce travail a pour objectif d'analyser la nature et l'ampleur des tentatives d'institutionnalisation d'un régime régional de sécurité dans le cadre de la communauté des États de l'Afrique de l'Ouest (CEDEAO). Elle part du constat que la fin de la guerre froide et la globalisation ont provoqué un changement dans la nature de la conflictualité et changé la donne pour l'ONU et les grandes puissances dans le domaine du maintien de la paix. Face à la multiplication des conflits internes et régionaux, on observe l'émergence de nouveaux acteurs de sécurité qui leur contestent le monopole des opérations de maintien de la paix et de la sécurité. En Afrique de l'Ouest, sous l'action de la CEDEAO, on assiste à partir de 1990 à la "sécurisation" progressive d'enjeux non militaires (politique, social, économique et environnemental) avec comme objectif, la mise en place d'une communauté de sécurité. En nous appuyant sur les cas empiriques d'interventions de la CEDEAO au Libéria, en Sierra Léone et en Guinée-Bissau entre autres, nous analysons pourquoi et comment la régionalisation des opérations de paix a produit des transformations, notamment une politique d'intégration et une reformulation des enjeux sécuritaires dans la région. Cela nous conduit à appréhender la CEDEAO comme région et comme acteur de sécurité dans le champ des relations internationales. En recourant à différentes approches (fonctionnalistes, constructivistes, réalistes), nous explorons d'une part le processus régional de sécurisation au plan empirique et institutionnel, et d'autre part les difficultés, les apprentissages et les jeux d'acteurs dans le champ des opérations de paix. Dans la mesure où ce dernier est ouvert et investi par différents acteurs, se pose également la question de la coordination de leurs interventions. / This thesis aims at analyzing the nature and scope of attempts at institutionalizing a regional security regime within the framework of the Economic Community of West African States (ECOWAS). The end of the Cold War and globalization led to changes in the nature of conflicts and modified the parameters for the UN and the Great Powers in the area of peacekeeping. The multiplication of internal and regional conflicts led to the emergence of new security actors who put an end to the monopolization of peacekeeping and security operations by the traditional actors like the UN. From 1990 on, a progressive "securization" of non-military stakes (political, social, economic and environmental issues) took place in West Africa under the auspices of CEDEAO, with the goal of creating a security community. Based on empirical evidence of CEDEAO interventions in Liberia, Sierra Leone and Guinea-Bissau among others, we analyze why and how the regionalization of peace operations produced transformations, notably the crafting of an integration policy and the reformulation of security stakes in the region. Such reflection leads us to comprehend CEDEAO not only as a region, but also as a security actor in the field of International Relations. Drawing upon diverse approaches (functionalist, constructivist, and realist) we not only explore the regional security regime construction process in an empirical and institutional perspective, but also analyze difficulties, lessons learned and actor strategies in the field of peace operations. Since peacekeeping is traditionally an open field with many competing actors, we also investigate into the coordination of their interventions.

Service-learning, with a longstanding history in American higher education (Burkhardt & Pasque, 2005), includes three key tenets: superior academic learning, meaningful and relevant community service, and persistent civic learning (McGoldrick and Ziegert, 2002). The Carnegie Foundation for the Advancement of Teaching has created an elective classification system – Carnegie Community Engagement Classification – for institutions of higher education to demonstrate the breadth and depth of student involvement and learning through partnerships and engagement in the community (Dalton & Crosby, 2011; Hurtado & DeAngelo, 2012; Kuh et al., 2008; Pryor, Hurtado, Saenz, Santos, & Korn, 2007). Community engagement "is in the culture, commonly understood practices and knowledge, and (CCEC helps determine) whether it is really happening – rhetoric versus reality" (J. Saltmarsh, personal communication, August 11, 2014). The study considers the applications of three Carnegie Community Engagement Classification designated institutions to understand the institutionalization of service-learning over time by examining the 2008 designation and 2015 reclassification across institution types – a Private Liberal Arts College, a Private Teaching University, and a Public Research University located in the same metropolitan area. Organizational Change Theory was used as a theoretical model. Case study methodology was used in the present qualitative research to perform document analysis with qualitative interviews conducted to elucidate the data from the 2008 and 2015 CCEC applications from the three institutions. Using intra- and inter-comparative analysis, this study highlights approaches, policies, ethos, and emerging concepts to inform how higher education institutions increase the quality and quantity of service-learning opportunities that benefit higher education practitioners as well as community leaders.