This research critically examines school support staff’s perceptions of strategic change within a post ’92 higher education institution. The need for effective communication as well as valuing and empowering employees during any change process is discussed. The research uses a mixed methods approach. Qualitative and quantitative data are obtained from questionnaires and emerging themes identified. Further qualitative data are gathered from diary logs, interviews and focus groups. This research represents the opinions of school support staff at a particular moment in time within a particular educational context. The results suggest some limitations to the change capabilities of the post ’92 institution, but also some areas of good practice. The production of a change framework and the change competencies workbook provides both the institution and its employees, with an opportunity to explore further the prospect of improving their ability to manage change. Both the framework and the competencies require an environment of trust for them to work effectively. The subject headings of identity, perception and communication are utilised in the change framework and the change competencies. The subject headings were chosen in order to assist the researcher to categorise various data covering areas of concern raised by research participants. This thesis suggests that the post ’92 institution has yet to establish a corporate change policy or embed a continuous change culture within its organisation. This thesis concludes that incorporating the following could assist the institution’s management of change: * create a culture of change by utilising the change framework and implement a corporate change strategy based on Kotter’s (1996) eight steps for change; * create an environment of trust through excellence in two-way communication by promoting Perkins (2008) supportive communication and listening skills; * create empowered and change sophisticated people by improving their change competencies using the workbook and regular targeted staff development.

Although many businesses invest on e-commerce, some managers still have a mystery which setting up e-commerce website is almost the same as e-commerce. However, they do not spent extra time, money, and labors. The mistake is doomed to failure on e-commerce. The businesses operate e-commerce and a series of operational activities include inbound logistics, operations, outbound logistics, marketing and sales, and services must be implemented. The operational activities must be linked together tightly and implement carefully. By value chain, the study measures the implementation of e-commerce companies whether integrates every series of operational activities to enhance the value of products and create competitive advantage. Many studies discuss about how top managers should play a key role as business enterprises import a new information system, but few of them focus on top management support. The attitude and support of top manager will result in the success or failure. The study also found that manager¡¦s attitude and internet industry are the important factors of profit, and these will affect the top management support. If the business enterprises spent sufficient resources and effort in e-business processes and top managers support in action, we believe that staffs will try their best to achieve organizational goals

This thesis examines, on the basis of gender, the issues surrounding the occurrence of conflict as it is experienced by ministers of the Church of Scotland working as the only person, ordained to Word and Sacrament, in their parish. The investigation used both quantitative and qualitative instruments to gather data from a sample of 123 females and 770 males out of a population of 123 females and 1042 males. The instruments were posted together in a single mailing in order to preserve the anonymity of the respondents. The survey data identified in particular the high percentage of respondents who claimed some experience of conflict in their present or immediate past Charge; the level of that conflict as assessed by the respondents using the range developed by Leas and Kittlaus, and the time in the parish before conflict occurred. The research also highlighted a general lack of any formal training in conflict management. The qualitative data served to highlight the wide range of issues, which have been identified as conflict generators within congregations of the Church of Scotland. The data indicates the range of conflict encounters experienced by both males and females based on the Leas and Kittlaus' theory of five levels of conflict intensity. Nine case studies have also been examined in-depth. They include one male and one female for Leas and Kittlaus' levels one to four. There is also one male at level five but no female equivalent as no respondent identified herself as being in this category. The data from the two instruments has allowed ten conclusions with accompanying recommendations, which are to be made to the Church of Scotland. Of these conclusions and recommendations, one of the most significant is the proposal to appoint a Ministry Adviser to every minister entering a new parish, irrespective of age and seniority, as a mechanism to assist with conflict avoidance. In addition, a number of areas of possible future research have been identified on this and related topics.

This study diagnoses performance in a mature manufacturing company based on an inquiry into contextual ambidexterity. Previous research has shown that creating a high performance context is founded upon the constructs of performance management and social support; however, this research has been conducted in fast evolving, relatively young companies such as software design firms. To date, no research has shown if a well established manufacturing firm can create a context with high levels of performance management and social support establishing a high performance environment and therefore be contextually ambidextrous. The presented contextual ambidexterity inquiry considers social support based upon four specific types of support, namely emotional, appraisal, informational, and instrumental support. Within social support, the concepts of trust and burnout are also vital in establishing the proper culture to achieve high performance. Further, performance management is founded upon human capital management established in a suitable corporate culture. In this study, this approach to a contextual ambidexterity inquiry is applied within the context of a U.S. based division of a global manufacturing company based on a survey, participant observation, and individual interviews. The research contributes to both the academic and practitioner environments with a greater understanding of the antecedents of high performance in an environment outside that of a young, fast evolving software firms. Further, it is shown that a high performance context may exist within organizations that are vastly different from those previously studied. In addition, this study offers an approach to a contextual ambidexterity inquiry with refined definitions and measures based on established constructs as well as new constructs. The implications of these additions to our understanding of contextual ambidexterity to both academia and practice are discussed and several avenues of future research are proposed.

Cardiovascular disease (CVD) continues to be the leading cause of death of Canadian women and while treatment for CVD has improved dramatically, women typically fare worse than men with regards to morbidity following cardiac event. Cardiac rehabilitation (CR) is well established as a key intervention in the treatment of coronary artery disease and has been shown to be effective in both men and women. CR remains largely underutilized, especially in women who comprise only 12 – 24% of contemporary CR programs, even though the prevalence of CVD in men and women is similar. The objectives of this pilot trial were to test the feasibility of all procedures, specifically to determine: 1) an estimate of patient recruitment rates, 2) acceptability and feasibility of the intervention and 3) barriers to CR attendance and resources required. Additionally, exploratory research questions were used to determine the effects of telephone coaching on women’s attendance at CR intake appointment, self-efficacy for cardiac exercise and self-efficacy to attend CR. A RCT design enrolled women with CVD referred for CR at a single site in Ontario. Patients were randomized, stratified for age, to either a usual care group or an intervention group. Participants allocated to usual care received a referral to CR. In addition to usual care, women assigned to the intervention group received individualized telephone coaching, designed to support self-management prior to CR intake. Eighty-three patients were approached and 70 consented to participate (usual care n = 36, intervention n = 34). Participants in the intervention group were significantly more likely to attend CR intake (p = 0.048). Participants were highly satisfied with their coaching experience; they found the information provided to be helpful with goal setting, action planning and assisted them in their interactions with their health care providers. Barriers to attendance identified included transportation, health concerns, timing and lack of physician endorsement. Most common resources identified included problem solving support, assistance with communication with physicians and information concerning CR. The evidence obtained from this pilot trial suggests that a telephone coaching intervention designed to enhance self-management is feasible and may improve attendance at CR intake for women following hospital discharge with a cardiac event.

Cardiovascular disease (CVD) continues to be the leading cause of death of Canadian women and while treatment for CVD has improved dramatically, women typically fare worse than men with regards to morbidity following cardiac event. Cardiac rehabilitation (CR) is well established as a key intervention in the treatment of coronary artery disease and has been shown to be effective in both men and women. CR remains largely underutilized, especially in women who comprise only 12 – 24% of contemporary CR programs, even though the prevalence of CVD in men and women is similar. The objectives of this pilot trial were to test the feasibility of all procedures, specifically to determine: 1) an estimate of patient recruitment rates, 2) acceptability and feasibility of the intervention and 3) barriers to CR attendance and resources required. Additionally, exploratory research questions were used to determine the effects of telephone coaching on women’s attendance at CR intake appointment, self-efficacy for cardiac exercise and self-efficacy to attend CR. A RCT design enrolled women with CVD referred for CR at a single site in Ontario. Patients were randomized, stratified for age, to either a usual care group or an intervention group. Participants allocated to usual care received a referral to CR. In addition to usual care, women assigned to the intervention group received individualized telephone coaching, designed to support self-management prior to CR intake. Eighty-three patients were approached and 70 consented to participate (usual care n = 36, intervention n = 34). Participants in the intervention group were significantly more likely to attend CR intake (p = 0.048). Participants were highly satisfied with their coaching experience; they found the information provided to be helpful with goal setting, action planning and assisted them in their interactions with their health care providers. Barriers to attendance identified included transportation, health concerns, timing and lack of physician endorsement. Most common resources identified included problem solving support, assistance with communication with physicians and information concerning CR. The evidence obtained from this pilot trial suggests that a telephone coaching intervention designed to enhance self-management is feasible and may improve attendance at CR intake for women following hospital discharge with a cardiac event.

The Master Thesis describes activities of department that provides controlling within the sales channels in the company T-Mobile Czech Republic a.s. In the first part of the Thesis will be established theoretical bases of controlling, its definition and organisation. The aim of this Thesis will be description of controlling department based on theoretical findings, analysis of selected activities, their evaluation and a draft for possible changes in the company.

This thesis examines the idea that police officers have supportive factors in their lives which influence coping mechanisms used to handle occupational stress. This idea comes from police culture literature which suggests that officers are encouraged to use maladaptive coping strategies like drinking and emotional suppression to deal with stress. Additional research on management support and family support are introduced as alternative supportive factors which can promote the use of adaptive coping like agency offered services and programs. This thesis uses data from “Work and Family Services for Law Enforcement Personnel in the United States” (Robert, O’Quin, & Kennedy, 2000). A subset of questionnaire items and officer responses are coded and run through statistical analysis including linear regression and logistic regression. Finally, findings are discussed and future research on the topic is suggested.

The problem of inclusivity in the workplace has been globally acknowledged as a challenge for employees living with disabilities. The objective of this study was to explore the experiences of employees living with disabilities in the South African Police Service (SAPS). Globally, there has been a lot of research conducted on diversity in the workplace; however, research on inclusivity is a rather new phenomenon. A theoretical model on inclusion and diversity in work groups is presented as a framework, which offers insight into the experiences that contribute to feelings of inclusion for a diverse workforce. This model identifies potential contextual factors and outcomes of inclusion. This study further defines inclusion and disability and provides literature on the barriers employees living with disabilities encounter once employed, as well as support structures that could enhance inclusivity for these employees. The study used a qualitative, explorative approach. Fifteen employees of the SAPS were selected for participation, based on their disability type as per the research criteria. A purposive convenient sampling approach was used to identify employees with disabilities, taking into consideration hearing, visual, physical and mobility impairments. Participants varied in age, gender and race and came from stations mostly situated in the southern suburbs of Cape Town, with one participant from George and one participant from Paarl East. Semi-structured interviews were used to collect data and provide insight into how employees living with disabilities perceive inclusion in the SAPS. A thematic analysis approach was used to identify which negative and positive experiences of inclusion were identified. Irrespective of the provision of disability policies and legislation, which clearly stipulate that no person may be unfairly discriminated against on the grounds of their disability, the findings from this study indicate that employees living with disabilities still experience discriminatory attitudes in the workplace. While some participants had positive experiences of inclusion, other employees reported negative experiences relating mostly to a lack of management support, non-conducive workplaces, lack of disability awareness, as well as negative attitudes towards disability in the workplace. The results of this study indicate that the general feeling of inclusion in the SAPS is, to a certain degree, fair, and that management and co-worker support, together with reasonable accommodation, played an important role in contributing to making employees living with disabilities feel included. This study shows that more research is required in terms of disability awareness, and an understanding of the needs of employees living with disabilities in the workplace, to create an enabling environment of growth for employees living with disabilities. It is proposed that this study be used to provide employers and employees with a greater understanding of how to effectively include and retain employees living with disabilities.

This publication-based dissertation covers four independent empirical essays using different methodological approaches that examine the role of social capital, especially networks of supporters in the venture crea-tion process from two perspectives, the financial and the knowledge development perspective. In particular, two of the essays focus on the financing process in crowdinvesting and its stakeholders from the ankles of the entrepreneurs and the investors. The second one also explores the investors’ characteristics, motivations and reactions to signals. Two further essays focus on supporting activities provided by third parties. One analyses the structure of supporters during the founding process and their relationship to the founder by using a novel approach for social capital research. The other essay highlights the special role of founder coaches during the first stages of the venture, including modelling five functional roles. It also analyses the quality of the relationship between founder and coach as well as its challenges. The data highlight that high quality networks and thus its social capital can be strategically created for the benefit of the founder during the venture development process. New insights coming from this thesis advance the current discussion on social capital by expanding it to recent phenomena in entrepreneurship of highly practical nature.:1 Introduction 1.1 Theoretical Foundations of Social Capital 1.2 Perspectives of Social Capital in Management Support 1.2.1 Essay 1: Using Repertory Grid Technique to Explore the Relationship Between Business Founders and Support Agents 1.2.2 Essay 2: Supporting fledgling entrepreneurs through founder coaching in Germany 1.3 PART II Perspectives of Social Capital in Crowdinvesting 1.3.1 Essay 3: The Financing Process of Equity-Based Crowdfunding: An Empirical Analysis 1.3.2 Essay 4: What motivates crowdinvestors? An empirical analysis of investors’ motivation and decision making in equity-based crowdfunding campaigns 1.4 Methodological Considerations 1.5 Conclusion 1.6 Implications for Academia and Practice 1.7 References 2 Essay 1: Using repertory grid technique to explore the relationship between business founders and support agents 3 Essay 2: Supporting fledgling entrepreneurs through founder coaching in Germany 4 Essay 3: The financing process of equity-based crowdfunding - an empirical analysis 5 Essay 4: What motivates crowdinvestors? An empirical analysis of investors’ motivation and decision making in equity-based crowdfunding campaigns