The purpose of this study was to determine whether organisational restructuring of business units within a South African Fast Moving Consumer Goods company had any effect on the organisational climate of the organisation. An organisational climate survey was used before and after the restructuring over a two-year period. Five manufacturing plants formed part of the study; with four plants undergoing the restructuring (experimental group) and one plant being the control group, where no organisational restructuring took place within the two-year period under review. The total population consisted of 3700 employees. The samples for 2010 and 2011 were drawn from the population of the five manufacturing plants’. The sample of employees that took part in the survey from the five manufacturing plants was, in 2010, 778 versus a headcount of 1802, yielding a response rate of 21.02%, and in 2011, 904 versus a headcount of 1736, yielding a response rate of 24.43%. The research results show that organisational restructuring did have a significant impact on organisational climate; with a drop in the organisational climate from 2010 prior to the organisational restructuring, to 2011 after the organisational restructuring at four of the manufacturing plants (experimental group). Interestingly, the control group (the 5th manufacturing plant) also showed a significant drop in its organisational climate scores from 2010 to 2011; without organisational restructuring taking place. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)

Thesis (PhD (Curriculum Studies))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: Although Botswana is considered by some indices as an economically successful country, poverty is experienced by 30% of the population. This is considered a very high poverty rate especially when it is compared to other countries on a similar level of economic development. Several policies have been put in place by the Botswana government to relieve the consequences of poverty. One of these policies, the destitute policy, targeted those individuals who are disabled and/or unable to engage in sustainable economic activities, causing such individuals to have insufficient assets and income sources. It was found by the Botswana government that the implementation of the destitute policy aggravates dependency of the destitute on government support. As a result, development workers were expected to lead registered destitute to independence through the implementation of a destitute rehabilitation programme. However, literature suggested that approaches that are used by development workers to enable individuals to engage in sustainable economic activities are often detrimental to the very empowerment purposes that such workers set out to achieve. The objective of this research was therefore to develop a conceptual framework for capacity enhancement of development workers in Botswana. This objective was addressed through applying action research in order to gain in-depth understanding of the perspectives, practices and experiences of the key role players involved in destitute rehabilitation. This was done in one urban district, one semi-urban district and one rural district council in Botswana. This research took place in four phases, all of which were informed by the action research approach. The first phase comprised four cycles of action research. Each cycle encouraged reflection and observation on destitute rehabilitation practices and planning towards improved practices, followed by implementation. It became evident to the researcher that only singleloop learning was practiced by the development workers. Therefore, instead of gaining deeper insight into aspects that influence destitute rehabilitation, the same problems related to destitute rehabilitation practices were repeated by development workers. Reflection on this process created understanding by the researcher on why the expected results were not achieved. Based on this reflection, a literature review was carried out in iv Phase II to develop the final theoretical and methodological frameworks for this research. Phase III consisted of focus group discussions to understand the perspectives, practices and experiences of the different role players in destitute rehabilitation. The data produced in Phase III enabled understanding of how development workers’ capacity was influenced by the system within which they are operating. The results of this research showed that development workers saw themselves in the same state of powerlessness as the destitute and as not being able to influence the system within which they are operating. Phase IV comprised the application of the coding principles of grounded theory to make sense of data related to Phases I and III, followed by the application of critical systems heuristics to make further sense of the data. Based on the understanding that emerged through the application of CSH, a conceptual framework was developed for the capacity enhancement of development workers in Botswana. It became evident in this research that the challenge for the government of Botswana is to not only reduce the number of registered destitute, but to redesign the system within which destitute rehabilitation takes place, by using the conceptual framework developed in this research. The purpose of the conceptual framework is to enable policy-makers and development workers to scrutinise the whole system within which destitute rehabilitation is implemented by engaging the key role players in dialogue on adjustments that need to be made to the system to enhance development workers’ capacity in destitute rehabilitation. / AFRIKAANSE OPSOMMING: Alhoewel Botswana, gemeet aan sekere maatstawe, as ’n ekonomies suksesvolle land beskou word, leef 30% van die bevolking tans in armoede. Dit kan as ’n buitensporig hoë graad van armoede beskou word, veral as dit vergelyk word met lande met ’n soortgelyke vlak van ekonomiese ontwikkeling. Verskeie beleide is deur die Botswana-regering in werking gestel om die gevolge van armoede te bekamp. Een van die beleide, die sogenaamde beleid vir behoeftige persone, is spesifiek gerig op individue met ’n tekort aan bates of inkomstebronne veroorsaak deur gestremdheid en/of ’n onvermoë om aan volhoubare ekonomiese aktiwiteite deel te neem. Die Botswana-regering het egter bevind dat die implementering van hierdie beleid behoeftiges se afhanklikheid van regeringshulp vererger. As gevolg hiervan word daar van ontwikkelingswerkers verwag om geregistreerde behoeftiges na onafhanklikheid te lei deur die implementering van ’n program vir die rehabilitasie van behoeftiges. Die bevindings uit beskikbare literatuur dui egter daarop dat die metodes wat deur ontwikkelingswerkers gebruik word om behoeftiges in staat te stel om aan volhoubare ekonomiese aktiwiteite deel te neem dikwels ’n negatiewe uitwerking ten opsigte van die beoogde bemagtigingsoogmerke het. Die doel van hierdie navorsing was dus die ontwikkeling van ’n konsepraamwerk vir kapasiteitbou vir ontwikkelingswerkers in Botswana. Die mikpunt is benader deur aksienavorsing toe te pas om ’n grondige begrip te verkry van die perspektiewe, praktyke en ondervindings van al die rolspelers betrokke by die rehabilitasie van behoeftiges. Die navorsing het volgens die aksienavorsingsbenadering in vier fases in een stedelike, een newe-stedelike en een landelike distriksraad in Botswana plaasgevind. Die eerste fase het vier siklusse van aksienavorsing behels. Elke siklus het reflektering en observasie met betrekking tot ontwikkelingswerkers se bestaande rehabilitasiepraktyke aangemoedig. Dit is gevolg deur beplanning vir verbeterde praktyke en implementering van die beplande aksie. Dit het vir die navorser duidelik geword dat slegs enkellus-leer deur ontwikkelingswerkers toegepas is. In stede daarvan om ’n dieper insig in die aspekte wat die rehabilitasie van behoeftiges beïnvloed te verkry, is dieselfde problematiese praktyke met die rehabilitasie van behoeftiges telkens deur die ontwikkelingswerkers herhaal. Nabetragting oor die proses het die navorser die redes laat verstaan hoekom die verwagte resultate nie behaal is nie. Gebaseer op hierdie nabetragting is ’n literatuurstudie tydens Fase II uitgevoer om die finale teoretiese raamwerk en metodologie raamwerk vir die navorsing te ontwikkel. Fase III het fokusgroep-besprekings ingesluit om die perspektiewe, praktyke en ondervindings van die verskillende rolspelers tydens die rehabilitasie van behoeftiges beter te verstaan. Die gegewens verkry gedurende Fase III het die navorser insig gegee in die wyse waarop ontwikkelingswerkers se kapasiteit beïnvloed word deur die stelsel waarbinne hulle werk. Die resultate van hierdie navorsing het getoon dat ontwikkelingswerkers hulself beskou as in dieselfde toestand van magteloosheid as die behoeftiges, en dat dit vir hulle onmoontlik is om die stelsel waarbinne hulle werksaam is te beïnvloed. Fase IV het begin met die toepassing van koderingsbeginsels van gegronde teorie ter opklaring van gegewens verkry tydens Fases I en III, gevolg deur die toepassing van kritieke stelsel-heuristiek, ’n stelsel-denke-benadering, om die gegewens van Fase I en III te integreer. Die insig wat verkry is deur die toepassing van kritieke stelsel heuristiek het bygedra tot die ontwikkeling van die konsepraamwerk vir die kapasiteitsbou van ontwikkelingswerkers in Botswana. Dit het uit hierdie navorsing geblyk dat die uitdaging vir die Botswana-regering nie net is om die aantal geregistreerde behoeftiges te verminder nie, maar om ook die huidige stelsel waaronder die rehabilitasie van behoeftiges plaasvind, te herontwikkel deur die konsepraamwerk wat in hierdie navorsing ontwerp is, te implementeer. Die doel van die konsepraamwerk is om beleidmakers en ontwikkelingswerkers in staat te stel om die rehabilitasiestelsel van behoeftiges te bestudeer deur al die rolspelers in dialoog te betrek sodat veranderinge aan die stelsel gemaak kan word vir kapasiteitsbou van die ontwikkelingswerkers.

Cette thèse réalisée dans le domaine du génie industriel traite de l’élaboration d’une méthode d’évaluation des impacts potentiels comme moyen d’aide à la décision dans les phases amont de la conception d’un projet de changement technico-organisationnel. Ce travail a été réalisé dans le cadre d’un projet de recherche technologique et de développement (RT&D) européen intitulé SMMART (System for Mobile Maintenance Accessible on Real Time) et intègre les constructeurs d’équipement d’origine (OEM) de l’industrie du transport aérospatial, routier et maritime. L’étude des transformations des pratiques de maintenance et l’accompagnement du changement constituait notre terrain de recherche. Notre cas d’étude a été réalisé au sein du motoriste Turbomeca appartenant au groupe Safran dont le besoin concernait les possibilités d’anticipation des transformations potentielles issues du projet de recherche européen. Pour répondre à cette demande industrielle nous avons élaboré une méthode collaborative d’anticipation des transformations potentielles structurée en trois phases : exploratoire, spécification des impacts opérationnels et l’analyse de convergence. Nos résultats démontrent que notre méthode en trois paliers évolutifs permet l’analyse de la vision partagée des impacts potentiels des communautés d’acteurs de maintenance et l’anticipation des changements potentiels / This thesis developed in the field of industrial engineering deals with the elaboration of a potential impact evaluation method as a mean of decision making support in the early phases of technical & organisational change project design. This work was undertaken within a European technological research and development project entitled SMMART (System for Mobile Maintenance Accessible on Real Time). It integrates original engine manufactures (OEM) from road, marine and aeronautic industry. The study of the maintenance practice transformations and the related change management represents our research investigation field. Our case study was based on an engine manufacturer needs belonging to the Safran group, named Turbomeca. Its needs were related to the anticipation capabilities of the potential change generated by the European project. To answer to that industrial demand we have elaborated a collaborative potential change anticipation method structured in three phases: exploratory, impacts specification and convergence analysis. Our results demonstrate that the applied three evolutive phases method allows the analysis of the community of maintenance actors shared vision of potential impacts and the anticipation of potential change

Considerada a importância de que os Programas de Produção mais Limpa (PPLs) são investidos e os problemas constatados com suas performances em todo o mundo, avalia-se como crítica a ausência de Bases Teóricas para avaliar esses programas. Na Literatura acadêmica para este tema, não se encontram abordagens que orientem a Concepção e a Gestão dos PPLs. Movida por estas constatações críticas e pelo senso de urgência em atender esta carência, a pesquisa empreendida, da qual parte dos resultados compõem esta Tese, se dedica à construção de Bases fundamentadas em áreas do conhecimento científico que apóiem a avaliação dos PPLs. Diante da escassez de abordagens teóricas para este propósito, esta Tese se constitui em estudo exploratório e voltado à proposição de um conjunto de enfoques que atenda à sua meta fundamental. Sugerindo que o conjunto resultante estabeleça um arcabouço teórico primário, dirigem-se os enfoques para três níveis de análise : (i) aspectos externos a um Programa a avaliar (macro-análise); (ii) constituição estrutural deste PPL e dinâmicas de seus componentes (meso-análise); e (iii) aspectos psico-sociológicos das relações internas no PPL (micro-análise). Define-se o nivel de meso-análise como foco das elaborações da Tese, para o qual se desenvolvem dois enfoques. Aos enfoques elaborados para os outros dois níveis de análise dedicam-se menores desenvolvimentos, limitando-se a indicar sua integração com os enfoques do nível de meso-análise e seus posteriores desdobramentos e aprofundamentos. Para as construções dos enfoques, utiliza-se de revisões amplas na literatura de Teorias de Aprendizagem, Teorias Organizacionais, Psicologia Ambiental, Complexidade e Gestão da Mudança, como apoios para a revisão de publicações acadêmicas sobre PPLs. Limitações constatadas para estas elaborações teóricas do conjunto de enfoques destacam a importância de uma fase complementar de estudos empíricos qualitativos que, na Tese, prioriza aperfeiçoar o enfoque para Análise Estrutural. Empregando-se principalmente a abordagem de Estudos de Caso e recursos adaptados da Grounded Theory, elabora-se um Esboço Estrutural para este enfoque. A consolidação da integração dos enfoques propostos pela Tese alcança maior consistência pela aplicação do Esboço Estrutural para descrever aspectos dos Casos estudados em um Estudo de Caso Genérico, acompanhada de uma série de análises que integram, progressivamente, conceitos teóricos das ferramentas analíticas que compõem os enfoques. A base da lógica que coordena concepções e construções da Tese se alicerça no enfoque de Pensamento Complexo de Morin, operacionalizada através da dialética hermenêutica que orienta a postura de pesquisa. Tais escolhas filosófico-epistemológicas proporcionam nexo para a integração complexa de múltiplos e variados fatores e conceitos que passam a compor os enfoques, conciliando ambigüidades, oposições e paradoxos típicos dos fenômenos observados nos PPLs. Como resultados, alcança-se evidente capacidade do conjunto de enfoques elaborado para avaliar PPLs de diversos arranjos organizacionais, permitindo-se interpretações ricas dos aspectos que concorrem para seus resultados, o que atende ao propósito original de contribuir para a compreensão de suas performances. Desta forma, a Tese oferece contributo significativo para um campo de conhecimento que carece de contribuições teóricas urgentes. / A critical lack of approaches based on theoretical fundamentals to evaluating Cleaner Production Programmes (CPPs) in the academic literature collides with the significance of these programmes and with their crucial performance problems all over the world. Scientific guidance on designing and managing CPPs is nonexistent or unavailable to regular search on academic publications. Intending to reduce this scarcity of scientific knowledge, the research from which this Thesis gathers its results conceives approaches supported by theoretical underpinnings aimed to evaluate CPPs. Given the knowledge insufficiency on this subject, this Thesis constitutes an exploratory study devoted to the proposition of a set of analytical approaches. This set is intended to establish a basic theoretical framework whose approaches are designed to fit three analytical levels : (i) external aspects of a Programme under assessment (macro-analysis); (ii) structural constitution of this CPP and the dynamics of its components (meso-analysis); and (iii) psycho-sociological aspects of the CPP internal relations (micro-analysis). The main focus of elaborative work concerns the meso-analysis level, to which two approaches have been developed. Less development is dedicated to the other levels and the Thesis confines the elaboration of their approaches to their vital fit and sound synergy with the approaches of the meso-analysis level. The study indicates detailed features of the micro-analysis approach and how they develop in future advanced stages of the research. Similar indications of future developments for the macro-analysis approach receive attention in the discussions. Encompassing reviews of the literature on Learning Theories, Organisational Theories, Environmental Psychology, Complexity and Organisational Change underpin the conception and development of the approaches, integrating elements drew on an extensive review of the academic literature on CPPs. In order to overcome limitations pointed out from the elaboration of the approaches, a complementary empirical phase of qualitative research assumes vital importance to the study and its priority focused improvements in the structural analysis approach. Case Study methods and adapted features of Grounded Theory served as main contributing approaches/techniques to the complex confection of a Structural Blueprint for this analytical approach. Applying this Structural Blueprint as a tool to describe aspects examined in actual Cases, composing a Generic Case Study, followed by a series of analyses that progressively integrate theoretical concepts of the proposed approaches into the assessment supported by the Blueprint, the study succeed in consolidating the integration of the analytical approaches. The logical basis steering Thesis conceptions and developments stands on Morin’s concept of Complex Thinking, which provides guidance to the hermeneutic dialectic conducted in accordance with the study’s research posture. Nexus afforded by such philosophic-epistemological orientation prevails in the complex integration of multiple and diverse factors and concepts embodied in the analytical approaches, providing consonance for the typical ambiguities, oppositions, and paradoxes observed in phenomena related to CPPs. The proposed set of approaches features evident capacity to evaluate CPPs holding varied organisational arrangements, imparting rich interpretations of aspects that contribute to their results and serving its original purpose of assisting the comprehension of their performance. Thus the Thesis offers relevant contribution to this field of knowledge, which demands urgent theoretical advancements.

It is well accepted by now that most change initiatives are unsuccessful even though more organisations are experiencing change as they fight to retain and improve their competitiveness in the market place. It is against this background of change failure that researchers have looked for new strategies to improve change outcomes. Theoretical models conceptualising the dynamic change process advise on better change strategies, but little empirical evidence has demonstrated that these models are effective in improving change implementation outcomes. Theoretical models were also developed to counter change resistance, but little emphasis has been placed on employee change readiness. Some empirical research on employee change readiness explores employees? perception of organisational readiness, but no empirical research has explored employee readiness from a psychological perspective. That is, how to create change readiness in employees. This thesis has contributed to both the theoretical and empirical understanding of the change readiness model. Firstly, the theoretical readiness for change model Armenakis et al.?s (1993, 2002) was extended by the inclusion of the ?understanding of the change? driver. Secondly, this change readiness model was empirically tested on two distinct organisational changes: organisational restructure and IT change. The extended model is also examined for two change stages of the dynamic process to identify which readiness drivers should be prioritised by change agents. Two online questionnaires were administered eight months apart assessing the responses to three change stages (planning, implementation and post-implementation) of employees ? supervisors and subordinates - of a flat structured organisation in the human resource industry. At the two measurement points 189 and 141 employees returned completed surveys. Six employee readiness drivers were operationalised and regressed against behavioural change intention. The quantitative findings using regression models across two change types and longitudinally did not identify a specific change pattern. However, all six readiness drivers including the ?understanding of the change? driver were influential on employees? behavioural change intention. Furthermore, statistical differences between supervisors and subordinates were identified in the organisational restructure change. The quantitative findings using a triangulation approach with qualitative date including data from two unstructured interviews and employee comments further validated the quantitative findings. The thematic analysis of the employee comments enhanced the findings and identified employee specific concerns including information dissemination of the changes and a level of uncertainty. The findings supported Armenakis et al.?s (1993, 2002) theoretical contribution that change readiness drivers are an important part of the organisational change process explaining why employee do and do not change. The empirical application of readiness change driver evaluation during the dynamic change is supported as it permits change agents to directly monitor employees? readiness perception of a specific change target. This valuable information finds practical utilisation for change agents in providing targeted guidance and support for employees thus facilitating a greater likelihood of a positive change outcome. Implications of these findings and future research opportunities are discussed.

This thesis examines a middle manager’s response to strategic directives on integrated care in a National Health Service (NHS) organisation and the development of an awareness of prejudice that acknowledges its relationship to the process of understanding. The research focuses on an integration of two community NHS trusts and an NHS hospital trust into one integrated care organisation (ICO). A change programme was initiated and promulgated on an assumption that integrating the three organisations would facilitate integrated care. However, despite the use of organisational change approaches (such as communication plans and systematic approaches to staff engagement), implementing the strategy directives in practice remained problematic. What emerged during the integration process was resistance to change and a clear division in the different ways of working in the community NHS trusts versus the community and hospital trusts – differences that became apparent from the prejudices of individuals and staff groups. The proposition is that prejudice is an important aspect of relationships whose significance in processes of change is often overlooked. I argue that prejudice is a phenomenon that emerges in the processes of particularisation, which I describe as an ongoing exploration and negotiation in our day-to-day activities of relating to one another. Our pejorative understanding of the term ‘prejudice’ has overshadowed more subtle connotations, which I propose are unhelpful in understanding change in organisations. However, I suggest a different way of thinking about prejudice – namely as a process that should be acknowledged as a characteristic of human beings relating to one another, which has the potential to generate and enhance understanding. The research is a narrative-based inquiry and describes critical incidents during the integration process of the three organisations and focusing on interactions between key staff members within the organisation. In paying attention to our ongoing relationships, there has been a growing awareness of disconnection from traditional management practices, which advocate systematic approaches and staff engagement techniques that are designed to encourage cooperation and reduce resistance to proposed change. This thesis challenges assumptions surrounding prejudice and how middle managers traditionally manage organisational change in practice in their attempts to apply deterministic approaches (which assume a linear causality) to control and influence human behaviour. I have taken into consideration a hermeneutic perspective on prejudice, drawing on the work of Hans Georg Gadamer, and have argued from the viewpoint of the theory of complex responsive processes. This offers an alternative way of thinking about management as social processes that are emergent in our daily interactions with one another, that are not based on linear causality, or on locating leadership and management with individuals. It provides a way of taking seriously the relationships between individuals by paying attention to what emerges from the interplay of our expectations and intentions. This leads to a different way of thinking about the relationship between prejudice and strategic directives, which I argue are not fixed instructions but unpredictable articulations of our gestures and responses that emanate from social interaction and continually iterate our thinking over time. This paradoxically influences how we make generalisations and particularise them in reflecting on and revising our expectation of meaning I suggest that it is not possible to predetermine a strategic outcome; and that traditional management practice, which locates change with individuals – and reduces aspects of organisational life, such as resistance, into a problem to be fixed – obscures our capacity to understand the processes of organisational change in the context of a much wider social phenomenon. I therefore conclude that my original and significant contribution to the theory of complex responsive processes and to practice is encouraging a different way of thinking about prejudice – as a process that can be productive and generate understanding, when considered as encompassing our expectations of meaning, linked to our own self-interests. This then opens up possibilities for transforming ourselves in relation to others – and, through this process, to transform the organisations in which we work.

This research investigates the new psychological contract phenomenon in an organisational case study. The research question underpinning this study is - What are the core attributes of the new employment relationship? To investigate this research question, the researcher applied Noer's (1997) new employment relationship model to a disproportionate stratified sample of 19 participants from three organisational perspectives in an Australian-based international travel retail organisation, Flight Centre Limited, which specialises in the sale of discount international airfares. Data from a survey instrument were analysed using a "Multi-source Assessment" instrument. The data analysis method was used to create a schema to guide and inform a series of focus groups. The research findings validated Noer's five attributes of Flexible Employment, Customer-focus, Focus on Performance, Project-based Work and Human Spirit & Work. In addition, three other attributes of the new employment relationship emerged from the data, namely, Loyalty & Commitment, Learning & Development and Open Information. The research findings validate eight core attributes of the new employment relationship and therefore make a contribution to the expanding body of research in this field. The research approach also provides organisational practitioners with a unique consulting methodology to merge the changing needs and interests of individual and organisation.

A study was conducted to investigate mental health professionals' experience of change in three NHS Trusts in England. The aim was to understand the professionals' experience of change, applying the psychological contract as a sense-making tool using an extended contract model (Guest, 1998; George, 2009). The concept of the psychological contract was first introduced within psychoanalysis (Menninger, 1958) to explain the relationship between client and therapist. The psychological contract has evolved over the years to be applied in occupational settings to explain social exchanges between employees and the organisation (George, 2009). Semi-structured interviews were conducted with 15 mental health professionals from community NHS teams, with one participant from an inpatient ward. A hybrid thematic analysis using inductive and deductive coding was applied to capture both the theoretical framework of the psychological contract and the subjective experiences of the participants. Results revealed that the psychological contract could serve as both a cognitive and emotional sense-making tool of change for participants. Findings also revealed the influence of contextual political and social factors around change in the NHS. Novel findings included mediators in the change process such as participants feeling supported to negotiate psychological contracts and upholding personal and team values. The findings are discussed in terms of clinical implications for managing professionals' experience of change in the NHS.

Considerada a importância de que os Programas de Produção mais Limpa (PPLs) são investidos e os problemas constatados com suas performances em todo o mundo, avalia-se como crítica a ausência de Bases Teóricas para avaliar esses programas. Na Literatura acadêmica para este tema, não se encontram abordagens que orientem a Concepção e a Gestão dos PPLs. Movida por estas constatações críticas e pelo senso de urgência em atender esta carência, a pesquisa empreendida, da qual parte dos resultados compõem esta Tese, se dedica à construção de Bases fundamentadas em áreas do conhecimento científico que apóiem a avaliação dos PPLs. Diante da escassez de abordagens teóricas para este propósito, esta Tese se constitui em estudo exploratório e voltado à proposição de um conjunto de enfoques que atenda à sua meta fundamental. Sugerindo que o conjunto resultante estabeleça um arcabouço teórico primário, dirigem-se os enfoques para três níveis de análise : (i) aspectos externos a um Programa a avaliar (macro-análise); (ii) constituição estrutural deste PPL e dinâmicas de seus componentes (meso-análise); e (iii) aspectos psico-sociológicos das relações internas no PPL (micro-análise). Define-se o nivel de meso-análise como foco das elaborações da Tese, para o qual se desenvolvem dois enfoques. Aos enfoques elaborados para os outros dois níveis de análise dedicam-se menores desenvolvimentos, limitando-se a indicar sua integração com os enfoques do nível de meso-análise e seus posteriores desdobramentos e aprofundamentos. Para as construções dos enfoques, utiliza-se de revisões amplas na literatura de Teorias de Aprendizagem, Teorias Organizacionais, Psicologia Ambiental, Complexidade e Gestão da Mudança, como apoios para a revisão de publicações acadêmicas sobre PPLs. Limitações constatadas para estas elaborações teóricas do conjunto de enfoques destacam a importância de uma fase complementar de estudos empíricos qualitativos que, na Tese, prioriza aperfeiçoar o enfoque para Análise Estrutural. Empregando-se principalmente a abordagem de Estudos de Caso e recursos adaptados da Grounded Theory, elabora-se um Esboço Estrutural para este enfoque. A consolidação da integração dos enfoques propostos pela Tese alcança maior consistência pela aplicação do Esboço Estrutural para descrever aspectos dos Casos estudados em um Estudo de Caso Genérico, acompanhada de uma série de análises que integram, progressivamente, conceitos teóricos das ferramentas analíticas que compõem os enfoques. A base da lógica que coordena concepções e construções da Tese se alicerça no enfoque de Pensamento Complexo de Morin, operacionalizada através da dialética hermenêutica que orienta a postura de pesquisa. Tais escolhas filosófico-epistemológicas proporcionam nexo para a integração complexa de múltiplos e variados fatores e conceitos que passam a compor os enfoques, conciliando ambigüidades, oposições e paradoxos típicos dos fenômenos observados nos PPLs. Como resultados, alcança-se evidente capacidade do conjunto de enfoques elaborado para avaliar PPLs de diversos arranjos organizacionais, permitindo-se interpretações ricas dos aspectos que concorrem para seus resultados, o que atende ao propósito original de contribuir para a compreensão de suas performances. Desta forma, a Tese oferece contributo significativo para um campo de conhecimento que carece de contribuições teóricas urgentes. / A critical lack of approaches based on theoretical fundamentals to evaluating Cleaner Production Programmes (CPPs) in the academic literature collides with the significance of these programmes and with their crucial performance problems all over the world. Scientific guidance on designing and managing CPPs is nonexistent or unavailable to regular search on academic publications. Intending to reduce this scarcity of scientific knowledge, the research from which this Thesis gathers its results conceives approaches supported by theoretical underpinnings aimed to evaluate CPPs. Given the knowledge insufficiency on this subject, this Thesis constitutes an exploratory study devoted to the proposition of a set of analytical approaches. This set is intended to establish a basic theoretical framework whose approaches are designed to fit three analytical levels : (i) external aspects of a Programme under assessment (macro-analysis); (ii) structural constitution of this CPP and the dynamics of its components (meso-analysis); and (iii) psycho-sociological aspects of the CPP internal relations (micro-analysis). The main focus of elaborative work concerns the meso-analysis level, to which two approaches have been developed. Less development is dedicated to the other levels and the Thesis confines the elaboration of their approaches to their vital fit and sound synergy with the approaches of the meso-analysis level. The study indicates detailed features of the micro-analysis approach and how they develop in future advanced stages of the research. Similar indications of future developments for the macro-analysis approach receive attention in the discussions. Encompassing reviews of the literature on Learning Theories, Organisational Theories, Environmental Psychology, Complexity and Organisational Change underpin the conception and development of the approaches, integrating elements drew on an extensive review of the academic literature on CPPs. In order to overcome limitations pointed out from the elaboration of the approaches, a complementary empirical phase of qualitative research assumes vital importance to the study and its priority focused improvements in the structural analysis approach. Case Study methods and adapted features of Grounded Theory served as main contributing approaches/techniques to the complex confection of a Structural Blueprint for this analytical approach. Applying this Structural Blueprint as a tool to describe aspects examined in actual Cases, composing a Generic Case Study, followed by a series of analyses that progressively integrate theoretical concepts of the proposed approaches into the assessment supported by the Blueprint, the study succeed in consolidating the integration of the analytical approaches. The logical basis steering Thesis conceptions and developments stands on Morin’s concept of Complex Thinking, which provides guidance to the hermeneutic dialectic conducted in accordance with the study’s research posture. Nexus afforded by such philosophic-epistemological orientation prevails in the complex integration of multiple and diverse factors and concepts embodied in the analytical approaches, providing consonance for the typical ambiguities, oppositions, and paradoxes observed in phenomena related to CPPs. The proposed set of approaches features evident capacity to evaluate CPPs holding varied organisational arrangements, imparting rich interpretations of aspects that contribute to their results and serving its original purpose of assisting the comprehension of their performance. Thus the Thesis offers relevant contribution to this field of knowledge, which demands urgent theoretical advancements.

In 2016, the three Auditors General of the Swedish National Audit Office asked to be relieved of their positions after a period of intense criticism in the media. Swedish journalists had revealed that they all three had acted in ways that were not compatible with the office, and even in some cases against anti-corruption rules. However, it was also revealed that the staff resistance to the organisational change brought about by the three auditors had also contributed to the ongoing conflict within the agency. This paper aims to deepen the understanding of the situation within the agency and of how the change management methods used caused a conflict between the staff and the organisational leadership. I look into how the organisational transformation was accomplished and what the consequences were for performance auditors as a profession. The material consists primarily of interviews with employees of the performance audit department of the Swedish National Audit Office, and has been supplemented with independent audits of the organisational change within the agency and with media coverage. The material is analysed from the perspective of theories of change management as well as professionalism and new managerialism. The analysis of the gathered materials demonstrates that the change management and the resulting new working situation for the performance auditors was brought about through a leadership that ran roughshod over the professional needs and complaints of the performance auditors. It is highly likely that this is the critical reason for the crisis that occurred within the institution and later led to the resignation of the Auditors General. It seems, in fact, that the employees of the agency turned to media with compromising information because they wished to remove the leadership for other reasons. The outside pressure and lack of support from within the organisation made it then impossible for the auditors to continue in their positions.