The introduction of technology-based tools into developing countries is usually impeded by a number of potential problems. The problems become murkier when the context of the issue, such as external debt management, where technology is to be used, does not have a standard textbook of rules and procedures to follow. The principle problems encountered during the course of our research for this thesis hinged the issue of possible inapplicability of information technology (IT), especially information and decision support systems (I/DSS). This is also the case for other tools and techniques built and used by developed countries in the developing world. The great deal of difference in the context of use; content of the systems; and the attitudes of the parties involved in the process forms the basis for our argument. The research was intended to draw on the lessons learned by the Cabinet Information and Decision Support Center (IDSC) during the introduction I/DSS for improving the decision making process in developing countries. Moreover, the research intended to tackle the issue of using I/DSS in a totally new context, other than for very structured purposes such as manufacturing and the like, and a challenging environment such as those in developing countries where difficulties of implementation and use are more in context, content and cultural issues than technological ones. The research would then show implications, identify problems and challenges and try to develop generalizations and recommendations. The research, since its initial phases, had to consider the forces of centralization versus decentralization and the organizational structure of decision making especially at the top level. Other issues such as I/DSS project planning and implementation; organizational dynamics and the research at the organizational level related to national policy; and technical information systems development were taken into consideration. This experience could be viewed as a documentation phase where the Egyptian Cabinet IDSC and the Central Bank of Egypt (CBE) together hove built, implemented and sustained state-of-the-art I/DSS in the process of establishing a powerful Egyptian debt management office. The analysis of these experiences displays many lessons for the implementation of sophisticated systems under conditions of extreme difficulty. It offers insight into a number of problems that concern designers, implementors, users, and researchers in I/DSS use in managing development planning and socio-economic change especially in developing countries. It also delves into important aspects related to project planning and implementation, organizational dynamics and the effective use of accurate, timely and relevant information in development planning. We conclude this thesis with on analytical framework that gives detailed methods and guidelines for future implementation of similar programs in developing countries that might wish to benefit from the experience of the Cabinet of Egypt IDSC.

No / Great Writers on Organizations presents succinctly each of the contributions made by 80 of the most prominent management thinkers to the understanding of organizational behaviour and managerial thinking. Among those included are early theorists such as Henri Fayol, Frederick W. Taylor and Max Weber, classical writers such as Alfred D. Chandler, Peter Drucker and Frederick Herzberg, through to modern thinkers such as Oliver Williamson, Rosabeth Moss Kanter, and Charles Handy. New writers included in the Third Omnibus Edition are: Lex Donaldson, Stewart Clegg, Richard Whitley, Michel Foucault and Kathleen Eisenhardt. The volume is an indispensable resource for academics, students and managers on what the great writers have to say about the key managerial tasks of how to organize and motivate.

The English Improving Access to Psychological Therapies (IAPT) programme is a government-funded initiative that aims to provide timely and equitable access to evidence-based psychotherapeutic interventions, within a primary care setting. Despite the many achievements of the programme, there are several issues regarding research to clinical gaps, as well as a high rate of variation between sites concerning outcomes and attrition. This thesis explores the implementation process of the IAPT delivery model to understand which factors are influential in the successful uptake and integration of evidence-based psychotherapeutic interventions. The aims of this thesis are:  To explore, identify and analyse the implementation process involved in establishing and delivering an IAPT service.  To uncover the factors that either facilitate or impede its development to provide a more in-depth and detailed account of the implementation and operation of services.  To develop an understanding regarding the applicability of evidence-based practice and the IAPT delivery model in a clinical setting, for the provision of psychological therapies. I conducted a series of semi-structured interviews with practitioners delivering and implementing services, across seven sites, and clients, across three sites. The design and analysis followed an Interpretative Phenomenological Analysis, focusing on personal meaning and sense-making processes. The objective of the interview was to understand the implementation process regarding the IAPT delivery model, exploring how this influences personal experiences and client engagement. Additionally, participant narrative was set in context using open-access data collected and published by the programme. The analysis generated three master themes for practitioners delivering and implementing services including: ‘A Call to Action’ describing how participants regarded this process as a genuine opportunity to make a real impact in mental healthcare; ‘Contextual Influences on Service Operation’ which explores the activities in becoming a locally determined, adaptable and relevant service; and a ‘Focus on Relationships’ outlining the relational and collaborative work involved during implementation. For the client group, three master themes were generated including: ‘A Personal Journey: From Discovery to Advocacy’ illustrating the changing experiences involved during service access and engagement; ‘Perception of Self’ which portrays how individuals made sense of their engagement by judging what it meant to them; 5 and ‘Outside Factors’ which explores the role of others and the physical journey made in getting to services. The analysis suggested that both groups made sense of their experiences in complex and varied ways. Heavily influencing the implementation of the IAPT delivery model is the over-arching need to boost throughput and quantity, possibly at a cost of quality. Additionally, it is argued that the use of routine outcome monitoring in services is useful for reflecting on the implementation process and engaging clients. The key to successful implementation appears to be about achieving integration, requiring a whole-systems based approach that considers the mediating pathways into and out of services. In light of the findings and literature, the thesis proposes several recommendations for future practice and further research.

Text in Afrikaans / This research dealt with the contribution of psychodynamic group interventions to organisational development (OD). The research consists of a qualitative investigation and was based on a case-study design with the use of multiple cases. Three different cases were presented, namely where a psychodynamic group intervention was used together with another intervention, where obstacles in a group were to be solved and as an in-house working conference. Random sampling was also done within the cases. Three interventions were done, data was gathered and analysed by means of content analysis, and the results were reported. It was found in all three cases that a unique contribution was made. Regarding the first case, the intervention was the beginning of a process of change whereby the participants were enabled to develop their identity as a group, from a family business to a company. Participants became aware of underlying conflict, started to own their roles in it, and to take responsibility for addressing the dynamics themselves. In the context in which the intervention was used, the contribution was, however, restricted because its value was only experienced after the intervention. Regarding the second case, the obstacles influencing the functioning of the team were addressed efficiently after the intervention. Participants were authorised to manage their boundaries more efficiently and to address role differentiation, leading to more open communication and a better work climate. Regarding the third case, it was found suitable especially for learning diagnostic competencies from a psychodynamic paradigm. Learning occurred on a personal level resulted in the ability of participants to identify dynamics in their organisation and to present similar interventions in their work place. Recommendations were made for the use of psychodynamic group interventions from a qualitative paradigm, as well as regarding the necessary competencies and a training programme for presenting psychodynamic group interventions. / Hierdie navorsing hande! oor die bydrae van psigodinamiese groepintervensies tot organisasie-ontwikkeiing (00). Die behoefte om onbewuste dinamika in organisasies aan te spreek, hettot hierdie navorsing aanleiding gegee. Die navorsing is in die vorm van 'n kwalitatiewe ondersoek en is gebaseer op 'n gevallestudie-navorsingsontwerp waarin daar van meervoudige gevalle gebruik gemaak is. Drieverskillendegevalleisaangebied, naamlikwaar'n psigodinamiese groepintervensie saam met 'n ander intervensie gebruik is, waar blokkasies in 'n groep opgelos moes word en as 'n in-huise werkskonferensie. Daar is ook van ewekansige steekproefneming binne elke geval gebruik gemaak. Drie intervensies is uitgevoer, data is ingesamel en deur middel van inhoudsontleding ontleed. Daar is bevind dat al drie gevaiie 'n unieke bydrae gelewer het. Ten opsigte van die eerste geval was die intervensie die begin van 'n veranderingsproses waardeur die deelnemers in staat gestel is om vanuit 'n familiebesigheid hu! identiteit as 'n maatskappy te ontwikkel. Deelnemers het bewus geword van onderliggende konflik, begin om hulle rolle daarin te eien, en verantwoordelikheid te aanvaar om die dinamika self aan te spreek. In die konteks waarin die intervensie gebruik was, was die bydrae egter beperk omdat die waarde daarvan eers na afloop van die intervensie ervaar is. Ten opsigte van die tweede geval is die blokkasie wat die funksionering van die span bei'nvloed het na afloop van die intervensie doeltreffend aangespreek. Deelnemers is bemagtig om hul grense meer doeltreffend te bestuur en roldifferensiasie aan te spreek, wat tot meer openlike kommunikasie en 'n beter werksklimaat aanleiding gegee het. Ten opsigte van die derde geval is bevind dat dit veral geskik was vir die aanleer van diagnostiesebevoegdhedevanuit'n psigodinamiese paradigma.Leerwatoppersoonlike vlak plaasgevind het, het tot gevolg gehad dat deelnemers in staatwas om die dinamika in hul organisasie te identifiseeren om self soortgelyke intervensies in hul werkplek aan te bied. Aanbevelings virdiegebruikvanpsigodinamiesegroepintervensiesvanuit'nkwaiitatiewe benadering tot 0 0 is gemaak, sowel as aanbevelings oordie noodsaaklike bevoegdhede en 'n opleidingsprogram vir die aanbied van psigodinamiese groepintervensies deur bedryfsielkundiges. / Industrial and Organisational Psychology / D.Admin. (Industrial and Organisational Psychology)

Text in Afrikaans / This research dealt with the contribution of psychodynamic group interventions to organisational development (OD). The research consists of a qualitative investigation and was based on a case-study design with the use of multiple cases. Three different cases were presented, namely where a psychodynamic group intervention was used together with another intervention, where obstacles in a group were to be solved and as an in-house working conference. Random sampling was also done within the cases. Three interventions were done, data was gathered and analysed by means of content analysis, and the results were reported. It was found in all three cases that a unique contribution was made. Regarding the first case, the intervention was the beginning of a process of change whereby the participants were enabled to develop their identity as a group, from a family business to a company. Participants became aware of underlying conflict, started to own their roles in it, and to take responsibility for addressing the dynamics themselves. In the context in which the intervention was used, the contribution was, however, restricted because its value was only experienced after the intervention. Regarding the second case, the obstacles influencing the functioning of the team were addressed efficiently after the intervention. Participants were authorised to manage their boundaries more efficiently and to address role differentiation, leading to more open communication and a better work climate. Regarding the third case, it was found suitable especially for learning diagnostic competencies from a psychodynamic paradigm. Learning occurred on a personal level resulted in the ability of participants to identify dynamics in their organisation and to present similar interventions in their work place. Recommendations were made for the use of psychodynamic group interventions from a qualitative paradigm, as well as regarding the necessary competencies and a training programme for presenting psychodynamic group interventions. / Hierdie navorsing hande! oor die bydrae van psigodinamiese groepintervensies tot organisasie-ontwikkeiing (00). Die behoefte om onbewuste dinamika in organisasies aan te spreek, hettot hierdie navorsing aanleiding gegee. Die navorsing is in die vorm van 'n kwalitatiewe ondersoek en is gebaseer op 'n gevallestudie-navorsingsontwerp waarin daar van meervoudige gevalle gebruik gemaak is. Drieverskillendegevalleisaangebied, naamlikwaar'n psigodinamiese groepintervensie saam met 'n ander intervensie gebruik is, waar blokkasies in 'n groep opgelos moes word en as 'n in-huise werkskonferensie. Daar is ook van ewekansige steekproefneming binne elke geval gebruik gemaak. Drie intervensies is uitgevoer, data is ingesamel en deur middel van inhoudsontleding ontleed. Daar is bevind dat al drie gevaiie 'n unieke bydrae gelewer het. Ten opsigte van die eerste geval was die intervensie die begin van 'n veranderingsproses waardeur die deelnemers in staat gestel is om vanuit 'n familiebesigheid hu! identiteit as 'n maatskappy te ontwikkel. Deelnemers het bewus geword van onderliggende konflik, begin om hulle rolle daarin te eien, en verantwoordelikheid te aanvaar om die dinamika self aan te spreek. In die konteks waarin die intervensie gebruik was, was die bydrae egter beperk omdat die waarde daarvan eers na afloop van die intervensie ervaar is. Ten opsigte van die tweede geval is die blokkasie wat die funksionering van die span bei'nvloed het na afloop van die intervensie doeltreffend aangespreek. Deelnemers is bemagtig om hul grense meer doeltreffend te bestuur en roldifferensiasie aan te spreek, wat tot meer openlike kommunikasie en 'n beter werksklimaat aanleiding gegee het. Ten opsigte van die derde geval is bevind dat dit veral geskik was vir die aanleer van diagnostiesebevoegdhedevanuit'n psigodinamiese paradigma.Leerwatoppersoonlike vlak plaasgevind het, het tot gevolg gehad dat deelnemers in staatwas om die dinamika in hul organisasie te identifiseeren om self soortgelyke intervensies in hul werkplek aan te bied. Aanbevelings virdiegebruikvanpsigodinamiesegroepintervensiesvanuit'nkwaiitatiewe benadering tot 0 0 is gemaak, sowel as aanbevelings oordie noodsaaklike bevoegdhede en 'n opleidingsprogram vir die aanbied van psigodinamiese groepintervensies deur bedryfsielkundiges. / Industrial and Organisational Psychology / D.Admin. (Industrial and Organisational Psychology)

De par l’inéluctabilité des changements climatiques d’origine anthropiques en cours et à venir, l’adaptation des systèmes humains est désormais une priorité des agendas politiques municipaux. Néanmoins, la mise en pratique d’actions réduisant les vulnérabilités des populations et des territoires face aux impacts appréhendés se heurte à plusieurs barrières, parmi lesquelles celles d’ordre cognitif, organisationnel et institutionnel. Dans le cadre de cette recherche doctorale, les 83 entretiens semi-dirigés menés auprès d’acteurs professionnels en changements climatiques entre Paris et Montréal confirment l’idée d’une mosaïque de représentations sociales générées par l’expression « adaptation aux changements climatiques », laquelle donne lieu à des interprétations variées une fois la mise en œuvre engagée. L’analyse qualitative de ces données de terrain, complétée par l’apport de l’outil lexicométrique, permettent de mieux saisir certaines logiques d’actions, notamment celles motivant certaines décisions municipales ou celles en arrière de dynamiques organisationnelles. À partir de l’ensemble de ces résultats, la recherche souhaite exposer que l’avènement du volet portant sur l’adaptation aux changements climatiques dans un contexte urbain de pays industrialisé d’importance tel que Montréal ou Paris ne peut être assimilé à un changement de paradigme, mais s’apparente davantage à un vecteur de mise en application des préceptes du Développement durable telle qu’initiée par les mouvements « durables » de Rio (1992). Ainsi, bien qu’actuellement identifiée spécifiquement à la problématique climatique, l’adaptation pourrait rapidement se révéler comme un outil essentiel de participation à la fabrique de la ville viable. / Due to the inevitability of human-induced climate change, adaptation of human systems has become a priority of municipal political agendas. However, the implementation of actions on reducing the vulnerability of populations and territories to cope with impacts faces several barriers, including cognitive, organizational and institutional ones. As part of this doctoral research, the 83 semi-structured interviews conducted with professional actors in climate change between Paris and Montreal confirm the idea of a mosaic of social representations generated by the term "adaptation to climate change," which gives rise to various interpretations once implementation started. The qualitative analysis of field data, supported by lexicometric tool, allows to a better understanding regarding logic of actions, including some challenging municipal decisions or those behind organizational dynamics. From these results, the research wants to expose the advent of adaptation to climate change in an urban context of major industrialized countries such as Montreal or Paris can not be equated with a change paradigm, but more like a vehicle helping to implement the precepts of sustainable development, initiated by "sustainable" movements in Rio (1992). Thus, although currently specifically identified in the climate topic, adaptation could quickly become an essential tool for participation in the fabric of the city viable.