A 2002 congressional mandate initiated the U.S. Department of Homeland Security's (DHS) Centers of Excellence programs with a requirement to conduct cross-organizational research and development. The resulting complex multiorganizational programs required more effective virtual leadership and management strategies. Fifteen years later, the presidential budget showed that 61% of the DHS budget was targeted for such research and development. The complex management strategies and virtual leadership skills required to lead the programs were lacking, as top scientific researchers are drawn upon to manage programs. The purpose of this study was to understand followers' perspectives regarding virtual leadership and collaboration within complex multiorganizational DHS Centers of Excellence programs. Complex-systems and leader-member exchange theories formed the conceptual framework. Fifteen individuals, representing 10 Centers of Excellence programs, were interviewed about virtual leadership strategies used to motivate highly educated scientists across program organizations. A case study analysis of participants' perspectives revealed 4 key findings. The first finding was that programs employed shared leadership where project subteams were self-managed. The second finding was that the programs focused on applied research, resulting in subteam structures segmented by discipline. The third finding showed that collaboration occurred within collocated subteams and coordination was most common between virtual partners. The final finding was that highly educated participants were primarily self-motivated. Targeted training can lead to positive social change through influencing the existing paradigm of leadership for these programs.

This study examined the relationship between an organization's culture and its performance appraisal (PA) system and process. The initial phase of this study involved examining an organization's culture and the properties of its performance appraisal system from organizational archival information. Information derived from this phase of the study was later utilized to formulate interview questions, guide the search for the organizational culture survey instrument, and to construct the performance appraisal perceptions measuring instrument. This latter instrument is a quantitative measure that was later employed in testing the primary hypothesis that stated the performance appraisal process had a positive effect on organizational culture. The results of the hypotheses testing revealed that the PA process, in terms of individual member perceptions thereof, had a significant positive effect on the selected organizational cultural elements. Further analysis of the data revealed that members of the organization that had been recently appraised had statistically stronger positive perceptions towards the PA process and, therefore, stronger inclination towards the espoused cultural values. These findings make a strong case for using the performance appraisal process for the purpose of not only evaluating individual performance for various administrative goals, but for other goals related to creating, maintaining, and perpetuating the desired organizational culture. This suggests that organizational leadership (through its management), when designing its PA system should pay attention to the value system, or the culture, it wants to prevail in its organization and include this information along with other relevant performance measures into the PA structure. Such a policy can lead to the existence of an appropriate culture for that organization if, as the results of this study show, the managers and supervisors at all levels timely perform such appraisals for all their subordinates. Performance appraisal, which itself is often considered a structural element designed for organizational control, has the potential to have as much impact on an organization's culture as any other mode of communication. In that regard, this study takes a step towards looking at PA as one more criteria to be examined during organizational cultural studies and organizational intervention

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The primary purpose of this dissertation is to comparatively review virtual accountability practices in public, private and nonprofit organizations, using the hospital industry as a case of analysis. Through the quantitative assessment of organizational websites, this study provides empirical evidence that there are statistically significant differences in how organizations conduct their virtual accountability practices. Nonprofits are leading the way in their overall virtual accountability practices. They are more likely to score higher on engagement, performance and mission dimensions of virtual accountability practices. Private organizations have the lowest scores on every dimension, except for accessibility. Public organizations have the strongest scores within the governance dimension. The secondary purpose of this dissertation is to determine which organizational characteristics contribute to greater organizational accountability in virtual space. My findings suggest that the two best predictors for overall virtual accountability practices are the private sector ownership and the hospital volume, measured through the number of annual admissions.

Seventy percent of organizational change initiatives fail. Among organizations where change and adaptation are necessary for survival, the U.S. military stands at the top. The disparity between desired health and fitness behaviors and actual behaviors is a glaring reminder that change is difficult to implement and that current change systems struggle. Merit-based systems offer a solution by rewarding and reinforcing good behavior to generate lasting change. This paper evaluates Kotter's Change Model and Nudge Theory and found them insufficient because they do not sufficiently address reinforcement learning or the temporal tie between behaviors and rewards for reinforcement. This paper then examines behavior modification through a theoretical framework called Active Inference. Active Inference suggests agents or organisms will engage in behavioral tradeoffs based on their prior knowledge, present sensing, and future beliefs. This paper suggests that the modeling of behaviors using active inference allows supervisors to predict and target behaviors that will need to be reinforced by a merit-based system to produce long-term change. Finally, this paper examines and recommends the adoption of blockchain play-to-earn models to standardize and automate rewards to produce lasting habits that result in long-term change.

This pilot study examines the impact of combined immersion and embodiment on learning and emotional outcomes. The results are intended to better enable U.S. Army senior leaders to decide if dismounted infantry Soldiers would benefit from a more immersive simulation-based training capability. The experiment's between-subject design included a sample of 15 participants randomly assigned to one of three system configurations representing different levels of combined immersion and embodiment. The control group was a typical desktop, and the two experimental groups were a typical configuration of a Virtual Reality headset (VR) and a novel configuration using VR supported by an omnidirectional treadmill (ODT) for full body exploration and interaction. Unique from similar studies, this pilot study allows for an analysis of the Infinadeck ODT's impact on learning outcomes and the value of pairing tasks by type with various levels of immersion. Each condition accessed the same realistically modeled geospatial virtual environment (VE), the UCF Virtual Arboretum, and completed the same pre and post VE-interaction measurement instruments. These tests included complicated and complex information. Declarative information involved listing plants/communities native to central Florida (complicated tasks) while the situational awareness measurement required participants to draw a sketch map (complex task). The Kruskal-Wallis non-parametric statistical test showed no difference between conditions on learning outcomes. The non-parametric Spearman correlation statistical test showed many significant relationships between the system configuration and emotional outcomes. Graphical representations of the data combined with quantitative, qualitative, and correlational data suggest a larger sample size is required to increase power to answer this research question. This study found a strong trend which indicates learning outcomes are affected by task type and significant correlations between emotions important for learning outcomes increased with combined immersion and embodiment.

In this dissertation, I explore women's non-governmental organizations (NGOs) in Pakistan. NGOs in Pakistan offer an opportunity to study activism in action and analyze the various strategies and modes of argumentation used by women's NGOs to advance women's rights in a conservative environment. This study is an attempt to break down some of the dichotomies that often characterize the debate on NGOs---civil society vs. the state, democratic vs. non-democratic, feminist vs. non-feminist---and instead place the activities, visions and agendas of women's NGOs in their historical, political, cultural, and social contexts. Between January and June 2004, I collected data in Pakistan by (1) engaging in participant observation with three NGOs ranging along a continuum of advocacy and feminist agendas, (2) personal interviews with NGO employees all over Pakistan, government officials and some senior officials at international donor agencies, and (3) analyzing published materials produced by NGOs such as mission statements, reports, strategy papers, posters and calendars as well as newspaper articles and reports on NGOs. I address the following questions through my research: What factors influence whether NGOs follow feminist agendas or more conservative ones? What kinds of strategies do they employ to ensure their survival in a conservative environment? Do these strategies involve compromises that undermine a feminist agenda? At the core of this study are some lingering questions about feminism and activism. How do we and should we define feminism? What are the consequences for NGOs, and activism in general, of compromising on feminist ideals? How should we understand these compromises given the "ground realities" of activism in a country like Pakistan? How does the position of NGOs within a larger social, cultural, and political context shape and/or constrain their visions and activities? I argue that the ground realities (which differ from place to place) often dictate to a large extent the scope, nature, and strength of activism and feminism in a given context. This is an important step in furthering the debate and filling some of the theoretical gaps in the scholarship on the role and nature of activism, NGOs, and feminism.

In this dissertation I explore the cultures of death and dying in medical institutions, hospices and funeral work. I argue that not only are there competing cultures of death and dying in American society, but within these institutions that produce tension and conflict, sometimes among the workers, other times between the workers and those they serve, and other times between the institution and outside organizations. Medical institutions, by medicalizing death and dying, constructed a “death as enemy” orientation in which doctors fight death with the use of medical technology, practice detached concern from their patients, and marginalize religion and spirituality. On the other hand, a “suffering as enemy” orientation has also emerged, primarily in the form of palliative medicine, in which needless suffering is considered worse than death, therefore life-saving technology is removed, doctors empathize with patients and families, and spirituality is incorporated. Hospice started as a social movement to change how dying patients were treated at the end of life, addressing patients' physical, spiritual and emotional pain. However, the bureaucratization of hospice, particularly the Medicare Hospice Benefit, has led to a compromise of the social movement's ideals and these competing orientations shape how hospice workers, particularly nurses and social workers, express frustrations with their work. Funeral directors assert their jurisdictional claims of the right to handle the corpse and assuage the grief of the bereaved, through embalming, informal grief counseling and the funeral performance, but funeral directors encounter resistance from large funeral corporations and the funeral societies. Large corporations centralize embalming, turning the corpse from a craft to a product, recruit other professionals to practice grief counseling, and sell standardized funeral packages. Funeral societies challenge the necessity of embalming and funeral directors' expertise in grief counseling, and focusing on the value of simple, dignified and affordable funerals. I conclude this dissertation by showing how orientations toward death and dying vary in American society and these institutions because of tension between experts who espouse a particular orientation and challenges from within and outside these institutions.

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