The purpose of this qualitative study is to explore the factors that contribute to client behavior change and motivation during residential treatment for adolescent females on probation. Data were obtained through retrospective individual interviews with residents of a residential treatment center in Northern Virginia. Semi-structured, open-ended questions were asked in order to obtain a rich description of each girl's experience of change. The results illuminated specific aspects of the treatment program that were most helpful to the participants. By analyzing these data, a specific process of change was developed for this unique population. Participants in the current study reported relationships with staff and their families as very important in terms of making changes. It seems the attachments they were able to establish were a significant factor in change. Through the lens of attachment theory, it is hypothesized that participants' relationships with staff were instrumental in helping them to make changes, as these relationships offered a secure base from which to explore themselves. In the context of an alternative attachment, the current study could be beneficial in helping counselors view themselves as alternative attachment figures, and help them to be more intentional about how they use this in treatment. / Master of Science

Objective: The present studies aimed to examine temporal patterns of symptom change over the course of cognitive behavioural therapy (CBT) in individuals with treatment-resistant depression (TRD) and evaluate their relationship to outcomes. They further sought to investigate whether case-conceptualisation competence, client hope and processing were associated with therapeutic change. Method: Participants were 156 individuals with TRD receiving 12-18 sessions of CBT as part of a randomised controlled trial. Depressive severity was assessed at each session. Audio-recordings of therapy sessions proximal to sudden gains and control sessions for 25 sudden gainers and 25 non-sudden gainers were rated for client hope and emotional processing, and therapist competence in case-conceptualisation. Results: The overall shape of change was best described as cubic, with frequent discontinuities in symptom trajectories. Sudden gains were associated with reduced depressive severity and a greater likelihood of remission at 12 months. Sudden gainers demonstrated greater hope than non-sudden gainers and emotional processing increased prior to a gain. Therapists showed greater competence in case-conceptualisation with sudden gainers. Conclusion: The present study describes a non-linear shape of change in TRD and extends the phenomenon of sudden gains to this population. It suggests that the combination of hope for change with supported efforts to process and make meaning of experiences may predispose individuals favourably towards experiencing sudden gains in therapy.

The thesis focuses on describing the transformation process of the merger of five hospitals Vysocina region in one functional unit, through the use Kotter model of changes. Due to influence the process of changing interest groups, to the extent described the process of analysis of the influence of interest groups in order to determine the method of communication between these groups and the team implementing change. The content of the thesis is also developing an action plan to implement the changes by determining the time frame for individual operations.

This thesis commences with the notion that interorganizational exchange relationships are dynamic to an unprecedented degree. It is argued that, global production networks have integrated firms into interdependent structures that blur traditional geographical and organizational boundaries. It is also true that the same networks bring together companies with diverse socio-cultural and economic backgrounds. Thus, the thesis focuses on the complexity of the contemporary international business landscape. The purpose of the work performed was to understand the process of change in interorganizational relationships under these complexities. Through a qualitative study of two main cases and a pilot study, the thesis investigates the networking behavior and the relationship dynamics between multinational companies from Sweden and Turkey, operating in Turkish and Swedish markets, respectively. By examining how firms create, maintain, dissolve and reconstruct their relationships, the thesis contributes to problematizing some of the assumptions that are commonly taken for granted, but which underpin several studies of interorganizational relationship dynamics. The findings illustrate that as recent trends such as cross-border acquisitions frequently perturb the contexts within which firms are embedded, the impact might be favorable for some actors, while others might push for new and different ‘directions’, finding the existing relational arrangements and resource structures counter to their future goals. Yet, the actions of parties are constrained by the structural position in which they find themselves. Thus, the development of an exchange relationship involves multiple processes, often inconsistent with one another, thereby disturbing the stability of the relationship. Through the aggregation of each paper’s contribution, the “Thesis Summary” offers a wide perspective of the relationship dynamics. By incorporating both teleological and dialectical views, the framework proposed captures both the actions undertaken by individual firms to make change, and the structural forces both promoting and opposing change. Ultimately, the thesis offers a framework for investigating the impact of complexity on change in interorganizational relationships, opening doors to an improved understanding of the significance divergent perspectives and disruptive experiences have on relationship change.

The purpose of this study was to utilize the graded unfolding model (GUM) (Roberts, 1995; Roberts & Laughlin, 1996) to examine the interaction between the stages of change (SOC) and the processes of change (POC) for smoking cessation (SC). Although an abundance of research has examined the transtheoretical model (TTM) and SC, the POC remains one of the least investigated dimensions of the TTM. Only one study has applied an item response theory model, the GUM, to the examination of the SOC and POC (Noel, 1999). This study attempted to replicate and extend the findings of Noel (1999) and provides additional external validity evidence for the SOC and the POC for SC.<p>The TTM posits that people undergoing change will use different processes and strategies as they proceed through the SOC and that each POC appears to reach peak use at different stages. Thus, the POC appear to follow an inverse-U-shaped pattern (Noel, 1999).<p>Responses to the SOC and 40-item POC for SC were collected from young adults. Analysis of the data using the GGUM (Roberts, 2000) demonstrated the applicability of the GUM and provides additional external validity of the POC for SC. More specifically, six POC were ordered as expected according to results of longitudinal studies. Four POC were found to be out of order, however, this could be due to sample characteristics or reduced validity of items (due to smoking law changes, some items may no longer be valid). Helping Relationships and Stimulus Control appeared together out of order. This finding replicates Noel (1999) and further research is needed to examine the ordering of these POC. The GUM was also found to fit the POC data better than other item response theory models.

The purpose of this study was to utilize the graded unfolding model (GUM) (Roberts, 1995; Roberts & Laughlin, 1996) to examine the interaction between the stages of change (SOC) and the processes of change (POC) for smoking cessation (SC). Although an abundance of research has examined the transtheoretical model (TTM) and SC, the POC remains one of the least investigated dimensions of the TTM. Only one study has applied an item response theory model, the GUM, to the examination of the SOC and POC (Noel, 1999). This study attempted to replicate and extend the findings of Noel (1999) and provides additional external validity evidence for the SOC and the POC for SC.<p>The TTM posits that people undergoing change will use different processes and strategies as they proceed through the SOC and that each POC appears to reach peak use at different stages. Thus, the POC appear to follow an inverse-U-shaped pattern (Noel, 1999).<p>Responses to the SOC and 40-item POC for SC were collected from young adults. Analysis of the data using the GGUM (Roberts, 2000) demonstrated the applicability of the GUM and provides additional external validity of the POC for SC. More specifically, six POC were ordered as expected according to results of longitudinal studies. Four POC were found to be out of order, however, this could be due to sample characteristics or reduced validity of items (due to smoking law changes, some items may no longer be valid). Helping Relationships and Stimulus Control appeared together out of order. This finding replicates Noel (1999) and further research is needed to examine the ordering of these POC. The GUM was also found to fit the POC data better than other item response theory models.

Thesis (Ph. D.)--University of Texas at Austin, 2002. / Vita. Includes bibliographical references. Available also from UMI Company.

För att lyckas med ett förändringsarbete är det viktigt att fånga upp medarbetarnas upplevelse av förändringen. I leanorganisationer är förändring en kritisk och nödvändig del när det kommer till att göra bolaget mer lönsamt och konkurrenskraftigt på marknaden. Den här studien gräver djupare i hur medarbetare på de lägre hierarkiska nivåerna i en organisation upplever förändring i just lean organisationer. Forskningsområdet är motiverat av tidigare litteratur som betonar att mycket forskning inom området glömmer bort att lyfta medarbetarnas perspektiv i förmån för ledningens. I den här studien har fem medarbetare på en stor lean organisation givit sin input i semi-strukturerade intervjuer. Alla dessa representerar organisationens lägre hierarkiska nivåer. Syftet har varit att tillgodose akademin med mer empiri som ger en kvalitativ förståelse för deras upplevelse. Resultaten visar att den övergripande upplevelsen av förändringen var negativ. Majoriteten av respondenterna beklagade sig över hur förändringsarbetet hade skötts när det kom till kommunikation av visionen, att uppmuntra medarbetare att agera på visionen och att planera samt skapa kortsiktiga vinster. Utöver den kritik som framfördes mot hur ledningen hanterat dessa tre steg i Kotters 8-stegs modell för förändring, upplevde de också att det fanns ett stort gap mellan dem själva och ledningen. Något de upplevde som oerhört omotiverande. Dessa resultat bidrar inte enbart med nya insikter till litteraturen utan ger även praktiska implikationer för beslutsfattare som arbetar med förändringsledning. / A success factor when it comes to change is to pay attention to what the employees experi-ence during the process. For lean organizations, change is critical and an essential part of mak-ing the business more competitive and lucrative. This study deepens the understanding of how employees in the lower hierarchies experience a change process in a lean organization. Previous literature has justified the research field by putting an emphasis on that the employer perspective often is forgotten in relation to the management point of view. In this study, five employees from a larger lean organization has provided their input in semi-structured interviews as representatives of lower hierarchy workers. The aim was to get a qualitative understanding of their experience to provide the academic literature with a deeper understanding of their perspective on change. The results implicate that the overall experience of the change amongst these respondents was negative. The majority thought that the change has been managed poorly when it comes to communicating the vision, empowering employees to act on the vision and planning as well as creating short term wins. Also, apart from the poor management of these three steps in Kotter’s 8-step process of change, they felt like there was a huge gap between themselves and the top management which was demotivating. The findings of this study does not only provide new insights to the literature but also highlight some managerial implications for change managers.

Syftet med studien är att öka kunskapen om ett pedagogiskt stöd till medarbetarna kan främja jämställdhetsintegreringen på arbetsmarknaden genom en utvecklingsinriktad förändringsprocess. Kognitiv teori har använts som utgångspunkt med en socialkonstruktivistisk tyngd. Datainsamlingen har skett genom en kvantitativ metod där en enkätundersökning gjordes med ett obundet slumpmässigt urval. Enkäten delades ut via sociala media på Facebook och Instagram. Det var 49 respondenter som deltog varav 40 kvinnor och 9 män. Resultatet visade att kvinnor i större utsträckning upplever mer ojämställdhet och diskriminering. De anser att mer information, utbildning och stöd i från både myndigheter och arbetsgivare i kombination med strängare straff kan främja jämställdhetsintegreringen. Män anser att ökad information, utbildning, stöd från myndigheter och arbetsgivare är tillräckliga åtgärder för jämställdhetsintegreringen. Stor del av respondenterna upplevde att en ökad jämställdhet på arbetsmarknaden skulle även minska ojämställdhet och diskriminering i samhället. Avsaknad av tidigare forskning på det specifika området av ett pedagogiskt stöd i jämställdhetsintegreringen gör att ytterligare forskning kan krävas för att styrka resultat och slutsats av denna studie. / <p>PE207G. Examinationsdatum: 2023-06-08.</p>

Denna studie gjordes för att undersöka anabola androgena steroider (AAS). Problemformuleringarna som ställdes syftade till att identifiera tillgängligheten hos öppenvårdsenheter enligt behandlare samt att undersöka hur behandlare arbetar med dessa klienter. Community Readiness Model, transteoretisk förändringsprocess samt transformativt lärande har använts som teoretiska utgångspunkter i syfte att uppnå förståelse för så väl det organisatoriska lärandet samt för individens förändringsprocess. En kvalitativ studie har gjorts genom semistrukturerade intervjuer med behandlare, aktiva inom öppenvården. Intervjumaterialet har kodats samt analyserats och ställts emot tidigare forskning för att slutsatser kring syfte och problemformuleringar. Faktorer som kunskapsbrist samt låg motivation har identifierats som bidragande orsaker till missbruksvårdens svårtillgänglighet. Man har sett ett behov av samverkan och kunskapsspridning som faktorer som skulle kunna öka tillgängligheten. Studien visar att vårdens motivation till förändring och arbete med denna problematik är lika viktig som klientens.