The study was conducted to determine the key obstacles to strategy implementation at the Social Security Commission. The objective was to establish various factors that inhibit successful strategy implementation and explore alternative approaches that could be adopted to facilitate effective implementation of strategic decisions. The data was collected through questionnaires distributed to the personnel of the institution. 34 respondents out of a population of 56 participated in the study. The results showed serious lack of change management practice which could be regarded as the reason why resistance to change from the majority of the personnel is being experienced. Indications are also prevalent from the results obtained that show lack of ownership of the implementation process. In addition, lack of commitment to achieve positive results, lack of control of the implementation plan, ineffective information sharing methods as well as negative organizational culture are influencing the outcome of the strategy implementation process. / Business Management / M. Tech. (Business Administration)

Organisations and job content will continually change irrespective of the employee or job context. The ability to understand, initiate and manage change is therefore, an essential skill for any change agent. The general aim of this research was to investigate the impact of change management on role conflict, role ambiguity and job satisfaction. "Change management", "role conflict", "role ambiguity" and "job satisfaction" were conceptualised. This change process was described and the effect of change management on role conflict, role ambiguity and job satisfaction was determined. Instruments for measuring these concepts were administered among 116 employees who have been subjected to extensive organisational change within a large transport organisation. It was found that change management has a significant impact on role conflict, role ambiguity and job satisfaction. The change management process used in this research potentially enables Human Resources managers and change agents to reduce role conflict, role ambiguity and job satisfaction during large scale organisation change. / Industrial and Organisational Psychology / M.Comm. (Industrial Psychology)

Submitted by Joel de Lima Pereira Castro Junior (joelpcastro@uol.com.br) on 2016-06-13T15:31:45Z No. of bitstreams: 1 ArnaldoMendes.pdf: 1524208 bytes, checksum: 6b18d1408203463205809c90794100a4 (MD5) / Approved for entry into archive by Biblioteca de Administração e Ciências Contábeis (bac@ndc.uff.br) on 2016-06-20T17:05:32Z (GMT) No. of bitstreams: 1 ArnaldoMendes.pdf: 1524208 bytes, checksum: 6b18d1408203463205809c90794100a4 (MD5) / Made available in DSpace on 2016-06-20T17:05:32Z (GMT). No. of bitstreams: 1 ArnaldoMendes.pdf: 1524208 bytes, checksum: 6b18d1408203463205809c90794100a4 (MD5) / Coordenação de aperfeiçoamento de pessoal de ensino superior - CAPES / Universidade Estácio de Sá. Rio de Janeiro, RJ / A reforma do Estado brasileiro dos anos 1990 teve como uma das suas premissas que a administração pública deveria ser transformada de administração burocrática para administração gerencial, importando conhecimentos da gestão empresarial para se tornar “mais adequada ao capitalismo moderno”, nas palavras do ex-ministro Bresser Pereira. O problema da pesquisa tem origem no fato de que os métodos da gestão privada são desenvolvidos para criar valor para os clientes em ambientes competitivos, e não estarem adaptados necessariamente para a missão do gestor público, que é criar valor público para os cidadãos e comunidades. O presente trabalho de dissertação busca analisar a migração dos conhecimentos gerenciais que têm origem na iniciativa privada e ingressam na administração pública e os canais por onde essa migração se processa. A parte empírica do trabalho visou investigar quais têm sido os cuidados analíticos para a adaptação desses conhecimentos e quais problemas de adaptação são detectados em uma pesquisa de campo com gestores públicos. A dissertação conta com uma pesquisa bibliográfica sobre reforma do Estado, nova gestão pública, valor público, consultoria privada em modernização da gestão pública, escolas de governo, perfil dos gestores públicos. Além da pesquisa bibliográfica, há uma pesquisa de campo, feita com base em entrevistas de uma amostra de 21 gestores públicos do Estado do Rio de Janeiro, que investiga os canais de migração de conhecimentos, sua importância relativa e alguns efeitos da migração de conhecimentos na gestão pública. A combinação das duas pesquisas leva à conclusão de que a distinção entre valor público e valor privado é reconhecida, mas não tem sido a referência dominante no processo de migração estudado. / One of the main assumptions of the 1990’s Brazilian State Reform Program was that the traditional bureaucratic administration should change radically into a managerial kind, bringing in private companies methods, in order to become more “in line with the modern capitalism” in the words of former minister Bresser Pereira. The research problem comes out when we consider that private companies’ managerial methods are developed to create value to consumers in a competitive environment, and so they are not necessarily applicable to the daily mission of public managers, that involves creating public value to citizens and communities. The present work intends to analyze the migration of managerial knowledge from markets to public administration and the channels by which this happens. The field research presented on this dissertation investigates the effects of the above referred knowledge migration on current public management, and the possible detectable odds of this phenomenon. Besides the field research, the dissertation is also comprised by a theoretical analysis. This analysis involves public value concept, new public management and its theoretical basis, state reform trajectories and channels of knowledge migration, like private consultants and schools of government. Combining the theoretical with the empirical researches one can find out that differences between public and private values are recognized in the knowledge migration process. However, those differences have not been often a reference for the public management modernization.

Organisationer står ständigt inför förändring för att behålla sin plats på dagens arbetsmarknad. Merparten av organisationsförändringar misslyckas varpå motstånd till förändring (MTF) antas vara en bidragande orsak. Forskning har undersökt hur MTF kan minskas via bl.a. förändringsledning. Denna studie avsåg undersöka individuella faktorer vilka kan påverka medarbetares MTF. Detta undersöktes via en enkät besvarad av 209 medarbetare på 11 företag. Enkäten bestod av Oregs skala för MTF, arbetsrelaterad self-efficacy (ASE), arbetsrelaterad KASAM (WSOC), attityd till organisationsförändring samt bakgrundsvariablerna kön, ålder, utbildningsnivå, antal år på arbetsplatsen och sektor. Studien hittade signifikanta samband mellan MTF och ASE, WSOC, attityd till organisationsförändring samt kön. Vidare visade sig prediktorvariablerna tillsammans förklara 29 % av variationen i MTF. Studiens resultat går i linje med tidigare resultat inom ASE och WSOC men går emot forskning om könsskillnader i MTF. Studiens slutsats var att de hälsofrämjande individuella aspekterna (ASE, WSOC) troligen inverkar mest på MTF.

Change is invariable and continuous, and has become inevitable in almost every sphere of business. The FNB Namibia operates in a highly vibrant competitive environment that is influenced by external and internal change drivers, and has not been resistant to any forces of change. This study was conducted to examine the relationship between corporate culture and organisational change of FNB Namibia. In this study corporate culture is the independent variable while organisational change is the dependent variable under the investigation. The data were collected through the questionnaires distributed to the staff members of the bank. A total of 50 questionnaires were administered, 33 of the questionnaires were correctly completed and returned. The findings showed that there is a relationship between corporate culture and organisational change. The findings also showed that the dominant existing organisational culture at the bank is hierarchy culture. Even though hierarchy culture is found to be the dominant organisational culture of the bank, the findings however, further revealed that the bank has adopted all four types of organisational culture. The study also found that different types of organisational culture have different levels of perceptions towards organisational change. / Business Management / M. Tech. (Business Administration)

Problem: Communication is critical but neglected and underestimated by leaders during PAI, which is furthermore considered a key reason for acquisition failure. In connection to this problem is the lack of case studies conducted on cross-border M&amp;A. This study therefore attempts to bridge this gap by doing a qualitative multiple case study on four global Swedish cross-border acquirers. Purpose: This thesis investigates how Swedish cross-border acquirers utilize leadership communication in the execution of PAI, if there are key challenges within this scope and how they could be managed based on theoretical guidelines. Method: To achieve the purpose the method of this study is based on an explanatory abductive approach with an interpretivist research paradigm. Furthermore, qualitative research has been conducted in the form of collecting primary data through semi-structured interviews with five firm leaders with experience of PAI working for global Swedish cross-border acquirers. Furthermore, this study includes a pre-study on management consulting firms working with PAI. Secondary data is collected from annual reports and other information from the firms’ websites. Finally, the empirical findings are thematically analysed through testing the conceptual framework. Results: The results of this study highlights implications in the form of seven sub-themes needed to be managed by leaders utilizing communication for successful PAI. Furthermore, based on this sample, Swedish cross-border acquirers are generally equipped with how to utilize communication from leaders in PAI. However, results also highlight that neglecting PAI leads to negative results. / Problem: Kommunikation är kritiskt men försummat och underskattat av ledare under PAI, vilket dessutom anses vara en viktig anledning till förvärvsmisslyckande. I koppling till detta problem råder det även brist på fallstudier inom cross-border M&amp;A. Denna studie försöker därför fylla detta gap genom att genomföra en kvalitativ flerfallstudie på fyra globala svenska cross-border förvärvare. Syfte: Denna studie undersöker hur svenska cross-border förvärvare nyttjar ledarskapskommunikation vid genomförandet av PAI, om det finns nyckelutmaningar inom detta tillämpningsområde samt hur dessa kan hanteras baserat på teoretiska riktlinjer. Metod: För att uppnå syftet är metoden i denna studie baserad på ett förklarande abduktivt tillvägagångssätt med ett interpretivistiskt forskningsparadigm. Dessutom har kvalitativ forskning genomförts i form av insamling av primärdata genom utförandet av semi-strukturerade intervjuer med fem ledare med erfarenhet av PAI som arbetar för globala svenska cross-border förvärvare. Fortsättningsvis inkluderar denna studie en förstudie på managementkonsultbolag som arbetar med PAI. Sekundärdata har samlats in från årsredovisningar och annan information från firmornas hemsidor. Slutligen analyseras det empiriska resultatet i form av en tematisk analys genom att testa det konceptuella ramverket. Resultat: Resultaten av denna studie upplyser implikationer i form av sju underteman som behöver hanteras av ledare genom kommunikation för framgångsrik PAI. Vidare, baserat på detta urval av svenska cross-border förvärvare är att de är generellt välrustade med hur de kan hantera kommunikation från ledare inom PAI. Dock visar resultatet även på att försummad PAI leder till negativa resultat. / <p>One respondent opted to not take part of the study just prior to publication. This means that the uploaded version of this thesis is without one of the case firms.</p><p>En respondent valde att inte vara en del av studien precis innan publicering. Detta innebär att den uppladdade versionen av detta examensarbete är utan ett fallföretag.</p>

С переходом на рыночную экономику организации получили самостоятельность в выборе модели, формы и системы стимулирования и оплаты труда. В торговле единственным источником средств на оплату труда является выручка от реализации товаров. Целью магистерской диссертации является разработка эффективных методов стимулирования и оплаты труда персонала при внедрении изменений в деятельность сбытовых организаций. В магистерской диссертации разработана методика стимулирования и оплаты труда персонала при внедрении изменений, учитывающая специфику деятельности сбытовых организаций, при этом акцент сделан на выявлении типа изменений, причины сопротивлений, бальной оценки сотрудников, напрямую задействованных в реализации продукции и установлении процента вознаграждения, позволяющая лучшим образом подавить сопротивление, мотивировать персонал и достигать целевых показателей деятельности организации. / With the transition to a market economy, organizations gained independence in choosing a model, form and system of incentives and remuneration. In trade, the only source of funds for wages is the proceeds from the sale of goods. The purpose of the master's thesis is to develop effective methods of incentivizing and remunerating personnel when introducing changes in the activities of sales organizations. In the master's thesis, a methodology was developed to stimulate and remunerate personnel when introducing changes, taking into account the specifics of the activities of sales organizations, while the emphasis is on identifying the type of changes, the reasons for resistance, the score of employees directly involved in the sale of products and setting the percentage of remuneration, which allows you to better suppress resistance, motivate staff and achieve organizational performance targets.

Organizations are changing and growing constantly, which leads to higher complexity in development processes. For the development of complex products in a systematic way, requirements provide support. At Scania, it is of interest to investigate how engineers in the company work with requirements since a new safety standard is set to be implemented, which entails a change in the work with requirements. Thus, the purpose of this study is to investigate the ambition for working with requirements at Scania and to identify factors that can impede a change improvement in requirement engineering. This study aids in providing support for applying new practices when implementing a new safety standard. Literature within the fields of organizational change, change management and requirement engineering are considered. A qualitative case study at an automotive OEM has been conducted, where data was collected through 21 semi-structured interviews and internal documents. The findings show that the ambition level from the company perspective is not clear at Scania, thus engineers and units at the company set their own individual ambition for working with requirements and work in different ways across the organization. Also, several impeding factors such as standardization and different processes have been identified that could impede a change initiative for an improvement in the requirement engineering process. The findings contribute to the understanding of engineers purposes and motivation for requirement engineering. Furthermore, a change initiative in requirement engineering is investigated, where the impeding factors for the change are identified. Also, safety critical system development using requirement engineering is explored. It is suggested that future studies could compare other units and companies requirement engineering, and also leverage qualitative methods. Originality – To the best knowledge of the authors this is the first study to examine change initiative using Schein’s change model in a requirement engineering setting. / Organisationer förändras och växer ständigt, vilket leder till högre komplexitet i utvecklingsprocesser. För utveckling av komplexa produkter på ett systematiskt sätt ger krav stöd. Hos Scania är det av intresse att undersöka hur ingenjörer arbetar med krav i företaget eftersom en ny säkerhetsstandard är på väg att implementeras, vilket innebär en förändring av kravarbetet. Syftet med denna studie är därför att undersöka hur ambitionen att arbeta med krav är hos Scania och att identifiera faktorer som kan hindra en förbättring av arbetet med krav. Denna studie bidrar med att ge stöd vid tillämpning av nya metoder under implementeringen av en ny säkerhetsstandard. Litteratur inom områdena organisationsförändring, förändringshantering och kravhantering beaktas. En kvalitativ fallstudie hos en fordonstillverkare har genomförts där data samlades in genom 21 semistrukturerade intervjuer och från interna dokument. Resultaten visar att ambitionsnivån från ett företagsperspektiv inte är tydligt på Scania, vilket gör att ingenjörerna eller avdelningar sätter en individuell ambition för att arbeta med krav och arbetar på olika sätt inom organisationen. Dessutom har flera faktorer så som standardisering och olika arbetssätt identifierats, vilka kan förhindra ett förändringsinitiativ för en förbättring av kravhanteringsprocessen. Resultaten bidrar till att förstå ingenjörers syften och motivationen för kravhantering. Vidare undersöks förändringsinitiativ inom kravhantering samt faktorer som kan förhindra förändringen. Dessutom undersöks hur säkerhetskritiska system utvecklas med användning av krav. Det föreslås att framtida studier kan jämföra andra enheters och företags kravhantering, och även utnyttja kvalitativa metoder. Originalitet – Enligt författarnas uppfattning är detta den första studien som undersöker förändringsinitiativ med Scheins förändringsmodell i samband med kravhantering.

Purpose - The aim of this study is to provide large incumbent organizations a tool to moreeffectively evaluate and implement digital platforms while taking into account the needs ofthe stakeholders. To do so, we developed a roadmap consisting of nine steps that are dividedinto three different phases. Method - This study was conducted by using a abductive research method utilizing aquantitative data collection by analyzing earlier research and qualitative data collectionthrough interviews. The interviews were conducted in three phases: exploratory, semistructured and validatory interviews. In total 21 interviews were conducted which wereanalyzed through a thematic analysis. Findings - The thematic analysis resulted in three main themes; Platform transitionassessment, Planning platform transition, and Execute platform transition. These themes ledto a roadmap for platform transitions, for large incumbent organizations. Theoretical and Managerial implications - The presented study contributes to existingliterature by combining existing change management and technology adoption models todevelop a roadmap for evaluation and implementation of digital platforms. Furthermore, thisstudy provides managers with important insight and practical implications of importantfactors that should be considered before and during a digital transformation. Limitations and future research - This study is limited by its qualitative method since it isfocused on a single case study in a limited time-span in a large international industry.Therefore, the generalizability of the findings in this study might be limited and needs to beconfirmed in other contexts.

Text in Afrikaans / Hierdie studie is onderneem om die invloed van die veranderingsproses op die funksionering van 'n welsynsorganisasie te bepaal. 'n Literatuurstudie en empiriese studie is onderneem. Die navorsing het aangedui dat die redes vir verandering hoofsaaklik ekstern van aard is, dat 'n hoe persentasie respondente nie altyd die noodsaaklikheid of rede vir verandering verstaan nie, en dat die meerderheid die kommunikasieproses en deurgee van inligting nie altyd duidelik beleef nie. Die ondersoek dui verder aan dat die motivering van grondvlak maatskaplike werkers deur die bestuurders nie onderskat moet word nie. Die deurgee van inligting is positief ervaar, maar die werkers sou meer ondersteuning daarvan van die bestuur wou ervaar. Tydens die studie is daar 'n beperkte mate van weerstand gevind. Weerstand by werkers word egter beperk indien hulle ervaar dat hulle deel van die proses is, voorberei word op verandering, sekuriteit nie be"invloed word nie en hulle oor die nodige redes vir verandering ingelig wor / The purpose of this study was to establish the influence of the process of change on the functioning of a welfare organisation. A literature and empirical study was done. Research showed that reasons for change were primarily of an external kind, that a high percentage of respondents not always understand the necessity or reasons for change, and that most of the respondents experienced the communication channels and information not always as open and clear. The research shows that motivation of ground level social workers by managers must under no circumstances be under-estimated. The way in which information was given, was experienced positively, but workers needed more support with it from management. During the research a limited degree of resistance was further found. Resistance experienced by workers became less when they were part of the process, are prepared for change, their security not threatened and the reasons for change are known to them. / Social Work / M. Diac. (Maatskaplike Werk-rigting)