This thesis attempts to describe the essential systems features of a complex real-world domain of operational risk (OR) in banking, by employing general systems theory (GST) as the guiding method. An implementational framework (SAFOR) is presented for operational risk management (ORM), the target of which is to manage and mitigate the risk-around-loss causes. Since reasoning about OR is often scenario based, the framework also includes methods for decision making in addition to Value at Risk (VaR) and Conditional Value at Risk (CVaR). Other computational models that yield prediction intervals are discussed as well. Because the banking industry is one of the most mature sectors when it comes to OR, and contains the most data points, the discussion in this thesis evolves around such institutions. The present state-of-the-art in OR management for banking is surveyed using a systemic-holistic approach and the model framework is presented against this discussion. Tools and concepts from systems theory and systems thinking are employed for assessing systems properties and gaining insights into the interaction of various components. This brings about a number of advantages. This is not in disagreement with current suggestions such as those of the Basle Committee (Basel II), which is doing an excellent job in proving the state-of-the-art in best practice for banking institutions. Rather, this thesis offers a complementary perspective, looking at essentially the same problems but in a broader context and with a differing view. OR data has been hard to come by in banking. Confidentiality and difficulties in quantifying OR as well as the short time data has been gathered in a consistent way are some of the reasons for this. Therefore, no case study has been done. Instead, we have chosen to look into a published bank application of an advanced OR model. The application shows that the technique holds as validation of the SAFOR modules.

This thesis deals with the need for development in contemporary organizations in order to stay competitive. Thereby, we focus on the concept of Learning Organizations, which is a well-known theory of developing for organizations. In the context of this thesis we identify the key factors for the becoming of a Learning Organization in the contemplated organization, which is Växjö Airport. However, this thesis also includes an attempt to improve the situation at the airport. The thesis at hand is conducted with a qualitative approach due to the need of a thorough understanding about the procedures in the organization. It is important to mention that the thesis is based on a previous study, thus our pre-understanding was influenced by the empirical findings of this study. In this context the most suitable approach is the abductive method. For the development of our conceptual model the pre-understanding was of utmost importance, since the results from the previous study made it possible to choose the key factors for the becoming of a Learning Organization in the special case of Växjö Airport. The model namely includes the factors systems thinking, groups and teams, shared vision, leadership style and communication. Another important component of this thesis is the practical accomplishment of several meetings, which attempted to improve the main obstacles in the organization. The analysis capitalizes on the comparison between the model and the collected empirical data, which is based on the interviews with several employees of the organization as well as our observations of the conducted meetings. Thereby, we identify the special characteristics of each key factor. In addition, we highlight the possible obstacles or problems in the implementation. Due to this analysis we can conclude that our model presents the most important key factors for the becoming of a Learning Organization in the contemplated organization. However, we also realized the difficulty of changing people’s mind and thus the complexity of the implementation. We also discovered that Organizational Learning is an ongoing process, which is never completed.

From 2002, Bureau of National Health Insurance attempted to solve the problem that the average time that a doctor uses to diagnose a sickness is to short by Global Budget System. However, in 2007, Micheal Porter argued that the average time that a doctor uses to diagnose a sickness is only three minutes. Therefore, Bureau of National Health Insurance is failed to solve this problem. In this research, we find that the time that a doctor uses to diagnose a sickness is not decided by doctors but sickness. However, the target that Bureau of National Health Insurance wants to influence is doctors. Besides, although Bureau of National Health Insurance wants to influence doctors, the people who are real influenced are operators. As the result, the average time that a doctor uses to diagnose a sickness is still short and Global Budget System lets operators not only fire inferior doctors hardly but also less invite better doctors to help. Thus, it causes sickness rights and interests damage. Besides, we try to find the high leverage solution to solve this problem. We consider three ways, including limiting doctors` patient, increasing price and helping doctors to improve their skill. After studying, we find that only helping doctors to improve their skill would not cause any side effect.

The purpose of this study was to identify those elements of the Baldrige Education Criteria for Performance Excellence that central office leaders, principals, and teachers perceive as having an impact on collective teacher efficacy. The study determined if there was a relationship between the perceptions of central office leaders, principals, and teachers concerning the implementation of the criteria, the difficulty of implementation, and the impact of implementation on collective teacher efficacy. The population for this study included sixty individuals from three school districts from Texas, North Carolina, and New Mexico who have implemented the Baldrige Education Criteria for Performance Excellence for a minimum of five years. The Delphi Technique was used for the study utilizing a questionnaire linked to six of the seven categories of the Baldrige Education Criteria for Performance Excellence. Quantitative data was analyzed using descriptive statistics, which were reported using numerical and graphic techniques. The key findings of this study suggest that the Baldrige Education Criteria for Performance Excellence, which the three study school districts chose as a framework for improving organizational performance, has had a perceived positive impact on collective teacher efficacy. The following conclusions were drawn from the data analysis: ?? Implementation of the Baldrige Criteria requires a long-term commitment, ?? Districts committed to implementation of the criteria develop systematic approaches to management processes, persevere in their deployment, and continually assess performance to determine areas for improvement. ?? The difficulty of implementation of the criteria relates to the effort required to align and deploy systematic approaches throughout the organization. ?? Commitment and implementation begins at the senior leadership level of central office and cascades through the organization to principals and classroom teachers. The extent to which systematic management approaches have been deployed to the classroom teacher level determines the level of impact of implementation on collective efficacy. ?? The Baldrige Education Criteria for Performance Excellence provide a framework for school districts to improve organizational performance from a systems perspective to achieve organizational and student success. ?? The more mature a district??s deployment/implementation of the criteria, the greater the impact on collective teacher efficacy.

<p>This thesis deals with the need for development in contemporary organizations in order to stay competitive. Thereby, we focus on the concept of Learning Organizations, which is a well-known theory of developing for organizations. In the context of this thesis we identify the key factors for the becoming of a Learning Organization in the contemplated organization, which is Växjö Airport. However, this thesis also includes an attempt to improve the situation at the airport.</p><p>The thesis at hand is conducted with a qualitative approach due to the need of a thorough understanding about the procedures in the organization. It is important to mention that the thesis is based on a previous study, thus our pre-understanding was influenced by the empirical findings of this study. In this context the most suitable approach is the abductive method.</p><p>For the development of our conceptual model the pre-understanding was of utmost importance, since the results from the previous study made it possible to choose the key factors for the becoming of a Learning Organization in the special case of Växjö Airport. The model namely includes the factors systems thinking, groups and teams, shared vision, leadership style and communication. Another important component of this thesis is the practical accomplishment of several meetings, which attempted to improve the main obstacles in the organization.</p><p>The analysis capitalizes on the comparison between the model and the collected empirical data, which is based on the interviews with several employees of the organization as well as our observations of the conducted meetings. Thereby, we identify the special characteristics of each key factor. In addition, we highlight the possible obstacles or problems in the implementation.</p><p>Due to this analysis we can conclude that our model presents the most important key factors for the becoming of a Learning Organization in the contemplated organization. However, we also realized the difficulty of changing people’s mind and thus the complexity of the implementation. We also discovered that Organizational Learning is an ongoing process, which is never completed.</p>

There is a globally acknowledged urgency for mankind to transition toward sustainability. Empowering people to make sound assessments is the basis for desirable transitions. ‘Education for sustainable development’ (ESD) is an interdisciplinary learning process advancing knowledge, understanding and action for sustainability. To encourage sustainability transitions ESD needs to be personal and place-specific. One platform provisioning for such learning is ‘ecotourism’, where participants have a heightened sense of self, others and the environment. Hence a practice incorporating ESD into ecotourism is investigated in this thesis, to determine whether the setting would be propitious for fostering sustainability transitions. The pertinent sustainability concepts are assessed, and ‘social practice theory’ is utilized in a case study. The approach of social practice theory was preferable, as it holds the assumption that people are able to act in relation to collective cultural activities rather than in immediate responses to internal or environmental events. The effect of ESD in ecotourism is analyzed through observations and unstructured interviews conducted in a case-study in Turkey – Narköy, which is a hotel, organic farm and educational facility. The findings imply that through social practice, pro-environmental transitions can be encouraged and strengthened, with the provisions of having freedom for learning, social interaction, connection with nature, tangible activities and inclusive approach.

Disertacijoje nagrinėjama mokslinė problema, kuo sisteminis mąstymas, kaip kompetencija, vertingas lyderystėje. Darbe siekiama atsakyti į vadybai aktualų klausimą, kaip sisteminis mąstymas padeda lyderiui kokybiškiau, tiksliau veikti ir pamatyti naujas, produktyvias organizacijos valdymo formas ir priemones. Teoriniame lygmenyje apibendrinamas požiūris į sisteminį mąstymą ir praplečiama sisteminio mąstymo samprata, pagrindžiamas sisteminio mąstymo, kaip kompetencijos, aktualumas lyderystės kontekste. Remiantis mokslinės literatūros analize bei sinteze sukurtas koncepcinis intelekto kompetencijų/lyderystės rezultatų priežastinių ryšių modelis, kuris buvo empiriškai įvertintas tiriant dviejų verslo, gamybinių ir prekybinių organizacijų, aukščiausio lygio vadovų kompetencijas. Tyrimas identifikavo, kokios kompetencijos prognozuoja aukštesnius lyderystės rezultatus, bei padėjo įvertinti sisteminio mąstymo kompetencijos poveikio lyderystės rezultatams skirtumus gamybinėse ir prekybinėse organizacijose Lietuvoje. / The question about the role of systems thinking as a competence in leadership is the scientific problem of doctoral thesis. The dissertation aims to answer the question of how the principles of systems thinking help the leader to achieve higher quality in his activity and to find new productive forms and tools for organisation management. Rich insight to the systems thinking approach was provided at the conceptual level and meaning of systems thinking was developed. The relevance of systems thinking as a competence was disclosed in the context of leadership. Based on the analysis and synthesis of the scientific literature a conceptual model of relationship between intelligence competencies and leadership performance was developed. The theoretical model was supported by empirical evidence from the two industries perspectives: the paper reveals the differences in executive competencies and compares the impact of systems thinking on leadership performance in manufacturing and retail trade enterprises. Intelligence competencies which are predictors of leadership performance in Lithuania were identified by this research.

Sistemologai laiko IVVS kompiuterizuotu įrankiu ir išskiria prioritetą konstruoti organizacijų sistemas pagal minties veiklos metodiką. Tačiau IVVS kokybė, išsamumas ir nauda suponuoja, kad tokie organizacijų projektavimo pusfabrikačiai yra verti mokslininkų nuostatų peržiūros. Organizacinės sistemos kaip visumos nesuvokimas, neišnaudoja sinergijos ir veda į nepakankamą ir neefektyvų valdymą. Asmuo turintis sisteminio mąstymo gebėjimą - organizuoja firmą kaip sistemą, apimdamas visus sistemos komponentus, kurių kiekvienas yra prasmingas visos sistemos atžvilgiu. Darbe analizuojama kokie organizacijų bruožai ir vadovų savybės lemia organizacijų projektavimo būdą. Darbo tyrimu buvo ieškoma dėsningumų, kurie leistų aiškiau suvokti organizacijų projektavimo aspektus. Tyrimas atskleidė daugumos vadovų sisteminio mąstymo kompetenciją. Išryškėjo tendencija, jog gamybinėse ir paslaugų organizacijose sisteminis mąstymas vadovų tarpe pasitaiko dažniau, nei prekybinėse įmonėse. Prekybos įmonės linkusios rinktis IVVS, nei kurti organizacijos projektą savarankiškai. Sisteminio mąstymo neturintys vadovai nepasitiki išoriniais konsultantais, bet pasibaigus projektui geriau vertina jų darbą, nei sisteminį mąstymą turintys vadovai. / Scientists of systemology propose SBMS (Soft of Business Management System) are just computer-integrated tool and recommend to project organization using a methodology of minds activity. However a quality, particularity and usefulness of SBMS lead to scientists attitudes review. Senselessness of the organizations systems leads to waste of synergy and insufficient management. A person gifted systematic intellection can organize a company as the system, including all components that are important according the system unit. Diploma paper author analyses organizations features and managers characteristics that determine method of organizations projection and looked for regularities that allow bettering understanding the aspects organizations projection. Research disclosed majority of managers have the systematic intellection and show a tendency – mostly managers from manufacturing and service companies have systematic intellection than managers from trade companies which prefer to use SBMS than to project organization self-sufficiently. Managers without systematic intellection distrust outside consultants, but evaluate the consultants better than managers with systematic intellection.

Systems Thinking, (ST), has lately received increased attention, once again, as a result of accelerate change conditions and as organisations seem to operate in a more complex and uncertain context, which demands a new way of thinking. ST is an answer to these challenges as it is a way of thinking and acting that adopt a broader perspective. However, the perspective is not new itself and despite its positive aspects, it is still received inferior attention in the academia as well as practice. The purpose of this research was to contribute to an understanding of the employees perception of the change process towards this perspective, in order to gain an understanding of what is difficult and what factors that have helped these individuals to gain the perspective. A theoretical framework was developed and by conducting an exploratory study of the individual change, data were collected from in-depth interviews. The research findings come up with a model of nine key factors that are considered helpful to the employees in the change process, and three of those especially useful when implementing the ST perspective. The model can be seen as practical guidelines for implementation of ST reforms.

This study explored the implementation of Image Theatre as a means to developing systems thinking in a co-curricular student leadership development program at the University of Victoria. The research question asked: In what ways does the implementation of an arts-based pedagogical approach, such as Image Theatre, illustrate the potentiality for undergraduate students to better understand ‘the bigger picture’ and the interconnections of their intersecting social systems? This inquiry was conducted through an arts-based methodology and used the Social Change Model of Leadership Development (Higher Education Research Institute, 1996) as a theoretical framework for designing the student leadership program. The study was conducted during a workshop in which Image Theatre and graphic recording were used in parallel to trace connections among the characters portrayed by six undergraduate students interested in environmental sustainability. The themes that emerged included the tensions of individuals ‘caught in the middle’, or system’s integrators, and the role of activism. The study’s findings suggest students’ understanding of systems as fragmented units and identifies the potentiality for further research and intentional practice emphasizing the interconnections and relationships among systems within the curriculum. / Graduate / 0745 / 0727 / 0516 / vcortes@uvic.ca