Organizational innovation and change are the most important issue in this century . Modern organizations encounter various challenges in a dynamic environment by adopting the following tools : Business Process Reengineering , Organization reconstructure , Information Technology , Supply Chain Management , Electronic Commerce and Enterprise Resource Planning . Therefore , keeping change so that the organization can survive is necessary. Enterprise survival and development must reside on Organizational change that involves we can adjusted by organizational members , culture , structure and stradegy . Meanwhile , organizational change generates a great impact on the organizational members . Employees require well preparations to face the impact of organizational change . This thesis is about an international software company that has been through the reengineering of the customer service model . Unfortunately , after six months of operation it failed because of a lack communication across multinational corporations . There are several reasons for the failure , including change stradegy , information technology , culture and organizational structure .

The Research between Organizational Change of the Business Department and Staff¡¦s Cognition in TSC Abstract This research is aimed to discuss the relation between Organizational Change of the Business Department and Staff¡¦s Cognition in TSC, and then get understandings of the response from all the staffs. The targets for this discussion are: A. Staff¡¦s cognition for Organizational Change of Business Department. B. Staff¡¦s response for their rights. C. Staff¡¦s attitude toward the trainings for Second Specialty. D. Staff¡¦s attitude toward multi-development of the company. The results of the research indicate that: A. Difference Analysis The characteristic of each staff toward the Organizational Change of Business Department has significant differences on Degree, Seniority, Department, and Title. B. Hypothesis a. Staff shows support toward the Organizational Change of Business Department. b. Staff shows anxiety toward the execution for this issue. As a result, their suggestions are trying to improve the competitive capacity of the company and increase the profit in order to get rid of staff¡¦s anxiety and help this plan be able to run down successfully.

Abstract The purpose of this study was to examine the relationships among, change's perception, work stress, personality characteristics and organizational commitment in organizational change, and used employees from Postal bureau as examples. Making a survey of collecting 171 effective samples, the major conclusions we observed are as follows¡G 1. It appears negative influence for employees¡¦work stress to organizational commitment in organizational change. 2. It appears positive influence for employees¡¦change's perception to organizational commitment in organizational change. 3. It appears influence for employees¡¦personality characteristics to work stress in organizational change. 4. The degrees of organizational commitment of different disparity age of employees had significant difference in organizational change. 5. The degrees of work stress of level of education of employees had significant difference in organizational change. 6. Different period of service were correlated significantly with employees¡¦ change's perception, work stress and organizational commitment in organizational change.

Humor is usually associated with trivial or non-serious banter; it is however a significant factor in the construction of organizational culture. This work provides an experience based organizational account of how organizations are produced and reproduced, as well as how organizational interaction is coupled with structure. This dissertation is based on two ethnographic studies: the first, a year-long study of a hotel kitchen, and the second, a three-year study of a private boarding school. This long term examination of an organization??s interaction is used to illustrate how organizational interaction produces the duality of organizational structuration overtime. An ethnographic communication-focused approach provides methods for recognizing multiple sites and levels of the Structuration process. As a result, this approach provides a major contribution to understanding the process of Structuration through agents?? actions in the context of their organizational culture.

Thesis (doctoral)--Helsingin Kauppakorkeakoulu, 1991. / Includes bibliographical references (p. 197-208).

Thesis (D. Phil.(Sos.)--University of Pretoria, 1999. / Includes bibliographical references.

Thesis (Ph.D.)--Virginia Commonwealth University, 2009. / Prepared for: School of Education Title from title-page of electronic thesis. Bibliography: leaves 378-398.

Thesis (M.S.)--Naval Postgraduate School, 2002. / Thesis advisor(s): John Arquilla, George Lober. Includes bibliographical references (p. 99-102). Also available online.

Thesis (M.S. in Systems Technology (Command, Control, and Communication))--Naval Postgraduate School, June 2004. / Thesis advisor(s): William G. Kemple. Includes bibliographical references (p. 111). Also available online.

Thesis (doctoral) -- Tampereen teknillisen yliopiston, 2009. / Includes bibliographical references (p. 250-278). Also available on the World Wide Web.