In the recent years¡Athere are many innovations diffused¡CSome of the innovations were accepted by the clients¡Athe others were rejected¡CThere were many factors involved in the process of diffusion of innovation¡CThe significant one is the role of Change Agent¡CThe case selected in the research is a famous educational web site -¡uLOXA¡v¡CThe web site supplies many free internet services¡Asuch as Web Server¡BDNS¡BProxy Server¡BMail Server for elementary school and junior high school in Taiwan¡CThe numbers of member of¡uLOXA¡vgrows rapidly in the past two half years¡Athat is the reason why it was chosen¡CThe purpose of the research is to understand the role of Change Agent in the diffusion of¡uLOXA¡v¡C AT the end of the research¡Athe following conclusions are made¡G(1)The sequence of diffusion is contributive to the diffusion of¡uLOXA¡v¡C(2)The most significant characteristic of innovations is¡uRelative advantage¡v¡C(3)The change agent of¡uLOXA¡vplays his role appropriately in the process of introducing innovation in a client system¡C(4)The behavior of change agent of¡uLOXA¡vis identified with the successful generalizations almost¡C

Zugl.: Bielefeld, Univ., Diss., 2006

Introduktion Det har pågått en diskussion om konsultverksamhet är ett yrke eller en hel industri. Många tänkare har kommit fram till att det är både och. Konsultfirmorna erbjuder idag också många olika typer av service, den här uppsatsen har sitt fokus på förändringsledningsområdet samt att beskriva managementkonsultens roll som förändringsagent. Trots att det ofta är svårt att se vilka effekter förändringar har på organisationer så är det viktigt att förändra. Förändringsledning är dock mycket svårt och därför misslyckas många förändringsprojekt. Syfte Syftet med denna uppsats är att beskriva managementkonsultens roll som förändringsagent samt att identifiera problem i och omkring förändringsprocessen. Vidare hoppas man kunna hitta exempel på problem och framgångsfaktorer för att förbättra förändringsledning. Metod Den här studien är gjord utifrån ett deduktivt synsätt. De empiriska data har sedan insamlats genom användandet av kvalitativa semistrukturerade intervjuer. Det främsta skälet till valet av en kvalitativ undersökning var att få en djupare kunskap inom undersökningsområdet samt att det ansågs vara bästa sättet för att uppnå syftet. Författarna undersökte tre olika projekt genom att intervjua en konsult och en klient inom vart och ett av projekten. På grund av uppsatsens fokus på förändringsagenter så säkerställdes att alla tre konsulterna hade denna roll när de ansvarade för ledning av förändring. Resultat Många faktorer påverkar implementeringen av förändringar i organisationer. I konsultens roll som förändringsagent är det viktigt att inte bli en implementerare, i slutändan är det klientens organisation som ska förändras. För att uppnå framgångsrik förändring har författarna kommit fram till några slutsatser som är vitigare än andra, bland dessa finner man, skapandet av involvering och gemensamt engagemang för förändring, hitta det verkliga problemet samt att man inte glömmer vikten av att involvera chefer och ledare.

There was the Financial Tsunami in 2008. It made many organizations to think about how to sustain business. Therefore, the IT(Information Technical) industries will be replace by Energy Technical industries. Organizations must face the new environment and rethink new business model, renew and change form organizations inside and outside. In organizations area, organizations will apply some behavior science method to change to affect the values, attitudes or behaviors of employees, then reach the purpose of organization potential development. For live and reach goal, organizations must adjust flexibly to suit outside environment. Meanwhile, to keep the inside be stable and avoid to disintegrating and deco by using change activities. Between the forces of suit and sustain, the topic of how to strongly to grow up for organizations is getting important. OD (Organization Development) certainly provide managers and members a series tools to reach goal. Especially managers in this moment must manage change. OD is a good choose for managing change. Organization greening will be the trend in the big environment. It is a important topic for organizations to manage change and make a good OD plan. The investigation via documents discussing and case study, visit seven organizations to talk, the finding as following: A. In OD strategies, the change agent and intervene technical variety can increase the purpose of OD. B. The technical industries need more different change agents and intervene skills then traditional industries due to their complex greening strategies. C. Set green vision or green mission and announce to public is a good idea to make green OD strategies process smoothly. They can make members to build green values and attitude then further to change their behaviors. D. Technical industries use committees to be change agent due to they have more complex greening scope then traditional industries. Technical industries focus the system oriented and culture oriented both. E. If OD strategies contain extend original products scope, using activities investigate technical is a good chooses. F. When designing intervene technical, having guided activities will have the best result for changing behaviors of members. G. It can help processing greening organizations if organizations have the base of CSR.

<p>Introduktion</p><p>Det har pågått en diskussion om konsultverksamhet är ett yrke eller en hel industri. Många tänkare har kommit fram till att det är både och. Konsultfirmorna erbjuder idag också många olika typer av service, den här uppsatsen har sitt fokus på förändringsledningsområdet samt att beskriva managementkonsultens roll som förändringsagent. Trots att det ofta är svårt att se vilka effekter förändringar har på organisationer så är det viktigt att förändra. Förändringsledning är dock mycket svårt och därför misslyckas många förändringsprojekt.</p><p>Syfte</p><p>Syftet med denna uppsats är att beskriva managementkonsultens roll som förändringsagent samt att identifiera problem i och omkring förändringsprocessen. Vidare hoppas man kunna hitta exempel på problem och framgångsfaktorer för att förbättra förändringsledning.</p><p>Metod</p><p>Den här studien är gjord utifrån ett deduktivt synsätt. De empiriska data har sedan insamlats genom användandet av kvalitativa semistrukturerade intervjuer. Det främsta skälet till valet av en kvalitativ undersökning var att få en djupare kunskap inom undersökningsområdet samt att det ansågs vara bästa sättet för att uppnå syftet. Författarna undersökte tre olika projekt genom att intervjua en konsult och en klient inom vart och ett av projekten. På grund av uppsatsens fokus på förändringsagenter så säkerställdes att alla tre konsulterna hade denna roll när de ansvarade för ledning av förändring.</p><p>Resultat</p><p>Många faktorer påverkar implementeringen av förändringar i organisationer. I konsultens roll som förändringsagent är det viktigt att inte bli en implementerare, i slutändan är det klientens organisation som ska förändras. För att uppnå framgångsrik förändring har författarna kommit fram till några slutsatser som är vitigare än andra, bland dessa finner man, skapandet av involvering och gemensamt engagemang för förändring, hitta det verkliga problemet samt att man inte glömmer vikten av att involvera chefer och ledare.</p>

Background: There is an increasing importance of sustainable development in today’s society as a result of various social, environmental, and economic challenges facing the people and planet. To create the change needed to shift from unsustainable activities, everyone must participate, including business organizations. Here, the concept of change readiness is highly relevant as it helps prepare individuals and organizations to accept and not be resistant to change initiatives.  Purpose: The purpose of this thesis is to investigate and explore (1) how change agents create change readiness to prepare employees for organizational change towards sustainability and (2) how these efforts are perceived and experienced by employees.   Method: This thesis uses a qualitative approach with an exploratory nature where two companies (case studies) are included. In total, five organizational members were interviewed to collect empirical data: two change agents and three employees.    Conclusion: The findings display that change agents use two strategies for spreading the change message (persuasive communication and active participation) and unintentionally use the five cognitive components of change readiness (discrepancy, appropriateness, efficacy, principal support and personal valence) to prepare employees for organizational change towards sustainability. In turn, these efforts are perceived and experienced by employees as enhancing their level of change readiness.

<p>Most organizations of today are more or less influenced by the globalization. This phenomenon has led to that changes belong to the everyday concern of companies in order to be ahead of the competition. Simultaneously, when it comes to discussions about change failures and successes, it mainly is the top management standing in the spotlight. Therefore, the aim of this thesis is to take a glance backstage of organizational changes while focusing on middle management. The purpose of this research is to examine how the middle manager can become a change agent and what contributions this new role can bring to the company. A glimpse on the historical evolution of the middle manager´s role and status helps to identify the underlying causes for the existing stereotype of this management group as well as the reasons for why middle management seems to belong to the ‘forgotten breed’ in organizations. Furthermore, the concept of changes and change management is outlined in order to clarify why changes fail and how those failures can be prevented with the help of a change agent. Based on this theoretical framework, the potential of middle managers acting as change agents is discussed. Additionally, due to the fact that the middle manager’s role as a change agent is not fully recognized yet, an own developed concept is outlined. This model is created as a result of empirical research in terms of interviews with consultants as well as extensive literature studies within this research area. The concept demonstrates how a middle manager can become a change agent and which contributions this new role can bring to the organization. Overall, it can be concluded from the research that it is time for organizations to recognize the potential of middle managers; they are the ones who can make changes happen.</p>

The Church of England is living through a time of significant change in attitudes towards local church ministry, congregational participation and pastoral practices. As it seeks to respond with integrity to changes in contemporary society the Church’s dialogue with empirical social research is beginning to develop more fully. This thesis focuses on a pioneer national project to explore the effectiveness of pastoral ministry in contemporary church weddings. The social science research methods used in this project revealed insights into the ministry of contemporary church weddings with the intention of shaping responsive parochial wedding policies. This thesis considers the potential for further local enquiry by individual marrying clergy to understand the ordinary theology (proposed by Astley) of their communities using methods of ordinary research alongside a shared reflective practice. It highlights the socio-theological interface within reflective empirical theology by pastoral practitioners in the Church. A model of participatory action research incorporating online clergy forums and change agent groups is explored to stimulate parochial and institutional change among clergy in partnership with each other. The role of priest researchers is proposed and identified in other pastoral contexts to examine factors that motivate clergy to participate in the development of pastorally responsive national policies. A methodology of personal diaries, focus groups and one to one interviews is used to explore the responses of clergy to participating in reflective praxis. The findings point to key factors in developing pastoral practice and policies involving the place of ministerial development and attitudes towards collaborative working. A typology of pastoral ministry is developed towards identifying priest researchers in the Church. The research affirms the contribution of pastoral practitioners towards the development of pastorally responsive national policies but the nature of parochial deployment and clergy relationships with each other and the Church institutions frequently preclude much of this contribution.

Legislative advocacy efforts are increasingly becoming part of a counselor's professional identity, yet scholarly literature lacks studies about experiences of counseling students involved in legislative advocacy for the counseling profession. The purpose of this study was to gain an understanding of the meaning counseling students ascribe to their involvement in legislative advocacy for the counseling profession. Astin's student involvement theory was the conceptual framework utilized to explore the lived experiences of counseling graduate students and recent graduates who participated in a 4-day long American Counseling Association Institute for Leadership Training on legislative advocacy and leadership or in professional legislative advocacy at the state level. Convenient and snowball sampling yielded 8 participants who engaged in semistructured interviews. Using interpretative phenomenological analysis, the data were analyzed to identify essential themes. Thematic analysis was conducted by hand using literature-based codes and lean coding as well as NVivo software. Themes included awareness, faculty mentor, involvement, incorporating legislative advocacy into the curriculum, lack of confidence, student learning and personal development, legislative culture, motivation, student obstacles to professional legislative advocacy, and problems in working with other professions. Findings may be useful for counselor educators seeking to integrate professional legislative advocacy into the counseling curriculum. Implementing a professional legislative advocacy approach into the counseling curriculum might contribute to counselor students' developing a propensity for leadership, advocacy, and professional legislative advocacy beyond graduation.

This thesis concentrates on the consequences of strong commitment⁄ Engagement in contemporary work. The aim of the thesis is to Build knowledge on regeneration and development of human resources. The empirical research consists of three case studies mainly Based on interviews: two are explorative studies on four strongly Committed champions within two projects of radical reorganisation. The third Empirical study is exploring one strongly engaged champion within an extensive Business rationalisation. The two first case studies were originally set for Other research and are therefore analyzed secondarily here. The case studies indicate that the strong commitment that is needed in contemporary Work is problematic when crises arise. The commitment and energy Tend to reduce quickly in bad managed crises. In order to break an evil Circle of energy loss the manager’s support is central, and also the possibility to Learn from experiences in an acceptable climate. / Avhandlingen fokuserar på det starka engagemangets konsekvenser i Det samtida arbetet. Syftet är att bidra med förståelse kring engagemangets Betydelse för regenerativ utveckling av mänskliga resurser. Avhandlingen baseras på studier av fem förändringsledare och deras Tre utvecklingsprojekt. Den främsta metoden för insamling av Information var intervjuer, men även andra metoder såsom deltagande observationer Har använts. Av de fem starkt engagerade förändringsledarna som Studerats var det fyra som misslyckades att nå sina projektmål, endast en lyckades Och gick stärkt ur projektet. Två av projekten var radikala, det vill säga de Sökte bryta med befintliga värderingar och organisera arbetet efter en annan Människosyn. Studien visar på att starkt engagemang som ju ofta behövs i ett samtida Gränslöst arbete också kan vara problematiskt när krissituationer uppstår. Individens Engagemang och energi tenderar att förbrukas, istället för att återskapas Vid en illa behandlad kris. För att kunna bryta en ond cirkel av energiförbrukning Föreslås chefers stöd vara en viktig komponent, men också möjligheten Att lära från sina erfarenheter i ett tillåtande klimat. / QC 20100902