Disruptive innovation calls for disruptive change as it poses both opportunities as well as threats to established companies. However, many companies fail to integrate new technologies and industry leaders see their position being claimed by more ambidextrous companies. This thesis investigates the introduction of connectivity solutions in the metrology sector, and how it impacts the business model of traditional organisations. The research has been conducted through a single case study of a B2B provider of hardware and software solutions in the metrology sector. Based on the research including interviews and literature review, the most important conclusions drawn are: • Connectivity drives significant business opportunities for the service organisation of Maxfil • The identified business opportunities of connectivity demand significant change requirements of the business model; all parts of the business model are subjective to change • Change management can be a tool to highlight flawed strategies in adopting connectivity, thus facilitating business model innovation The study contributes to the field of science and business model innovation by emphasising the importance of change management, decreasing the gap between the research fields. Suggestions for future research is to validate the findings of the study by extending the scope of the thesis and include multiple organisations on their way of adopting connectivity. / Disruptiv innovation kräver omfattande förändring eftersom det utgör både möjligheter och hot mot etablerade företag. Många företag misslyckas däremot med att integrera ny teknik, och branschledare förlorar sin ställning till mer ambidextra företag. Denna studie undersöker införandet av uppkoppling inom metrologisektorn, och hur det påverkar affärsmodellen för traditionella organisationer. Studien har genomförts genom en fallstudie av en B2B-leverantör av hårdvaru- och mjukvarulösningar inom metrologisektorn. Baserat på forskningen, inklusive intervjuer och litteraturstudie, är de viktigaste slutsatserna: • Uppkoppling av industrin driver stora affärsmöjligheter för Maxfils serviceorganisation • De identifierade affärsmöjligheterna av uppkoppling för industrin kräver stora förändringar av affärsmodellen; alla delar av affärsmodellen är föremål för förändring • Förändringshantering kan vara ett verktyg för att identifiera bristfälliga strategier när det gäller att integrera uppkopplingsteknologi, vilket underlättar affärsmodellsinnovation Studien bidrar till fältet för vetenskap och affärsmodellsinnovation genom att betona vikten av förändringshantering, vilket i sin tur minskar klyftan mellan forskningsområdena. Förslag till framtida forskning är att validera resultaten av studien genom att utvidga studiens omfattning och inkludera flera organisationer på väg att integrera uppkopplingsteknologi.

Tidigare studier har problematiserat förändringar på företag via hur förändringsledare implementerar dem och att motvilja till förändringar finns hos de berörda. Studien i rapporten fokuserar därför på att förstå hur ett konsultbolag inom samhällsbyggnad arbetar med interna utvecklingsförändringar. Genom att analysera förändringsledares tillvägagångssätt vid implementation av förändringar kan studien föreslå faktorer som bidrar till en mer effektiv ledning av internt förändringsarbete.Kvalitativa data har samlats in genom intervjuer med förändringsledare som tidigare har lett interna förändringar. Intervjuerna var semistrukturerade och frågorna var utformade via det teoretiska ramverket som rapporten belyser. Intervjuerna har analyserats med hjälp av teoretiska begrepp. Det empiriska resultatet bidrog till att slutsatser om vilka faktorer som är centrala för ett konsultbolag inom samhällsbyggnad vid implementering av förändringar samt vilka utvecklingspotentialer som finns.Slutsatsen kan stödja ett konsultbolag inom samhällsbyggnad att kartlägga vad som är viktigt för dem samt vilka delar de kan utveckla för en mer effektiv förändringsledning.Resultaten visar att fyra faktorer och ett utvecklingspotentialområde kan utläsas ur materialet om de förändringsledarnas tillvägagångssätt för implementation av interna utvecklingsförändringar. De fyra faktorerna är, ‘Kommunikation’, ‘Bemöta de berörda’, ‘Flexibilitet’, ‘Attityd’. Där varje faktor beskriver den generella uppfattningen som de intervjuade ledarna gett uttryck för. Utvecklingspotentialen är ‘Planera’ och slutsatsen belyser hur och varför man som förändringsledare bör planera för förändringar. Utvecklingspotentialen är en generalisering av vad de förändringsledarna tillsammans anser är viktigt samt vad teorin förstärker.De teoretiska implikationerna säger att samtliga aktiviteter inom det teoretiska ramverket inte är lika aktuella och relevanta för denna sortens företag. Resultaten visar också att de förändringsledarnas attityd till förändringen är en viktig faktor för företaget vilket det teoretiska ramverket inte belyser. De praktiska implikationerna beskriver att man som bolag kan förstå sina mest viktiga faktorer och vilka områden man inom implementeringen av interna utvecklingsförändringar behöver utveckla. / Previous studies have problematized changes in companies through how leaders implement change. Further, studies have also shown that changes can affect those who are involved in the change process by a resistance towards the new change. Therefore, the study in this report focuses on understanding how a consultancy company works with internal development-changes. By analysing formal leaders' approaches to implementing changes, the study can propose standpoints and potentials for development too be more effective within change management.Qualitative data has been collected through interviews with formal leaders who have previously led changes at the company. The interviews were semi-structured, and the questions were designed through the theoretical framework that the report highlight. The empirical result shows how the formal leaders were leading change. By analysing the findings through the theory that the writers choose as framework they found out what is important for the formal leaders when leading change and what they can do better.The conclusion should contribute to how leaders at a consultancy company works with change, what is important for them and what they can do better for a more effective change management. The results show that four standpoints and one potential of development have been discovered in the formal leaders' approach to implementing internal development-changes. The four positions are, ‘Communication’, ‘Attending the concerned’, ‘Flexibility’ and ‘Attitude’. Where each position is a generalization of what the formal leaders consider to be important during the implementation process. The potential of development is ‘Planning’ and the conclusion highlights how and why a formal leader could apply this. The potential of development is a generalization of what the formal leaders together believe is important and what the theory reinforces.The theoretical implications say that all activities within the theoretical framework are not as relevant to this typical company. It has also been found that the formal leaders' attitude towards change is important for the company, which the theoretical framework does not elucidate. The practical implications describe that a company can understand their most important standpoints and which areas they need to develop within the implementation of internal development-changes.

yes / Purpose – Cost reduction through the use of technology has become the competitive strength of companies. The benefits of technology integration are quite credible and have been effective in business competition. The purpose of this paper is to describe an integrated manufacturing strategy for the deployment of a CAD/CAM system in a small, medium manufacturing enterprise (SMME). Design/methodology/approach – A case study of a SMME is utilised in deploying an integrated CAD/CAM system for practical application of manufacturing technology for achieving sustainable growth through lean systems design (LSD). The paper presents a techno-economic and technology change management framework, with an application of a holistic set of lean deployment tools that include establishing a strategic and operational plan for implementing CAD/CAM systems as a means to achieving world-class performance. Findings – The paper shows that the CAD/CAM integration within the case company increased knowledge of CAD/CAM technology, productivity, and flexibility whilst reducing throughput times. Based on the literature review and the current case study, a framework for ideal CAD/CAM implementation has been proposed. The paper also shows that management and organisational structures are key inhibitors for successful implementation of technology integration. Research limitations/implications – The paper uses a single case study to validate deployment of the integrated manufacturing strategy in SMMEs. Hence there is a limitation to its generality. Practical implications – ThepaperprovidesanopportunitytofurtherunderstandCAD/CAMsystem implementation protocols within a well structured framework and its configuration within SMMEs. Social implications – The CAD/CAM implementation framework will allow the SMMEs to achieve Lean manufacturing (thereby minimising wastes) leading to improved growth and employment rates. Originality/value – The presentation of conceptualisation, development and implementation of an integrated CAD/CAM system in support of organisational wide Lean manufacturing initiative in SMMEs is an originality of this paper.

Product Lifecycle Management (PLM) is a way for manufacturing companies to counter the challenge of managing product information through its lifecycle. Change management is often overlooked during PLM implementations. This can lead to project failure and negative consequences for organizations. Additionally, one shortcoming of change management in PLM implementation is not considering individual commitment to change. Therefore, this case study’s purpose was to explore how change management can increase end-user commitment and thereby contribute to improved PLM implementations. This was investigated by performing a qualitative case study of Dassault Systèmes and their PLM implementation project at four different customer organizations: Saab Dynamics, Jaguar Land Rover, Scania, and Ericsson. Sixteen individuals involved in the PLM projects, evenly distributed between Dassault Systèmes’ employees and customer representatives, were interviewed. The collected data was analyzed using a theoretical framework based on change management and commitment. The study identified four key areas of change management for increasing end-user commitment during PLM implementation: (1) vision, (2) top management, (3) training, and (4) individual treatment. An overview of the suggested recommendations within each area is: (1) a specific vision and a sense of urgency should be created and communicated; (2) top management, including the CEO, should be committed to the project and communicate to the end-users; (3) training should be continuous, adapted to the end-users and include other purposes that teaching about the PLM tool; and (4) different end-users should be managed differently and be included in implementation project. These conclusions contribute to the research field of PLM implementation by improving the understanding of how change management can increase the end-users’ commitment in PLM implementation projects. / Product Lifecycle Management (PLM) är ett sätt för tillverkande företag att möta sina utmaningar med att hantera produktinformation genom produktens livscykel. Förändringsledning förbises ofta under PLM-implementationer. Detta kan leda till misslyckade projekt och negativa konsekvenser för organisationer. En ytterligare brist i förändringsledningen inom PLM-implementationer är att inte ta hänsyn till individuellt engagemang till förändring. Därför var den här fallstudiens syfte att utforska hur förändringsledning kan öka slutanvändarnas engagemang och därigenom bidra till förbättrade PLM-implementationer. Detta undersöktes genom att utföra en kvalitativ fallstudie av Dassault Systèmes och deras PLM-implementationsprojekt hos fyra olika kundorganisationer: Saab Dynamics, Jaguar Land Rover, Scania och Ericsson. Sexton individer som var involverade i PLM-projekten, jämnt fördelade mellan Dassault Systèmes-anställda och kundrepresentanter, intervjuades. De insamlade uppgifterna analyserades med hjälp av ett teoretiskt ramverk baserat på förändringsledning och engagemang. Studien identifierade fyra viktiga områden inom förändringsledning för att öka slutanvändarens engagemang under PLM-implementationer: (1) vision, (2) företagets ledning, (3) utbildning och (4) individuell behandling. En översikt över de föreslagna rekommendationerna inom varje område är: (1) en specifik vision och en känsla av brådska bör skapas och kommuniceras; (2) företagets ledning, inklusive VD:n, bör vara engagerad i projektet och kommunicera till slutanvändarna; (3) utbildningen bör vara kontinuerlig, anpassad till slutanvändarna och inkludera andra syften än att lära ut PLM-verktyget; (4) olika slutanvändare bör hanteras annorlunda och inkluderas i implementationsprojektet. Dessa slutsatser bidrar till forskningen inom PLM-implementationer genom att förbättra förståelsen för hur förändringsledning kan öka slutanvändarnas engagemang i PLM-implementationsprojekt.

Background: Sustainable organizational change has become one of the greatest challenges facing contemporary businesses. The metal manufacturing industry is important in the transition, due to its impact on global GDP and the climate. SMEs covers a large portion of the metal manufacturing industry, where their transformation is crucial as well. Problem: Despite the importance of sustainable change, there is limited research on how manufacturing SMEs can effectively manage a sustainable transformation. This gap necessitates elucidating the context of SMEs in sustainability, and exploring methods for sustainable change management within these organizations.  Purpose: The aim of this research is to explore sustainability and organizational change in the context of manufacturing SMEs, to provide a deeper understanding on how manufacturing SMEs can sustainably transform their business activities through adequate methods and processes. Method: This research takes on the philosophical position of critical realism and utilizes a qualitative, explorative, and inductive approach. Semi-structured interviews were conducted with ten managers from manufacturing SMEs. A thematic analysis was also adopted to extend the previous research.  Conclusion: Manufacturing SMEs adopt various sustainability activities, in line with the triple bottom line. They are also going towards a more formal approach for sustainability. Economic performance and sustainability go together for manufacturing SMEs, whereas more knowledge is connected to higher altruistic motivations and clear sustainability strategies. A combination of continuous incremental and transformational change is evident. This research found a six-step process for SMEs sustainable change management, elucidating their more flexible and adaptive culture alongside specific advantages and challenges. Their capabilities of learning and an informal culture facilitates fast decision-making and the continuous improvement of their practices, facilitating economic performance and sustainable change.

Engineering is inherently a process of constant change. The process of managing engineering changes is however, not a new topic and it is well defined and implemented in various other engineering management philosophies. Yet, on its own, it still remains a very challenging problem to organisations. This research examines the applicability of engineering change management to a large steel manufacturing company who identified the lack of an engineering change management system as the main contributing factor of numerous problems the company experienced over time. The study sets out to determine the high level understanding, the level- and sophistication of practical implementation and quality (identified problems with existing, or the lack of existing systems) of the engineering change management procedures. The study also compared how three surveyed companies relate in terms of their engineering change management systems and how the companies relate to the academic principals found in literature. Furthermore everyday user experience was measured to determine what aspects of engineering change is important and what needed improvement As part of the research, literature was reviewed and it was found that various authors, practitioners and academics agreed that engineering change management is increasingly important as an engineering management item. The literature revealed high-level requirements, models and constituents that are required for successful engineering change management. A questionnaire survey was developed as the experiment to measure how engineering change management was perceived practically. The aspects and phases listed from literature were examined and the perceptions, experience and feedback from the engineers that face engineering changes on a daily basis was determined. The general understanding and feeling towards their engineering change management was analysed and used to identify areas of common problems. The two other surveyed companies: a petrochemical company and a specialised product company provided means to determine if the process of engineering change management could be generalised and applied to the large steel manufacturing company. The analysis of the results of the survey provided valuable information that was used to conclude why some companies were able to achieve success with their engineering change management procedures and why others failed or struggled. The research effectively showed how engineering change management is perceived both negatively and positively in industry and identified common areas where improvement can be made. Furthermore, it can be concluded that engineering change management remained generic from a high-level and would thus be applicable to the large steel manufacturing company. The study also determined that engineering change management can effectively be used to mitigate and reduce the effects of uncontrolled changes that were listed by the large steel manufacturing company. / MIng (Development and Management Engineering), North-West University, Potchefstroom Campus, 2014

Engineering is inherently a process of constant change. The process of managing engineering changes is however, not a new topic and it is well defined and implemented in various other engineering management philosophies. Yet, on its own, it still remains a very challenging problem to organisations. This research examines the applicability of engineering change management to a large steel manufacturing company who identified the lack of an engineering change management system as the main contributing factor of numerous problems the company experienced over time. The study sets out to determine the high level understanding, the level- and sophistication of practical implementation and quality (identified problems with existing, or the lack of existing systems) of the engineering change management procedures. The study also compared how three surveyed companies relate in terms of their engineering change management systems and how the companies relate to the academic principals found in literature. Furthermore everyday user experience was measured to determine what aspects of engineering change is important and what needed improvement As part of the research, literature was reviewed and it was found that various authors, practitioners and academics agreed that engineering change management is increasingly important as an engineering management item. The literature revealed high-level requirements, models and constituents that are required for successful engineering change management. A questionnaire survey was developed as the experiment to measure how engineering change management was perceived practically. The aspects and phases listed from literature were examined and the perceptions, experience and feedback from the engineers that face engineering changes on a daily basis was determined. The general understanding and feeling towards their engineering change management was analysed and used to identify areas of common problems. The two other surveyed companies: a petrochemical company and a specialised product company provided means to determine if the process of engineering change management could be generalised and applied to the large steel manufacturing company. The analysis of the results of the survey provided valuable information that was used to conclude why some companies were able to achieve success with their engineering change management procedures and why others failed or struggled. The research effectively showed how engineering change management is perceived both negatively and positively in industry and identified common areas where improvement can be made. Furthermore, it can be concluded that engineering change management remained generic from a high-level and would thus be applicable to the large steel manufacturing company. The study also determined that engineering change management can effectively be used to mitigate and reduce the effects of uncontrolled changes that were listed by the large steel manufacturing company. / MIng (Development and Management Engineering), North-West University, Potchefstroom Campus, 2014

Summaries in Afrikaans and English / Text in Afrikaans / Die studie is ondemeem om empiries vas te stel wat die aard en omvang van Totale Kwaliteitbestuur as 'n interne organisatoriese reeling vir personeel in die Toetsvliegen Ontwil<kelingsentrum in die Suid-Afrikaanse Lugmag is en om terselfdertyd te bepaal of die gesindheid van die personeel van die Toetsvlieg- en Ontwikkelingsentrum jeens Totale Kwaliteitbestuur positief is en of hulle van mening is dat die toepassing van Totale Kwaliteitbestuur vir hulle aanvaarbaar is. Ondersteunend tot die empiriese ondersoek is ook 'n teoretiese studie gedoen om Totale Kwaliteitbestuur binne die konteks van die organisasieteorie te beskryf, om 'n toepaslike definisie vir Totale KwaHteitbestuur vir hierdie stuc:tie te bepaal en om die Totale Kwaliteitbestuursdimensies vanuit die literatuur te bestudeer en die dimensies in 'n model te integreer wat gebruik kan word om verbeterde werkverrigting by die Toetsvlieg- en Ontwikkelingsentrum te bepaal. Daar is ook aandag gegee aan die proses van Totale Kwaliteitbestuur en organisatoriese reelings vir die vestiging daarvan in die Toetsvlieg- en Ontwikkelingsentrum om sodoende die konteks van die studie te beklemtoon. / The study was to determine empirically the nature and extent of Total Quality Management as an internal organisational arrangement for personnel at the Test Flight and Development Centre in the South African Air Force, while at the same time determining whether the attitude of the personnel of the Test Flight and Development Centre found the application of Total Quality Management positive and acceptable. A theoretical study was done in support of the empirical study to describe Total Quality Management within the context of the organisational theory, to find an appropriate definition for Total Quality Management for this study, to study Total Quality Management dimensions from the literature, and to integrate these dimensions into a model that can be used to determine improved performance at the Test Flight and Development Centre. The process used for the implementation of Total Quality Management at the Test Flight and Development Centre were also studied. / Public Administration / M. Admin. (Public Administration)

In the first chapter the author outlined the context of the study, the overview, terminology and the research aims, as well as research questions. The purpose of the study was to explore the management of change in schools of the Kavango region in Namibia. It aimed to determine the guidelines, factors that influence change, the role of the principals in managing change and strategies used to train school managers to cope with new demands and changes. The literature reviews, in Chapter 2, address the theories of change management. They further outline the role and successes of school principals in managing change. The literature revealed a lack of information-sharing and skill amongst staff members in general, and principals in particular. The description of the methodology in Chapter 3 addresses how the research questions were approached using purposeful sampling and semi-structured interviews as part of an interpretive approach. A thematic analysis of the data was undertaken from which important recurring concepts were derived. This process continued during data collection. The findings from the data analysis in terms of twelve themes (cf. 4.4) which were composed by grouping together related concepts are presented and described in Chapter 4. Findings showed that participating principals lack skills in managing change, but it appears that there is potential for improvement if they are trained to understand the management of change and leadership theories. A summary of the main findings of the study is found in Chapter 5, together with conclusions and recommendations. Limitations of the study and implications for future research are also addressed. An analysis of the study indicated that there is lack of support, monitoring and coordination of the management of change programmes at the regional level. Reference was made to leadership and management programmes such as the Education and Training Sector for Implementation Programme [ETSIP] initiated by the Ministry of Education [MoE] to assist principals. The findings suggest that programmes petered out because follow-up was limited. / Educational Studies / M. Ed. (Education Management)

A phenomenological study was conducted to explore and understand the personal experiences and meaning ascribed by senior leaders within a large multidisciplinary construction company. An effort was made to understand how they personally experienced leading others, what they learnt about themselves, what challenged them most, and what support, if any they had during their leadership of large-scale organisational change. The research found that there is a significant personal cost to the individual. This cost comes in terms of career, work-life balance and even reputation. It provides an opportunity to grow in self-knowledge, provided leaders are open to learn and reflect and that there is a substantive support structure both internally and externally to the organisation in order to ‘survive’. Without this malleable disposition, the already high cost escalates to the extent that it could be life threatening. In spite of the prolific literature available, the leaders claim that shareholders and most others do not understand the extreme length of time it takes to start and embed change that is sustainable. Without that understanding from the other role players, the leader carries not only the blame but also the scars of failed change. / Industrial & Organisational Psychology / M.A. (Industrial and Organisational Psychology)