This research assesses changes in Canada’s national park system between the years 2000-2015 and places these changes within the broad social, political, and economic context in Canada, as well as within trends in international conservation policy and practice. The animating research questions include: how did Parks Canada respond in the fifteen years following the report of the 2000 Panel on Environmental Integrity? What political, economic, and cultural factors influenced Parks Canada Agency in this period? A further research question emerged from my findings: Why has it been so hard for Parks Canada to lead with ecological integrity as its first priority? Through a political ecological lens, the research utilizes a mixed methods approach. Using semi-formal interviews with retired Parks Canada managers, I was able to establish what had changed and how these changes were interpreted by these former employees. I also interviewed environmental NGOs to gather information on how those outside the Agency viewed the changes taking place within Parks Canada. I then collected and reviewed primary Parks Canada documents to establish the main changes, including of policy, as well as budgets and expenditures. My research found that in this period, despite efforts to shift the culture of the organization of Parks Canada to ecological integrity (EI) the Agency deepened its emphasis on visitor experience. The most recent "decade of change" in Canadian national parks policy and practice is thus reminiscent of the century-long struggle to determine whom or what parks are for and the role that Parks Canada plays in the production of Canadian identity. Although we are tempted to conclude that the decades repeat themselves like a pendulum swinging between “use” and “preservation,” this analysis suggests that this decade of change is distinct from the previous decades, with the institution increasingly emphasizing its role as nation-builder and tourism provider. This research purposes that a kind of Polanyian “double movement” is playing out on a new foundational terrain characterized by neoliberal solutions for conservation, a terrain influenced by a broader, global neoliberal transformation within state institutions. / Graduate / 2021-05-18

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Internal communication is the heart in all actions in every organization and plays a key role in a successful change project. Volvo Cars is a global company in an implementation phase of the change project ”One Finance”. The purpose of the change project is to standardize the financial processes which will change the organization structure in the financial departments. Since this is a global change project there are several factors that can affect the internal communication and can result in affecting the success of a change project. The purpose of this thesis is to study the internal communication during a global change project and to analyze what factors are affecting the internal communication from a global perspective. The thesis will also include what impact internal communication has on the organization. The study will mainly be on the internal communication between the headquarter in Gothenburg and the developing financial department in America. Collecting primary data in terms of semi-structure interviews has provided an understanding about Volvo Cars internal communication. Using electronic communication channels and cascade-communication model the organization has informed well about the concept and the purpose of the change. Some respondents are still requesting information about how they should work according to the change. Overall the acceptance of this change has created job-satisfaction and increased the engagement for employees, this can lead to business success. All respondents agree that there are factors that affect the internal communication during this global change project. Organization culture, multi-cultured organizations, organization change, power structures and globalization are all affecting the internal communication in ways of how to communicate, the amount of internal communication, and the currents of the internal communication and can create misunderstandings. The thesis is including an internal communication matrix that gives a clear overview of how different internal stakeholders are working with the internal communication at different levels within the organization. This is creating an effective internal commutation system.

Ce document étudie les risques associés à une transformation du Centre d’Essais en Vol (Flight Test Centre) de l'UAE AF & AD en une organisation civile compétitive, indépendante et autonome, capable d'entreprendre des projets aéronautiques complexes.Dans cette thèse, l'auteur décrit le FTC « PRESENT », tel qu’il est aujourd’hui, sa mission et sa fonction, tout en ayant comme perspective l'avenir, le FTC « FUTUR ». Il souligne les défis existants et développe les besoins futurs du FTC.L'auteur résume la description générale du Cadre d'Architecture d'Entreprise. Dans sa tentative d'identifier le cadre le plus approprié, il compare quatre cadres de référence : « The John Zachman Enterprise Architecture Framework, The Open Group Architecture Framework (TOGAF), Federal Enterprise Architecture (FEA) et The Gartner Methodology ». Sa conclusion démontre qu'une approche mixte, combinant plusieurs cadres, serait appropriée au contexte du FTC, ayant en particulier la dimension - « Z ».Les constatations et les conclusions de l’auteur ont apporté une meilleure connaissance et compréhension des disciplines de gestion des changements organisationnels et des processus de gouvernance / A number of Defence organizations worldwide are moving towards outsourcing. The United Arab Emirates Air Force & Air Defence (UAE AF&AD) is also transforming some of its activities from military entities into civilian organizations. This paper studies the risks associated with the transformation of the UAE AF&AD Flight Test Centre (FTC) into a civilian organization to become a competitive, independent and autonomous outsourcing agency able to undertake additional, complex and specialized aeronautical projects.In this paper, the author describes the FTC “AS IS” organization, mission and function while focusing on the future “TO BE”. He underlines the existing challenges and develops the future needs of the FTC. In his mind, it is clear that the future of the FTC has to be sustainable, competitive, process oriented, cohesive and dynamic in response to changes. The need of an enterprise framework is, in the authors view, a critical matter. The greatest challenge is to identify or develop the right framework with a risk dimension and governance for a specific FTC application: a framework that will assist the FTC to identify, determine and assess at an earlier stage various risks

Bakgrund: Företagsförvärv har idag blivit allt vanligare för att nå en globaliserad marknad. Företagsförvärv kan leda till förändringar såsom varumärkesbyte där försäljarna i serviceföretag har visat sig vara av stor betydelse för att förmedla det nya varumärket ut till slutkund. Syfte: Denna studies syfte är att undersöka hur anställda på ett serviceföretag som byter varumärke uppfattar det nya varumärket, hur det förmedlas i företagets olika led samt hur försäljarna slutligen förmedlar varumärket ut till slutkund. Metod: För att ta reda på hur en varumärkesförändring uppfattas på ett företag och hur det kommuniceras internt på företaget har en kvalitativ metod använts. Totalt har åtta personer deltagit i studien där fem stycken anställda med ledarpositioner samt tre försäljare har intervjuats. Slutsats: Den interna kommunikationen är enligt denna studie viktig för att försäljarna ska kunna kommunicera ut rätt information om det nya varumärket ut till slutkunden. Försäljarna har visat sig vara av stor vikt, men att det krävs ett bra och engagerat ledarskap för att varumärket ska kommuniceras ut rätt för att minska osäkerheten hos kunderna inför varumärkesförändringen. Avgränsningar: Studien är avgränsad till att undersöka intern kommunikation och ledarskap i ett service företag (Statoil) i Sverige som genomgår en varumärkesförändring. / Background: Acquisitions have today become increasingly common in order to reach a globalized market. Acquisitions may lead to changes such as re-branding, where the salesmen in service companies have proven to be of great importance to communicate the new brand to the end customer. Purpose: The purpose of this study is to investigate the employee's perceptions of a new brand in a service company which is re-branding, how it is communicated on different levels of the company and how the salesmen finally communicate the brand to the final costumer. Method: To find out how a new brand due to re-branding is perceived in a company and how it is communicated internally at the company a qualitative method has been used. A total of eight people participated in the study in which five employees with leadership positions and three salesmen were interviewed. Findings: Internal communication is according to this study important in order for the salesmen to communicate correct information about the new brand to the final customer. The salesmen have proven to be of great importance, but it requires a good and committed leadership in order to communicate the brand properly to reduce the customer's uncertainty for the new brand. Limitations: The study is limited to examine the internal communication and leadership in a service company (Statoil) in Sweden during an undergoing re-branding.

For decades, the Department of Defense has been plagued by persistent cost, schedule, and performance problems in defense acquisition programs. Recent changes in Department of Defense acquisition policy were intended to improve efficiency and are demonstrating some improvement in terms of overall cost improvements, yet little is understood about whether training efforts related to the new policies are producing policy-compliant behavior on the job. Using Edgar Schein's 'Onion Model' of organizational change as the theoretical construct, the purpose of this study was to examine through an ex post facto, cross-sectional longitudinal study whether there is a significant relationship between learning achieved from Defense Acquisition University (DAU) training in acquisition policy and application of learned policy-compliant behavior, as represented by the variables learning achieved and applied training. Data were obtained from DAU that spanned 19 months and over 334,000 training events separated into 40 course-type subgroups. These data were analyzed through hierarchical regression analysis to test whether concepts learned in policy training predicted policy compliance. The findings confirmed that the independent variable of 'learning achieved' is predictive of policy compliance.

Despite the launching of e-service by household registration offices, there have been few studies and examples associated with the organization streamlining. This study constructs a research framework for changes in Taiwan¡¦s first household registration office organization structure resulting from township/city consolidation, as well as the resulting work stress, and explores the correlation between members¡¦ cognition concerning their organization¡¦s merger and their work stress after the merger with organizations possessing similar functions. This study is a qualitative research, in which the staff members of Donggang Household Registration Office, Pingtung County, are taken as the subjects for in-depth interviews. Interview data analysis and research hypothesis are employed for verification. This case study focuses on structural change. An examination of the potential stress factors after organization structure change finds that, after the merger, the staff members did not have to learn new skills, nor were their work routines or workplace locations changed, in adapting to the new organization. Only high-level supervisors were impacted because fewer of them were needed after the merger. Accordingly, the merger of household registration offices with similar functions did not have a significant effect on work stress for most staff members.

In the era of knowledge-based economy, every enterprise invariably expects to maintain and develop its core competence and emphasize that the enterprise should become a knowledge organization based on knowledgement. Meanwhile, through the enterprise culture and the working out of inspiration system, the employees will be willing to share their experiences and knowledge with others. From this respect the personal knowledge will become team knowledge which will speed up the response of learning of innovation and solution of problems to cope with the rapid change of environment and to preserve the advantage of competitiveness. By means of knowledge management (KM) an enterprise can create and pile up efficiently the intelligence accumulation, which maintain the enterprise¡¦s value forever. Success belongs to the enterprise that is constantly innovating, promptly learning and creating the value with new knowledge. This is why an enterprise should regard KM as an important asset and direct it properly. No matter the collection, accumulation, use and innovation of knowledge, human is always the key factor to influence the effect. The first priority of KM is to face the problems of ¡§human¡¨ and ¡§culture change¡¨ To establish the culture of KM is that every member of the organization has to qualify oneself for concept and ability of KM. At the meantime the common behavior of performing KM should be shaped up as a habit to maintain constantly the learning, sharing, innovating and accumulating of knowledge. This study is aimed at the exploration of how to establish the culture of KM in CSC and hope to implement the following goals: 1. To find out and control the key factors of urging KM successfully through research papers, 2. To establish KM performance index which can be traced and evaluated and corresponded with enterprise demand, 3. To collect efficient means which can perform the organization reformation, 4. To confirm the establishment of the fundamental structure of KM, 5. To support other domestic enterprises with the achievements of KM culture made by our research. From the research papers this study explores the successful key factors and the performance indexes of KM. Via the practical application of the fundamental structure of KM in CSC, we reach the construction of KM culture through gathering the methods of organization reformation, the control of accomplishing of key factors and the carry out of estimation of KM performance.

Abstract This study focuses on the employees¡¦ cognition of organizational change and job satisfaction at the Voice of Han (V.O.H), a radio broadcasting system belonging to the National Defense Ministry of R.O.C..The V.O.H is the only radio broadcasting system that can broadcast on air by 4-net (FM, AM, China Net 1 & Net 2) at the same time, among the radio broadcasting systems here in Taiwan. Belonging to the National Defense Ministry, it has experienced ¡§Streamlining Plans¡¨ and ¡§Progressive Plans¡¨, policies that are advocated for streamlining the human resources in the military. Those policies must drastically impact the development of the V.O.H one way or another. On the other hand, the cognitive attitudes and job-satisfaction degree of employees at the V.O.H play vital roles in its future development. This study adopts all the employees of the V.O.H as the population, through case study approach, analyzing the impacts that the V.O.H is facing and the responding strategy through those causes of the National Defense White Paper 2006, and the V.O.H.¡¦s adjustment of the organizational structure, to name a few. Sampling from all the employees, this study adopts several statistic methods to analyze their cognitive attitudes towards organizational change and job satisfaction, exploring the connections between variables of ¡§Cognition on Organizational Change¡¨ and ¡§Job Satisfaction¡¨. The findings of this study suggest as follows: 1. It appears obvious diversity on the ¡§Cognition on Organizational Change¡¨ and ¡§Tendency to Quit¡¨ between military and civilian employees; the former predict more risks and impacts, while the latter more tendency to quit. As for ¡§Job Satisfaction¡¨, there¡¦s little diversity. 2. ¡§Cognition on Organizational Change¡¨ obviously influences ¡§Job Satisfaction¡¨ a lot, with 17.3% out of those correspondents. In the Cognition on Organizational Change, the dimension ¡§role burden¡¨ influences job satisfaction most. 3. ¡§Job Satisfaction¡¨ obviously influences ¡§Tendency to Quit¡¨ a lot, with 37.1% out of those correspondents. In the Job Satisfaction, the dimensions such as ¡§job itself¡¨ and ¡§promotion possibility¡¨ clearly predict the tendency to quit. After the organizational change, the employees¡¦ dissatisfaction with promotion possibility is highly connected with their tendency to quit. 4. ¡§Tendency to quit¡¨ obviously influences ¡§Cognition on Organizational Change¡¨ a lot, with 13.9% out of those correspondents, which means the more the employees are dissatisfied with the organizational change, the more they bear the tendency to quit. This study explores, based on the theory, the interactions among theoretical variables, reinforcing or re-verifying the applicability and value of academic theory. By analyzing those questionnaires responded by the employees, the managerial level not only can realize what the employees, military or civilian, need or think, but also can map out strategies and action plans for the future revolution. Furthermore, through this study, the policy-makers might find out the different reactions between military and civilian employees who encounter such organizational change, which would make the policy-makers realize what they should focus on in facilitating those employees in different attributes. This study does suggest and contribute constructive directions in managing the state-run media.

We trace the process of relationship development of the CEO¡]Chief Executive Officer¡^and CIO¡]Chief Information Officer¡^in one company in Taiwan over a 8-year period. In the process of corporation information technology makes policy and information system implementation, the both of change agency CEO and CIO can lead IT/IS project to successful or failure. Exploring the trust relationship building of process between CEO and CIO in the case, we hope provide research benefits that why or how to result in success or failure that a corporation information technology makes policy and information system implementation. In this research we use the process research model methodology that developed by Daniel Robey and Michael Newman in 1992 year and 1996 year, identify the 26 sequences events process in the AACL company¡¦s CEO/CIO for over 8 years, and define them as either encounters or episodes. We enrich and understanding the process of form of CEO/CIO trusts relationship, and other special phenomenon when an organization process information technology or information system changes. We use the change agentry for our exploring perspective, to analyze and theoretical argue the evolution of change agency¡¦s technological frames¡Bthe form of process of CEO/CIO in trust community¡Borganization¡¦s senior and junior staff in opposing phenomenon when organization changing, and how to build a model in champion or title of CEO/CIO. We conclude that the CEO and CIO, them as play a multiple change agency of role for driving organization¡¦s changing, however, the multiple change agency between CEO and CIO must go through an interact process for each other, they are sufficient building a robust trust relationship, let company¡¦s business benefits and technology benefits are really integration. This is my research why emphasize the important view that the multiple change agency CEO/CIO are need has a sufficient building robust trust relationship when organization process the information system changing.