Organizational change and development (OCD) has been studied by researchers to identify the effectiveness of change initiatives. Because of the broad scope of interventions in OCD, these studies have covered a range of areas including multiple interventions and the methodological rigor used by researchers. However, few have looked at organizational versus individual change within an organization, to examine whether individual change is more effective than organizational change. The purpose of this study is to determine if organizational change occurs in a top down or bottom up manner. A meta-analysis was conducted using 238 field experiments. Each study was coded for intervention and organizational outcome and for individual or organizational level variables. Effect sizes were calculated for each study, each level, and each level by intervention and outcome measure. Results indicate that while OCD interventions overall had a moderate effect size, the level of intervention or outcome was not a moderating variable.

Ostracism is among vastly researched and discussed psychological phenomena that have been discussed in the workplace context vastly for three decades. As the severity of the issue, employees usually let the discrimination go unnoticed and therefore the cases are not reported. To understand the underlying factors that can result in its initiation, the study examines the factors that cause ostracism. The study explores the contextual environment and the factors that influence or stop the effects of ostracism in the working environment. Moreover, the study argues on the personal outcomes factors which can be the result of stressful working culture and additional workload. The study also explores how different working environment, such as employment opportunity and power distance have a role to play in this scenario. To test the study, the data was collected from the employees and supervisors of the departmental stores in Pakistan and Sweden. The number of respondents for the data was 480 (in total after data screening). As the study had multi structural model, therefore the data was testes with Confirmatory factor analysis and Structural Equation Modelling to measure the effect of different variables on the respondents. The study reveals that the factors reveal the significant effect on the employees of service industries and it results in having negative effects on psychological and health factors of an employee. It also reveals that when these issues are not resolved, employees often intend to leave the organization voluntarily not to be ostracised. Furthermore, the study also discovered insignificant results within the context of employment opportunity due to the spread of the Corona Virus Pandemic (COVID-19). The employees could not be certain about the employment opportunity in the service industry. The study suggests that it is important for services firms especially departmental stores to develop a supportive environment for the employees and allow them to fulfil their need for belongingness by performing better at the workplace.

Coachande ledarskap tillhör det nya ledarskapsparadigmet och då organisationer verkar i en alltmer komplex omvärld har det blivit viktigare för ledare att underlätta för anställdas lärande. Det coachande ledarskapet kan bidra med just lärande och utveckling av medarbetare. Syftet med denna studie är att beskriva och få fördjupad förståelse för betydelsen av coachande ledarskap för det individuella lärandet inom organisationen och hur det i sin tur gynnar organisationen utifrån coachande medarbetare och coachande ledares perspektiv. I denna kvalitativa studie genomfördes fem intervjuer, varav tre med coachande ledare och två med coachade medarbetare vid två anonyma företag i Sverige. Av resultatet framkommer bland annat att coachande ledarskap har betydelse för både för kognitivt, emotionellt och färdighetsbaserat lärresultat. En bra relationik är dock en grundläggande förutsättning för det individuella lärandet av det coachande ledarskapet och kan förklaras av de grundläggande behov som finns hos människor av trygghet och sociala relationer. Dessutom tyder resultatet på att ledarskapet och ledarens beteenden och färdigheter samt lärtillfällen har en betydande roll i sammanhanget. Nyttan för organisationen är framförallt, ökad effektivitet, ökade idéer och innovation samt förbättrade prestationer. Hilmarsson (2020) påpekar att ”syftet med det coachande ledarskapet är att skapa en positiv kultur där det finns samarbete, effektivitet och hälsa” (Hilmarsson, 2020, s.17). Till det bör tilläggas att det coachande ledarskap även kan leda till lärande och organizational development (OD) inom organisationer. Denna studie har till största del bekräftat tidigare forskning på området och ger en inblick i coachande ledare och coachade medarbetare upplevelser av det individuella lärandet inom organisationer och hur det kommer organisationer till nytta. Då studiens resultat tyder på att relationik, ledarskap och lärtillfällen samverkar och påverkar varandra och förefaller ha betydelse för det individuella lärandet så bör det finnas en möjlighet att optimera lärandet av det coachande ledarskapet och dess resultat om hänsyn tas till detta. Lärresultatet affektivt lärande förefaller vara en stor del av lärresultatet av coachande ledarskap, medan för coaching förefaller det vara kognitiva lärresultat är en skillnad som studien kastat ytterligare ljus på.

Grounded in developmental theory, the Ship of Change provides a renewed look at diagnostic relationships between organizational elements, and their interactions through the lens of a metaphorical ship analogy. Elements are identified and arranged based on empirical studies from the field with causal considerations emphasized by Burke-Litwin. The model uses a two-tiered visual perspective to depict multi-dimensionality that links core organizational elements to work unit activities through the interplay of culture, communication and climate. The model is intended for both the conveyance of principles related to open systems theory, and the practical application of diagnosing organizations for planning and implementing change. The model was tested in a case study with a transportation company using multiple methods data collection including a communication satisfaction survey, workplace observations, and employee interviews. The model was used to categorize and interpret data and to inform recommendations for change.

In recent years, several problems in the field of assistive device have been lifted. To manage the development Beslutsstöd (Decision support) has emerged as a systematic working method. Beslutsstöd is designed as a guideline and serves as a tool for physical therapists and occupational therapists in the prescription process of assistive devices. Beslutsstöd thereby aims to improve the quality and effectiveness of the prescribing process of assistive device in the organization of the municipalities. An implementation evaluation about how the implementation of Beslutsstöd in the municipalities did proceed has not been done. Neither is there any set plan for how the implementation of Beslutsstöd will proceed in the municipalities. Therefore, the evaluation's main question is: how did municipalities proceed to implement Beslutsstöd in order to develop and ensure the quality of their work regarding prescribing assistive device. Two central questions are if success factors and/or obstacles of certain significance can be detected throughout the implementation process of Beslutsstöd, if so, which? We also asked whether the respondents perceive that the local goals for implementing Beslutsstöd have been reached. The evaluation showed that the implementation processes in the three municipalities differ. Four components have distinguished as particularly significant in all municipalities in relation to success factors and obstacles. These are motivation, information, a gradually approach and the ability of the municipality to adapt Beslutsstöd towards their organization or vice versa. Two municipalities have successfully implemented Beslutsstöd and therefor reached their goals. One municipality did not succeed in fulfilling their goals and is not practicing Beslutsstöd today.

This study is an examination of the role of story and storytelling within Appreciative Inquiry, a method of organizational change that orients around a consensus model building on individual and collective strengths instead of focusing on overcoming problems. Interviews with 12 Appreciative Inquiry practitioners were conducted, transcribed, and analyzed using a process of iterative coding consistent with a General Inductive method of qualitative research. Once consensus with a secondary coder was achieved, 6 themes emerged. The 6 emergent themes outlined general roles that story and storytelling plays in the Appreciative Inquiry process: relationship building, coauthoring a future, reframing narrative, narrative meaning, discovery, and engagement. No one of these categories seemed to guarantee success, and all success stories, shared during the interviews, incorporated something from all 6 of these categories. These categories also provide a possible framework for further study on how to optimize or incorporate more storytelling into Appreciative Inquiry practice.

The following report is a constructive responsive evaluation of Svalövs communes unit for newly arrived refugees based on a qualitative user- and stakeholder model. The main purpose is to evaluate the units’ quality from a user and stakeholder perspective. The main findings are that the users and stakeholders are satisfied with the quality of the units’ services but request further social and structural participation. The evaluation provides new organizational understanding and constructive feedback from a systems theory perspective. The conclusion is that further insight in systemic analysis of the intervention is of importance to further develop the units’ perceived success.

The term "serious games" became popularized in 2002 as a result of an initiative to promote the use of games for education, training, and other purposes. Today, many companies are using games for training and development, often with hefty price tags. For example, the development budget for the U.S. Army recruiting game, "America's Army" was estimated at $7 million. Given their increasing use and high costs, it is important to understand whether game-based learning systems perform as billed. Research suggests that games do not always increase learning outcomes over conventional instruction. However, certain game features (e.g., rules/goals, fantasy, challenge) might be more beneficial for increasing learner motivation and learning outcomes than other game features. This study manipulated two specific game features: multimedia-based fantasy (vs. text-based fantasy) and reward (vs. no reward) in a computer-based training program on employment law. Participants (N=169) were randomly assigned to one of the four experimental conditions or to a traditional computer-based training condition. Contrary to hypotheses, the traditional PowerPoint-like version was found to lead to better declarative knowledge outcomes on the learning test than the most game-like version, although no differences were found between conditions on any of the other dependent variables. Participants in all conditions were equally motivated to learn, were equally satisfied with the learning experience, completed an equal number of practice exercises, performed equally well on the declarative knowledge and skill-based practice, and performed equally well on the skill-based learning test. This suggests that adding the "bells and whistles" of game features to a training program won't necessarily improve learner motivation and training outcomes.

This master’s thesis addresses how strategic development takes shape, when ideas connected to an organization’s historical heritage meet contemporary expectations of organizational development. The Church of Sweden Diaconia sets the example and in a qualitative case study this meeting has been examined. With new institutional theory as starting point the interpretation is made that the meeting between tradition and develop­ment can be under­stood as a meeting between a value based and a scientifically based logic. From the con­tradicting logics, the deacon and the social worker appear as institu­tional myths and as a double work identity. To maintain legitimacy, both logics need to be encom­passed. I introduce the idea of a space for intentional reflection, open for negotiation between the identities.

This project studies how one should design a course evaluation survey used at the technological university, KTH. A single survey multi-platform approach has been used in the design stage, with the aim to develop an optimized survey for the two platforms mobile and PC. To clarify, instead of there being a solely mobile-oriented or PC-oriented design process, any design features implemented where considered in the greater scope of how they would fit both mobile devices and PC, thus providing a wider multi-platform optimization. The reason for undertaking the study was the perceived lacking mobile optimization of the current survey system, LEQ used at KTH. This was seen as a significant area of development due to rising numbers of mobile users globally, especially among younger generations. The survey was developed with the aim to have a high usability and providea positive user experience across the platforms. An iterative design process with three cycles of prototype testing focusing on the themes: grading systems, design features and usability was conducted. At the conclusion of each cycle, incremental improvements were made as a result of feedback from prototype testers and a new prototype was developed. Lastly, a final design was developed. During the comparison of the final design with the LEQ survey at the later stages of the study, not many significant differences were found, and non affecting the functionality of the survey. This can partly be explained by the simplistic nature of surveys. While a general PC optimization had been reached, the mobile optimization was still lacking. The study concluded that the multi-platform approach did not allow for a true mobile optimization. Any new features being implemented would have to be beneficial for both platforms, consequently, potential improvements which would result in a better mobile optimization could not be implemented if they were less suitable for to the PC. However, in a mobile oriented design process a mobile optimization could have been reached since any decision regarding design would only be judged as to whether they were beneficial for the user experience on mobile devices. The design of a truly mobile optimized survey could be an area for further research, both in regards to the design process itself and the final product. / Detta projekt ämnar att studera hur en kursutvärderingsenkät som ska användas vid Kungliga Tekniska Högskolan bör utformas. En single survey multi-platform metodologi har använts inom designen med målet att utveckla en optimerad enkät för de två plattformarna mobil och PC. För att klargöra, istället för att det använts en helt mobilorienterad eller PC-orienterad designprocess, har alla designfunktioner som implementeras värderats i den bemärkelse att de passar både mobila enheter och PC för att ge en multi-plattforms-optimering. Anledningen till att studien genomfördes var den upplevda bristen på mobiloptimering av det aktuella kursutvärderingssystemet, LEQ som används vid KTH. Detta betraktades som ett betydelsefullt utvecklingsområde på grund av det ökande antalet mobilanvändare globalt, särskilt bland yngre generationer. Enkäten utvecklades med målet att ha en hög användbarhet och ge en positiv användarupplevelse över plattformarna. En iterativ designprocess med tre cykler av prototyptestning med fokus på teman: betygssystem, designfunktioner och användbarhet har genomförts. Vid slutet av varje cykel gjordes stegvisa förbättringar som ett resultat av feedback från prototyptestare och en ny prototyp utvecklades. Slutligen utvecklades en slutgiltig design. Under jämförelsen av den slutliga designen med LEQ-undersökningen, i de senare stadierna av studien, hittades inte många signifikanta skillnader, samt inga skillnader alls som påverkade enkätens funktionalitet. Detta kan delvis förklaras av enkätens simplistiska natur. Rent generellt gick det att se att i den slutliga designen hade en PC-optimering uppnåtts men det saknades en mobiloptimering. Anledningen till detta var var att multi-plattformsmetoden som användes begränsade möjligheterna för att uppnå en verklig mobiloptimering. För att förtydliga, på grund av att alla nya funktioner som implementerades behövde passa båda plattformarna, kunde potentiella förbättringar som skulle resultera i en bättre mobiloptimering inte implementeras om de var mindre lämpliga för datorn. I en mobilorienterad designprocess kunde emellertid mobiloptimering ha uppnåtts eftersom varje beslut om design endast skulle bedömas utifrån huruvida de var användbara för användarupplevelsen på mobila enheter. Utformningen av en verkligt mobiloptimerad undersökning kan vara ett område för vidare undersökning, både vad gäller själva designprocessen och slutprodukten.