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<p>Using a critical, feminist anti-oppressive framework approach this research study investigated the effects of restructuring on South Asian social workers in mainstream and ethno-specific agencies. This exploratory study examined the experiences of South Asian social workers and how restructuring has played a role in their practices. Semi-structured interviews were conducted with five participants. The results indicated that the participants were concerned with 1) increase in bureaucracy and decrease of the social aspect of their work; 2) influence of the Eurocentric foundations of social work and its racist undertones, as well as its implications regarding cultural sensitivity; 3) exercising resistance as a result of the negative impacts of restructuring. The findings demonstrated that the social work profession needs to consider how restructuring uniquely impacts South Asian social workers and their practice. Mainstream and ethno-specific agencies need to consider how increasing bureaucracy and integrating culturally sensitive approaches can be inter-laced with racist undertones. More importantly, these agencies must evaluate how this will impact workers’ practices. Implications for culturally sensitive social work practice and the impacts of restructuring on South Asian social workers and service users are discussed.</p> / Master of Social Work (MSW)

<p>This research project explores the effects of neoliberal policy reform at Children Aid Society (CAS) in Ontario with a specific focus of a newly amalgamated agency in Northern Ontario. For the purpose of this research paper, the agency currently restructuring is referred as Agency # 1. The amalgamation has been initiated by the Ontario Ministry of Youth and Children Services (MYCS). In order to provide these changes, the MYCS formed the Commission to Promote Sustainable Child Welfare (CPSCW) to look into approaches that would make services more efficient and sustainable. This project focuses on the interpretation of the amalgamation through three lenses: the academic literature reviewed; five interviews conducted with administrators and front line workers; and finally the researchers lived experience at Agency # 1 will form a backdrop to the research questions in order to highlight the voices of the research participants. A qualitative approach was conducted to analyze and outline specific themes and sub themes that relate to the literature review such as Neoliberalism, Centralization and New Public Management (NPM). The findings support that neoliberal policy reform has impacted employees at Agency # 1 through a series of miscommunication on policy and procedures along with a delayed process to agreeing on a Collective Bargaining Agreement (CBA). The data outlines that the process has been highly influenced and developed by the MYCS, CPSCW and senior administration. The data supports the conclusion that neoliberal reform through managerial approaches is highly entrenched in restructuring of Agency # 1.</p> / Master of Social Work (MSW)

Governance is one aspect of university restructuring that in the last 20 years has become ubiquitous worldwide. The restructuring is in part a response to calls for improving governance in higher education. Keller (1983), for example, describes governance in higher education as limiting the capability of universities to make critical strategic decisions. Higher education researchers are seeking to understand governance restructuring. A few studies have been conducted in the United States of America, the United Kingdom, and Europe. However, developing countries in the Western World have also recognized the limitations of traditional higher education governance and have restructured their systems. This has prompted a need for research on higher education governance restructuring in developing nations. In the English speaking Caribbean, governance restructuring occurred in 1984 and 1996 at the University of the West Indies (UWI) and occurred again between 2004 and 2008. The purpose of this study was to examine the most recent governance restructuring at the UWI. The focus was on exploring three dimensions of organizational change: the antecedents or the factors that prompted the change in governance, the content of the change, and the change process. Three categories of antecedents were discovered: organizational, environmental, and relational antecedents. The organizational antecedent had two sub-themes: performance aspiration and institutional coherence. The environmental antecedents were global competition among nation states, competition from other tertiary education providers, and stakeholders' demands for greater access to higher education. The relational antecedent was a desire to strengthen the relationship with external stakeholders. Four themes related to the content of restructuring emerged from the data: (a) incremental change; (b) corporate/managerial decision-making approach; (c) university-wide strategic planning; and (d) responsiveness to stakeholder demands/needs. Using an archetype approach, the analysis revealed that although the UWI retained the collegiate archetype tradition, elements of another archetype were infused with the collegiate model creating a hybridized governance system. The process of the restructuring revealed three broad stages: initiation, negotiation, and the implementation stage. Collectively, the results suggest that UWI is moving, albeit slowly, away from collegiate governance towards a managerial model. More research is needed to explore the long-term impact of this shift. / Ph. D.

This thesis presents a case study on the internal communication dynamics during the restructuring of an organization, specifically focusing on combining two departments under the same management. Previous research underscores the importance of internal communication practices on employees during the change process. However, this aspect is often neglected. This study utilizes literature to form an analytical framework for understanding the factors affecting communication practices and observing employees' reactions to internal communication during a strategic change, specifically by investigating how managers communicate internally and how employees perceive communication. A mixed-method approach was employed, collecting qualitative and quantitative data from interviews, observations, and one survey to provide a comprehensive view and real-life context. Despite the restructuring aiming to improve organizational performance, the findings reveal critical areas for improvement, particularly in the communication and collaboration between the two departments. The study uncovers that communication was mainly done through informal channels such as rumors and word of mouth, leading to differences in perspective, assumptions, and misunderstandings among employees. Despite highlighting positive effects, the findings revealed the absence of organizational structure, leadership, communication channels, and preparations, impacting how communication was executed and negatively perceived by employees.  However, these findings also present an opportunity for improvement. Several factors influence the internal communication of the restructuring, including the need for a clear vision and mission, inadequate preparation, differences in perspectives between managers and employees, and varying departmental differences. To mitigate negative effects and enhance organizational effectiveness, the study recommends implementing communication strategies such as fostering common values, facilitating open dialogue, and providing feedback and training programs to employees and managers. Additionally, the results reveal that preparedness is essential for strategic changes.

Firms' operational restructuring involves information relevant to strategic choices as well as future demand and cost conditions. This study examines the relationship between peer firms' restructuring and a company's responsiveness to its growth opportunities. Peer firm restructuring can increase uncertainty with respect to a company's payoffs regarding its investment projects, leading to decreased responsiveness to growth opportunities. Using a large sample of public companies during 2006–2020, I find that peer firms' restructuring is negatively associated with the responsiveness of capital expenditures (Capex) to growth opportunities. The results suggest that peer firms' restructuring activities provide information about a company's investment projects above and beyond industry shocks reflected in changes in industry sales. Furthermore, these associations are moderated by industry competition. The negative effects of peer firms' restructuring on Capex sensitivity are the strongest in high-competition industries.

В теоретической части представлены основные понятия, цели, задачи, и опыт совершенствования корпоративной культуры в период реструктуризации, а также предложен механизм совершенствования корпоративной культуры организации в период реструктуризации. В практической части описывается общая характеристика исследуемой организации, состава и управления персонала, представлены результаты совершенствования корпоративной культуры на примере ООО «Мирей», разработаны практические рекомендации. В заключении подведены итоги в соответствии с поставленными задачами. / The theoretical part presents the basic concepts, goals, objectives, and experience of improving corporate culture during the period of restructuring, and also proposes a mechanism for improving the corporate culture of the organization during the period of restructuring. The practical part describes the general characteristics of the organization under study, the composition and management of personnel, presents the results of improving corporate culture using the example of Mirey LLC, and develops practical recommendations. In conclusion, the results are summed up in accordance with the objectives.