The study was conducted to determine the key obstacles to strategy implementation at the Social Security Commission. The objective was to establish various factors that inhibit successful strategy implementation and explore alternative approaches that could be adopted to facilitate effective implementation of strategic decisions. The data was collected through questionnaires distributed to the personnel of the institution. 34 respondents out of a population of 56 participated in the study. The results showed serious lack of change management practice which could be regarded as the reason why resistance to change from the majority of the personnel is being experienced. Indications are also prevalent from the results obtained that show lack of ownership of the implementation process. In addition, lack of commitment to achieve positive results, lack of control of the implementation plan, ineffective information sharing methods as well as negative organizational culture are influencing the outcome of the strategy implementation process. / Business Management / M. Tech. (Business Administration)

Change is invariable and continuous, and has become inevitable in almost every sphere of business. The FNB Namibia operates in a highly vibrant competitive environment that is influenced by external and internal change drivers, and has not been resistant to any forces of change. This study was conducted to examine the relationship between corporate culture and organisational change of FNB Namibia. In this study corporate culture is the independent variable while organisational change is the dependent variable under the investigation. The data were collected through the questionnaires distributed to the staff members of the bank. A total of 50 questionnaires were administered, 33 of the questionnaires were correctly completed and returned. The findings showed that there is a relationship between corporate culture and organisational change. The findings also showed that the dominant existing organisational culture at the bank is hierarchy culture. Even though hierarchy culture is found to be the dominant organisational culture of the bank, the findings however, further revealed that the bank has adopted all four types of organisational culture. The study also found that different types of organisational culture have different levels of perceptions towards organisational change. / Business Management / M. Tech. (Business Administration)

Organisations and job content will continually change irrespective of the employee or job context. The ability to understand, initiate and manage change is therefore, an essential skill for any change agent. The general aim of this research was to investigate the impact of change management on role conflict, role ambiguity and job satisfaction. "Change management", "role conflict", "role ambiguity" and "job satisfaction" were conceptualised. This change process was described and the effect of change management on role conflict, role ambiguity and job satisfaction was determined. Instruments for measuring these concepts were administered among 116 employees who have been subjected to extensive organisational change within a large transport organisation. It was found that change management has a significant impact on role conflict, role ambiguity and job satisfaction. The change management process used in this research potentially enables Human Resources managers and change agents to reduce role conflict, role ambiguity and job satisfaction during large scale organisation change. / Industrial and Organisational Psychology / M.Comm. (Industrial Psychology)

The political history of South Africa, especially that of the apartheid years, has affected the structuring and functioning of business in the country profoundly. In general, White business is highly developed and formal, with access to financial and infrastructural support. Black business is often subsistence-based, informal and struggles for access to support mechanisms. These structural inequities have had a depressing impact on the economy that will continue if they are not resolved. Following the 1994 elections, policies and legislation have been introduced aimed at redressing structural imbalances. There is thus both a political and an economic imperative to bridge the gaps that have arisen between Black and White business. The study proposes Black/White joint ventures as a mechanism to this end. The history of Black/White relationships means that these enterprises are likely to face many problems. A model has been developed through the study for the formulation, structuring and operation of Black/White joint ventures that takes into account the factors that are likely to impact on these ventures and affect their success potential. The process of applying the model in practice is directed towards results that are not prejudiced by the background of the parties to the venture. The study expands the concept of joint ventures within the South African context to incorporate initiatives along a continuum ranging from extensions to employment to full joint ventures. Depending on its nature and objectives, a venture may be placed and remain at any stage along the continuum, or may progress along it. Case studies of Black/White joint ventures were investigated in depth and analysed in terms of the application of the model, in order to determine the relevance of the model. In all cases, the success or failure of the venture under scrutiny could be ascribed to the way in which the presence of various elements identified as being components of the model had been accommodated in practice within the venture. The use of the model when applied to formulating, structuring and operating a Black/White joint venture can contribute to its success potential. / Business Management / DBL

The intention of this study was theory creation in the field of organisational change, directed towards the creation of a conceptual change framework. A qualitative research approach was followed and a grounded theory methodology adopted. This study involved a theoretical investigation of organisational change and leadership within South African organisations, although insights gained could be transferred across contexts or settings. The primary aim was to create a practical change framework to ensure sustainable organisational change. Secondly, to determine the impact of leadership on successful organisational change. Thirdly, to establish whether any fundamental elements can be identified as essential for inclusion in such a change framework. Fourthly, to identify non-negotiable success factors that can ensure successful change. Fifthly, to determine the human elements that should be included in order to minimise negative outcomes such as resistance and noncompliance. The final aim was to ascertain what meta-insights can be gained from organisational change and leadership. The research findings concluded that the first perception when speaking about change is fear, anxiety and increased stress, resulting in impaired functioning. Organisations struggle to handle increased stress levels during periods of change and require improved methods of dealing with stress to ensure optimal individual functioning. Only through reduced stress levels will individuals be able to engage with organisational change initiatives. Alternative intervention technologies were suggested which could assist the individual change journey through reduced stress and/or increased consciousness. These alternative intervention technologies were suggested because of the paucity of current literature. It practically aids organisations on how to deal with the stress dilemma. This research introduced the concepts of anti-leader and anti-manager. These concepts depict the negative characteristics of leadership and management which invariably increases individual stress levels. Emotions elicited by the anti-leader and/or anti-manager could potentially split, divide and fragment a workforce. The ideal organisational approach should be designed by the people, be inclusive of all, involve, empower and allow individuals to make the required decisions. As organisational change can only be effected through individual change, this thesis places the individual in the centre. Without individual change, vicissitude and sustainable organisational change become highly unlikely. / Business Management / DBL

一、研究目的 試圖藉由中共現階段推行「國」營企業利改稅制度的觀，以茲探究歷年其賦稅措施的 演展、訴求目標，特別是著重於探討中共對「國」營企業所採取賦稅措施之過去與現 在的轉變及未來的可能走向，以及其對「國」營企業經營上的影響，並進而對「利改 稅」制度淺作評估。惟因資料不全，僅能以一九八六年以前之資料為限。 二、參考文獻 （１）國「共黨問題研究」、「中國大陸研究」、「匪情研究」等期刊 （２）中國大陸上探討則經之「財政」、「經濟管理」、「經濟問題探索」、「財務 與會計」 （３）西方有關租稅理論的書籍及刊物等 三、研究方法 本論文係採取「歷史敘述」與「統計量化」二者並重的方法來從事問題的探討與分析 。 四、研究內容 本論文中將專章探討中共特有的社會主義賦稅理論，及其與資本主義賦梲理論的異同 點。另設專章對中共的賦稅制度演變作一歷史性的回顧，主要以稅收和利潤上繳兩種 形式為探討的對象，藉以觀察「國」營企業利改稅制度施行的背景及原因。另設一專 章論利改稅制度本身，包括利改稅實施的具體內容、改革的主要特點及其實施的主要 成效及結果。 五、研究結果 過去中共以馬列主義賦稅理論為根據而否定稅收存在的重要性，但現實環境中卻不得 不恢復稅收制度，重新肯定稅收存在價值。從現阰段利改稅制度的推行來看，對中共 的賦稅體制及經濟改革雖是利弊互現，然較之以往的賦稅體制，確實已獲得部分的改 善，惟受制於共黨意識型態的矜持，未來能否步上正軌走向制度化，迄難定論。而共 此番對共黨賦稅理論及過去賦稅體制的修正，則在在顯示出其賦稅理論的窒礙難行及 原有賦稅體制的偏差。 戈 戈

Cette recherche analyse le rapport existant entre la prédisposition au changement dans les services et les résultats concernant la mise en œuvre d'innovations dans des entreprises de développement de logiciels au Brésil. L'objectif principal consiste à expliquer la relation entre la prédisposition au changement dans les services et le développement des innovations dans le cadre des services de logiciels au Brésil. Pour atteindre son but, cette recherche a été développée en trois étapes, la première ayant consisté à relever les dimensions explicatives de la prédisposition au changement dans les services, ce qui a permis de cartographier sept dimensions explicatives à partir desquelles, lors de la deuxième étape de la recherche, une échelle de mesure a été proposée, appliquée et validée. Cette seconde phase, a également permis l'application d'une échelle de mesure de l'innovation dans les services à partir d'une sous sélection de points de la PINTEC 2008 (IBGE, 2010). Lors de la troisième étape de cette étude, le modèle d'analyse proposé a été testé à partir des données collectées lors de la réalisation de régressions linéaires. L'hypothèse de recherche considérait que la prédisposition au changement dans les services exerçait une prédiction linéaire sur l'innovation dans les services de logiciels au Brésil, ce qui la confirmait en tant qu'inputs d'innovation dans les services. / This study investigated the acceptance of changes in the characteristics of a service by the provider, and its effects on the generation of innovations in software services. This problem was operationalized in the form of the construct Willingness to Change in Services - WCS, for which it was developed an enquiry of its explanatory dimensions, with the completion of semi-structured interviews with experts in software services in ten brazilian cities. Seven dimensions were associated to the construct and gave rise to a measurement scale for WCS, which was submitted along with a scale to measure innovation in services in 351 Brazilian companies that develop software services. The scale of WCS underwent semantic validation by experts and factorial, latter performed with the application of an Analysis of Exploratory Structural Equations Modeling of the data obtained with the application of the scales in the sample companies. A Linear Regression test was performed in order to explore the relation between WCS and SI. The results show no significant relation within the Linear Regression tests performed between the constructs. It was understood that the analysis examined the linear relation between the constructs, which was not confirmed, but it did not test the existence of nonlinear or indirect relations. Therefore, it is understood that there might be intermediate phenomena or processes between change and innovation in services yet to be mapped.

Submitted by Maicon Juliano Schmidt (maicons) on 2015-07-14T13:42:06Z No. of bitstreams: 1 Iracil Rosinda Pires Soares.pdf: 5974329 bytes, checksum: ac4333b5efc51234ae48c04c15c79d7d (MD5) / Made available in DSpace on 2015-07-14T13:42:06Z (GMT). No. of bitstreams: 1 Iracil Rosinda Pires Soares.pdf: 5974329 bytes, checksum: ac4333b5efc51234ae48c04c15c79d7d (MD5) Previous issue date: 2014-01-31 / Nenhuma / A dependência de substâncias é um dos problemas mais graves e complexos de saúde pública, reconhecida mundialmente. A necessidade de desenvolvimento de tratamento é fundamental e deve levar em conta diferenças entre os sexos no que diz respeito à depressão e à ansiedade, à motivação para a mudança do comportamento problema e à fissura (craving) pelo crack. Para tal, conhecer as características e especificidades do dependente químico é essencial para o desenvolvimento de medidas efetivas de prevenção e intervenção. Esta dissertação de mestrado está organizada em dois artigos empíricos. O primeiro artigo apresenta os resultados do perfil sociodemográfico de homens e mulheres dependentes de crack internados para desintoxicação nos sistemas de saúde público e privado. Participaram 159 adultos (80 homens e 79 mulheres), com idades entre 18 e 60 anos, com média de 30,7 anos (DP=8,54). Dos participantes, 99 (62,3%) estavam internados em duas instituições públicas, e 60 (37,7%) em uma instituição privada, localizadas em Porto Alegre, RS, Brasil. A média de idade para a primeira situação de consumo de crack foi de 24 anos (DP=8,6). Os instrumentos utilizados foram uma entrevista sociodemográfica e padrão de consumo de substâncias psicoativas e o Mini International Neuropsychiatric Interview (M.I.N.I. Plus). Os resultados identificaram vulnerabilidades em ambos os sexos e em ambas as instituições, no presente estudo, nas seguintes variáveis: escolaridade, renda familiar, doenças diagnosticadas, uso de drogas lícitas e/ou ilícitas na família, motivos do consumo de crack, frequência do consumo de pedras de crack no início do uso e antes da internação, recursos para obtenção do crack, locais de tratamento, processo penal e ato infracional. Os dados indicam a importância de conhecer o perfil do dependente de crack, delineamento este que pode contribuir para o planejamento de programas preventivos em relação ao uso e abuso de substâncias psicoativas. O segundo artigo empírico teve como objetivo verificar os sintomas de ansiedade e depressão, avaliar a fissura pelo crack e identificar a motivação para mudança do comportamento, caracterizando as diferenças entre adultos do sexo feminino e masculino dependentes de crack internados para desintoxicação em instituições públicas e privadas. Os instrumentos utilizados foram o Inventário de Ansiedade de Beck (BAI), Inventário de Depressão de Beck (BDI-II), Cocaine Craving Questionnaire-Brief (CCQ-B) para o Crack, Escala URICA (University of Rhode Island Change Assessment) e Régua de Prontidão para Mudança. De acordo com os resultados, a amostra (N=159) apresentou sintomas de ansiedade moderada; sintomas de depressão mínima; fissura pelo crack moderada; encontrava-se no estágio de pré-contemplação e manutenção em relação à motivação para mudança do comportamento aditivo, no entanto, quando investigado o escore de prontidão para mudança, a amostra apresentou-se desmotivada em relação à mudança do comportamento, ao passo que, na Régua de Prontidão para a mudança mostrou vontade de mudar e confiança para alcançar a mudança. Observou-se uma frequência maior de casos graves de ansiedade no sistema público e maior frequência de mulheres com ansiedade grave no sistema público. Verificou-se que os principais preditores de prontidão para mudança (URICA) foram: em relação ao sexo, feminino; ao local de internação, instituição privada; e que não tenham vivenciado perdas significativas no decorrer da vida. Esses achados sugerem que o sexo tem relevante papel na dependência química, visto que apresentaram diferenças estatisticamente significativas no que se refere à ansiedade e à motivação para mudança do comportamento. Estes resultados confirmam a necessidade de mais pesquisas envolvendo as questões investigativas entre homens e mulheres na dependência de crack e outras substâncias psicoativas. / Substance dependence is recognized as one of the most serious and complex public health problems worldwide. The need to develop treatment is essential and must take into account the differences between sexes when concerning depression and anxiety, motivation to change problem behavior and craving for crack. To this end, it is essential to identify the characteristics and specificities of the chemically dependent in order to develop effective prevention and intervention measures. This dissertation is organized in two empirical articles. The first article presents the results of the demographic profile of men and women addicted to crack hospitalized for detoxification in public and private health systems. Participated 159 adults (80 men and 79 women), aged between 18 and 60 years, mean age of 30.7 years (SD=8.54). Of the participants, 99 (62.3%) were hospitalized in two public institutions, and 60 (37.7%) in a private institution located in Porto Alegre, RS, Brazil. The average age for the first situation of crack consumption was 24 years (SD=8.6). The instruments used were a sociodemographic interview and pattern of psychoactive substance use and the Mini International Neuropsychiatric Interview (M.I.N.I. Plus). The results identified, in the present study, vulnerabilities in both sexes and at both institutions in the following variables: education, family income, diagnosed diseases, use of licit and/or illicit drugs in the family, reasons for crack consumption, frequency of consumption of crack rocks at the beginning of use and before hospitalization, resources for obtaining crack, treatment settings (rehabilitation centers, inpatient settings), criminal prosecution and offense. The data indicate the importance of knowing the profile of the crack dependent for this can contribute to the planning of preventive programs regarding the use and abuse of psychoactive substances. The second empirical article aimed to verify the anxiety and depression symptoms, assess the craving for crack and identify the motivation for behavior change, characterizing the differences between male and female crack dependent adults admitted for detoxification in public and private institutions. The instruments used were the Beck Anxiety Inventory (BAI), Beck Depression Inventory (BDI-II), Cocaine Craving Questionnaire-Brief (CCQ-B) for Crack, Scale URICA (University of Rhode Island Change Assessment) and The Readiness-to-Change ruler. According to the results, the sample (N=159) presented moderate symptoms of anxiety; minimal symptoms of depression; moderate craving for crack; it was found on the stage of contemplation and action regarding the motivation to change the addictive behavior, however, when the score of readiness to change was inquired, the sample was unmotivated 18 regarding behavior change, whereas The Readiness-to-Change ruler showed willingness to change and confidence to achieve change. We observed a higher frequency of severe cases of anxiety in the public system and increased frequency of women with severe anxiety in the public system. It was verified that the main predictors of readiness to change (RTC) were in relation to sex, female; the place of addmition, private institution; and who have not experienced significant losses throughout life. These findings suggest that sex plays an important role in chemical dependency, since they showed statistically significant differences with respect to anxiety and motivation to change behavior. These results confirm the need for more research involving investigative issues between male and female in crack dependence and other psychoactive substances.

This thesis aims at investigating how consultants enable affective commitment to change amongst customers’ employees during implementation of customer relationship management (CRM) in the client organization. Further, Herscovitch and Meyers (2002) model of commitment to organizational change with an emphasis on affective commitment to change has been used as the theoretical framework to guide the empirical study conducted in the thesis. To answer the research question, a qualitative research method has been applied in which eleven semi-structured interviews with consultants at four consulting firms have been carried out.Finally, the thesis makes a contribution in terms of five guidelines that imply how consultants through change management may enable affective commitment to change amongst customers’ employees. Ultimately, these guidelines relate to managing people facing change given the organizational change that implementation of CRM entails. / Denna uppsats syftar till att undersöka hur konsulter arbetar för att skapa känslomässigt engagemang till förändring bland kundens medarbetare vid implementering av customer relationship management (CRM) hos kund. Vidare har uppsatsen använt Herscovitch och Meyers (2002) modell för engagemang till organisationsförändring med fokus på känslomässigt engagemang till förändring som teoretiskt ramverk. Detta för att vägleda den empiriska studien som har utförts inom ramen för uppsatsen. En kvalitativ forskningsmetod har använts och elva semistrukturerade intervjuer med konsulter på fyra konsultföretag har genomförts för att besvara uppsatsens forskningsfråga.Uppsatsen lämnar ett bidrag i form av fem riktlinjer för hur konsulter genom förändringsledning kan arbeta för att skapa känslomässigt engagemang till förändring bland kundens medarbetare. Detta för att skapa möjligheter för människor som står inför förändring som följd av de förändringar som implementering av CRM innebär.

Change management is a highly researched topic. With industry changing at record speed, it is inevitable that corporations will engage in a change management endeavor. As humans innately resist change at first exposure, corporations strive to acquire knowledge in adoption. It may not be enough to understand status quo proponents, but rather their underlying long-standing belief systems which may be affecting how they view change. What makes an employee resist corporate change? Most studies conclude that humans will resist innately. This research dives into the unique environment of the equine industry to uncover how long-standing belief systems contribute to adoption or resistance. The motivation for this research began with a fascination with long-standing belief systems within the equine industry. The unique environment of the equine industry is steeped in centuries of tradition, and while housing long-standing belief systems that are time-tested and passed down from generation to generation, in most cases, without awareness. The industry is currently experiencing a phenomenon that has never taken place: a change is occurring that is positioning two equine factions, natural and traditional, against each other in opposing viewpoints. Some view this change as the start of a paradigm shift; others view it as a fad. The nature of natural horsemanship is now up for debate. The study was conducted by using qualitative data collection in a semi-structured format. Forty-one (41) equine leaders in natural and traditional hoof care and horsemanship were recorded in over 30 hours of data. The interview model included not only the industry leaders proposing or resisting change but also the professionals in the industry working in the field, experiencing the conflict first hand. The research presented revealed an interesting finding. Although 61 codes were identified, a specific area within the study revealed a “hybrid” group of codes amongst the traditional horsemen in hoof care and horsemanship. Leaders who are advocating for the status quo showed levels of natural adoption that was unexpected. The research pivoted to the areas of traditional resistors and traditional adopters. The main objective is to decipher why some members of the industry are adopting while others are resisting. As adoption is the main objective for change management, uncovering the reasons for resisting seemed to dictate the data more prevalently. From this research, it can be deduced that there is significant evidence to support the findings that people who resist change may have these characteristics or traits in their belief system: Strong traditional beliefs such as culture and history, honor-driven, strong religious ties, defensive by nature, communicate well, believe safe, minimal adaptation (innovation), and consider themselves to be trustworthy and responsible, are people-oriented and outgoing. According to this research, people with those traits and characteristics are more apt to resist change and may be a potential problem when instituting change in an organization. This research points towards the significant evidence to support the findings that people who resist change may have these characteristics or traits in their belief system: Frustration in industry or a sense of apathy, open-mindedness or flexibility, vulnerability, communicate well, family ties, controlling and shows hero tendencies. Not many other industries can report that it has remained unchanged over time, even in the face of industrial revolution, war, and domestication. However, in the past 20 years, the equine industry has been divided through a new belief system that is challenging these time-tested traditions and beliefs regarding hoof care and horsemanship. The natural horse viewpoint has created an opposing faction to the traditional belief system that governed horse care and welfare since the dawn of time. The qualitative data that was gathered for this research allows for the synthesis of the proposed paradigm shift and opposing force analysis. Although not a true paradigm shift to date, these two factions, natural and traditional, are dividing the industry in two. Not a more perfect scenario could be present to study long-standing belief systems in relation to adoption and resistance to change. The Hybrid Adaptation Model was formed from the qualitative data provided by 41 industry experts through the grounded theory method. This model can be used to navigate through the change management process. This research revealed a theory that adaptation must occur prior to adoption and partial adoption may cause a “hybrid” sector.