WWW.DISSERTATION.XLIBX.INFO
FREE ELECTRONIC LIBRARY - Dissertations, online materials
 
<< HOME
CONTACTS



Pages:     | 1 |   ...   | 10 | 11 ||

«MICHAIL MAVROMATIS JOHAN OLOFSSON Department of Civil and Environmental Engineering Division of Construction Management CHALMERS UNIVERSITY OF ...»

-- [ Page 12 ] --

Cameron, Esther, & Green, Mike. (2012). Making Sense of Change Management: A

Complete Guide to the Models Tools and Techniques of Organizational Change:

Kogan Page.

Carnall, Colin A. (2007). Managing change in organizations: Pearson Education.

Choi, Jaepil. (2006). A motivational theory of charismatic leadership: Envisioning, empathy, and empowerment. Journal of Leadership & Organizational Studies, 13(1), 24-43.

Clampitt, Phillip G, & Berk, Laurey R. (1996). Strategically communicating organisational change. Journal of Communication Management, 1(1), 15-28.

Clegg, Stewart R, Kornberger, Martin, & Pitsis, Tyrone. (2011). Managing and organizations: An introduction to theory and practice: SAGE Publications Limited.

Collins, Jim. (2005). Level 5 leadership: The triumph of humility and fierce resolve.

Harvard business review, 83(7), 136.

CHALMERS, Civil and Environmental Engineering, Master’s Thesis 2013:120 53 Cullberg, Johan, & Lundin, Tom. (2006). Kris och utveckling: Natur och kultur.

Daft, Richard L. (2008). The leadership experience: South-Western Pub.

Dubois, Anna, & Gadde, Lars-Erik. (2002). Systematic combining: an abductive approach to case research. Journal of business research, 55(7), 553-560.

Dunphy, Dexter, & Stace, Doug. (1993). The strategic management of corporate change. Human Relations, 46(8), 905-920.

Eisenbach, Regina, Watson, Kathleen, & Pillai, Rajnandini. (1999). Transformational leadership in the context of organizational change. Journal of Organizational Change Management, 12(2), 80-89.

Flynn, Francis J, & Staw, Barry M. (2004). Lend me your wallets: The effect of charismatic leadership on external support for an organization. Strategic Management Journal, 25(4), 309-330.

Gill, Roger. (2002). Change management--or change leadership? Journal of Change Management, 3(4), 307-318.

Goodman, Joanna, & Truss, Catherine. (2004). The medium and the message:

communicating effectively during a major change initiative. Journal of Change Management, 4(3), 217-228.

Hartley, Peter, & Bruckham, Clive. (2000). Business Communication : An Introduction. Florence, KY, USA: Routledge.

Hayes, John. (2010). The Theory and Practice of Change Management-3/E.

Higgs, Malcolm, & Rowland, Deborah. (2005). All changes great and small:

Exploring approaches to change and its leadership. Journal of Change Management, 5(2), 121-151.

Jackson, Erin M, Rossi, Michael E, Hoover, E Rickamer, & Johnson, Russell E.

(2012). Relationships of leader reward behavior with employee behavior: Fairness and morale as key mediators. Leadership & Organization Development Journal, 33(7), 646-661.

Jacobs, Ronald L. (2002). Institutionalizing organizational change through cascade training. Journal of European Industrial Training, 26(2/3/4), 177-182.

Jacobsen, Dag Ingvar, & Andersson, Sten. (2005). Organisationsförändringar och förändringsledarskap: Studentlitteratur.

Janssen, Claes. (1996). Förändringens fyra rum: En praktisk vardagspsykologi:

Wahlström & Widstrand.

Johnson, Gerry, Scholes, Kevan, & Whittington, Richard. (2011). Exploring corporate strategy: text & cases: Prentice Hall.

CHALMERS, Civil and Environmental Engineering, Master’s Thesis 2013:120 Kanter, R. M., Stein, B. A. and Jick, T. D. (1992) The Challenge of Organizational Change (New York: The Free Press).

Keller, Scott, & Aiken, Carolyn. (2009). The inconvenient truth about change management. McKinsey Quarterly, 1-18.

Kotter, John P. (1996). Leading change: Harvard Business Press.

Kotter, John P. (2007). Leading change: Why transformation efforts fail. Harvard business review, 85(1), 96.

Lorenzi, Nancy M, & Riley, Robert T. (2000). Managing Change An Overview.

Journal of the American Medical Informatics Association, 7(2), 116-124.

Luecke, Richard. (2003). Managing change and transition (Vol. 3): Harvard Business Press.

McGuire, David, & Hutchings, Kate. (2006). A Machiavellian analysis of organisational change. Journal of Organizational Change Management, 19(2), 192Millar, Carla, Hind, Patricia, & Magala, Slawek. (2012). Sustainability and the need for change: organisational change and transformational vision. Journal of Organizational Change Management, 25(4), 489-500.

Miller, David. (2001). Successful change leaders: what makes them? What do they do that is different? Journal of Change Management, 2(4), 359-368.

Moran, John W, & Brightman, Baird K. (2001). Leading organizational change.

Career Development International, 6(2), 111-119.

Nadler, David A, & Tushman, Michael L. (1997). Implementing new designs:

Managing organizational change. Managing strategic innovation and change, 595Oakland, JS, & Tanner, SJ. (2007). A new framework for managing change. The TQM Magazine, 19(6), 572-589.

Parmenter, David. (2010). Key Performance Indicators (KPI) : Developing, Implementing, and Using Winning KPIs (2nd Edition). Hoboken, NJ, USA: Wiley.

Pettigrew, Andrew M, Ferlie, Ewan, & McKee, Lorna. (1992). Shaping strategic change: Making change in large organizations: The case of the National Health Service: Sage London.

Platzer Fastigheter AB. (2013). Årsredovisning 2012. Göteborg.





Pryor, Mildred Golden, Taneja, Sonia, Humphreys, John, Anderson, Donna, & Singleton, L. (2008). Challenges facing change management theories and research.

Delhi Bus. Rev, 9(1), 1-20.

CHALMERS, Civil and Environmental Engineering, Master’s Thesis 2013:120 55 Rimmer, Malcolm. (1996). Reinventing competitiveness: achieving best practice in Australia: Pitman.

Saka, Ayse. (2003). Internal change agents' view of the management of change problem. Journal of Organizational Change Management, 16(5), 480-496.

Senge, Peter, Kaeufer, K, & Kellerman, Larraine R Matusak. (2000). Communities of Leaders or No Leadership at all. Cutting Edge: Leadership.

Senge, Peter, Kleiner, Art, Roberts, Charlotte, Ross, Richard, Roth, George, Smith, Bryan, & Guman, Elizabeth C. (1999). The dance of change: The challenges to sustaining momentum in learning organizations. Performance Improvement, 38(5), 55-58.

Simonsson, Charlotte, & Halvarsson, Helena. (2006). Nå fram till medarbetarna:

Liber.

Spinelli, Robert J. (2006). The Applicability of Bass's Model of Transformational, Transactional, and Laissez-Faire Leadership in the Hospital Administrative Environment. Hospital Topics, 84(2), 11-18.

Tichy, N. M. (1982). "Managing change strategically: The technical, political, and cultural keys." Organizational Dynamics 11(2): 59-80.

Todnem By, Rune. (2005). Organisational change management: A critical review.

Journal of Change Management, 5(4), 369-380.

Weick, Karl E, & Quinn, Robert E. (1999). Organizational change and development.

Annual review of psychology, 50(1), 361-386.

Woodward, Sally, & Hendry, Chris. (2004). Leading and coping with change. Journal of Change Management, 4(2), 155-183.

Xirasagar, Sudha. (2008). Transformational, transactional and laissez-faire leadership among physician executives. Journal of health organization and management, 22(6), 599-613.

Yukl, Gary A. (2012). Leadership in organizations: Pearson Education India.

Zaleznik, Abraham. (2004). Managers and leaders: are they different? Clinical leadership & management review: the journal of CLMA, 18(3), 171.

CHALMERS, Civil and Environmental Engineering, Master’s Thesis 2013:120 Appendices Appendix A – Interview Guide, Interview 1 Interview with the CEO Why did you initiate a change program?

What are the objectives of the process?

- Which milestones do you have?

For how long will it continue?

- What determines when it is finish?

Which are the key aspects for its success?

- How do you define these?

–  –  –

Have you been using external consultants?

- Why/why not?

How did you communicate the initial process to the personnel?

Have you made any change programs before?

- If yes, which lessons did you learn from it?

Interview with the personnel What background/education do you have?

For how long have you been working at Platzer?

Describe your job tasks.

What do you like the most about working at Platzer?

- Is there anything you would like to change?

Can you describe your corporate culture?

Do you perceive yourself to be more of a generalist or specialist within your field?

Are you aware of the change program, and what it aims for? Do you understand what will change and how?

How do you perceive your role during the change program?

Are you prepared for the change?

CHALMERS, Civil and Environmental Engineering, Master’s Thesis 2013:120 57 What do you expect from the change?

Would you describe the change as huge? Why/why not?

Do you perceive the change program to be well structured?

Do you find the change necessary? Why/why not?

Have you gone through a change process before? If yes, what experiences did you bring with you?

Do you think it will be good to discuss the organization during the kick-of?

What do you find to be the keys to success?

What do you find to be the biggest risks against success?

What do you think will be better, for you, after the change?

How do you feel about changing office spaces?

Do you think that your work task will change?

Do you think that anything might change to be worse than it is now? Why/why not?

Do you perceive this change program to be part of a continuous change or is it an abrupt disruption?

In what extent do you think you will, emotionally, be affected by the change?

How do you want the process to be communicated?

- Do you perceive the communication to be clear and sufficient?

How do you think that your leadership capabilities will develop during the process?

- How do you think that your boss’ leadership capabilities will develop?

Do you feel that you have been a part of the planning and implementing of the change program?

Do you consider your opinions to be taken into consideration during the planning process?

Do you perceive that the implementation is hurried? Why/why not?

What was your first reaction/thought when you first heard of the change?

The process has been ongoing for a while, do you think that the original plan will be continued, or do you think that there will be changes in the process?

CHALMERS, Civil and Environmental Engineering, Master’s Thesis 2013:120 What do you think about the fact that you do not have been using external consultants?

Have you wanted to have some reward after the change program?

Do you think that your tenants will notice the change?

How do you think that your organization will look in five to ten years?

Appendix B – Interview Guide, Interview 2 Interview with the CEO How will the change program help you to achieve your vision?

What are the key aspects when linking together the change program and your company aim?

How will you work with the goal attainment of the change program?

What will happen when you reach your goals?

What will happen if you do not reach your goals?

Have you changed anything with the process since the last interview?

How is the acceptance amongst the personnel?

How do you work to obtain acceptance amongst them?

Have there been any sick leaves since the process started?

How does the future Platzer look? In ten years?

How do you look at leadership during change programs, which are the most important aspects? How do you work?

Do you think that you are communicating sufficiently?

How do you want to communicate?

How do you want to be as a leader?

How do you look at leadership, what is a leader for you?

Interview with the personnel How do you perceive that the change program progresses, is it “according to plan”?

How do you perceive the leadership within the change process?

CHALMERS, Civil and Environmental Engineering, Master’s Thesis 2013:120 59 Do you think that you get/give enough information?

What do you think about the new Key Performance Indicators (KPI), and what is your opinion on target monitoring?

Have the new organizational structure started to settle for you? How does it feel?

Have any of your work assignments changed? How does it feel?

Do you feel involved in the change, is there enough communication?

Do you feel committed to the change program?

How do you identify with your new core values?

Is the new organizational structure easy to identify? Are the roles clear?

How would you identify the change process? Planned or emergent, continuous or incremental, smooth or bumpy?

Do you think that your leader does as much as it can in order to implement the change?

Have you accepted the change and advocate it?

Do you stick to the plan?

Are you experiencing any resistance towards the change? In that case, how do you cope with it?

How are you, mentally, affected by the change?

Would you describe the focus of the leadership to be on either personnel or economy?

How is it in your new team?

Does the target of the process still feel relevant?

What aspects do you appreciate from a leader?

What aspects do you appreciate from a change leader?

Appendix C – Interview Guide, Interview 3 Interview with the CEO Do you perceive the change to be completed or are there something left to accomplish?

How do you plan to evaluate the results and the process itself?

How has your leadership been during the process? Which types of leadership has been necessary to use, and why?

CHALMERS, Civil and Environmental Engineering, Master’s Thesis 2013:120 How have you communicated to the middle managers, and what have your expectation been on their performance? Have they met your expectations?

Are you satisfied with the result?

Do your new KPIs fulfil its purpose and haw are they connected to your core values and your CFIs? Is the connection as you want it or are changes needed?

What are your learning’s from this process?

Which part of the leadership can be improved or altered?

Would you categorize the change as a success? Why/why not?

How shall you institutionalize the changes? Is it your responsibility to do so?

How shall you continue the work towards continuous change? Do you want to have that? How shall you communicate this to your middle management and the employees?

Are you satisfied between the vision for the change and the actual outcome?

How do you work to gain commitment from the employees, is it important for you?

Have you left the change process in your mind and started to focus on the next process?

What are your chances to meet your vision, does it seem far away?

Will there be a need for any major changes in the future, and how will they be connected to the one conducted?

Interview with the personnel Have you embraced the change and accepted what has been changed?

Do you work as you as you expected, or has your job role changed in another way than you excepted? How has it changed?

Do you perceive that you got enough information to be prepared in a sufficient way?

Did you know what was expected from you and what you could expect?

Did it become as you expected?

What was made properly? Name something that shall not be changed in the next process.

What was not made properly? Name something that must change in the next process.

Have you got any rewards under or after the process?

CHALMERS, Civil and Environmental Engineering, Master’s Thesis 2013:120 61 In what extent did the change process mentally affect you?

Which learning’s have you made, and what will you bring into the next process?

Which kinds of leadership have you met/exerted? Have you met/used different styles?

Why did you change style and in which situations?

Did you perceive any anxiety and uncertainty within the organization, during the process? How did you cope with it?

Is the new KPIs filling its functions, are they easy to work towards? Are they easy to understand and are they deducible to the vision and the CSF?

Do you experience a follow up of the process? How do you want it to be followed up?

How shall you work to institutionalize the changes?

When do you think that the next change process will be needed, and what to you think it will concern?

How was the change drawn within a timeline?

Would you call the change process a success? Have you changed as you wanted or are you still working as you did before? Why is it successful and what made it become that?

How do you perceive the leadership during the process, has it been sufficient?

As a whole, would you conceder the process to be well conducted?

Pages:     | 1 |   ...   | 10 | 11 ||


Similar works:

«040 HD MANUAL DE INSTRUCCIONES IMPORTANTE! Lea las instrucciones antes de utilizar su nueva máquina Duplicadora de llaves Modelo 040HD ¡Asegúrese de seguir todas las recomendaciones de seguridad! Vea la página 3 para Instrucciones 1      Rev  1.1   MX2010     Este manual aplica específicamente a la Máquina Automática Duplicadora de llaves 040HD. Identifique adecuadamente su modelo para asegurar que usted recibirá las piezas correctas en caso de requerir piezas de...»

«The Elements of Ethics for Professionals W. Brad Johnson and Charles R. Ridley 01 ethics text:01 johnson fm 8/21/08 2:28 PM Page i The Elements of Ethics This page intentionally left blank 01 ethics text:01 johnson fm 8/21/08 2:28 PM Page iii The Elements of Ethics for Professionals W. Brad Johnson and Charles R. Ridley 01 ethics text:01 johnson fm 8/21/08 2:28 PM Page iv THE ELEMENTS OF ETHICS Copyright © W. Brad Johnson and Charles R. Ridley, 2008. All rights reserved. First published in...»

«THE McAFEE STYLE GUIDE based on Kate L. Turabian, A Manual for Writers of Term Papers, Theses, and Dissertations, 7th ed. (Chicago: University of Chicago Press, 2007), The Chicago Manual of Style, 16th ed. (Chicago: University of Chicago Press, 2010), and Mercer University Dissertation/Thesis Format Guide, revised March 2013. by Nancy L. deClaissé-Walford McAfee School of Theology Atlanta, Georgia Revised August 2013 TABLE OF CONTENTS Page SECTION I: OVERVIEW II: GUIDELINES FOR FORMATTING...»

«                  Lincoln University Digital Thesis      Copyright Statement  The digital copy of this thesis is protected by the Copyright Act 1994 (New Zealand).  This thesis may be consulted by you, provided you comply with the provisions of the Act  and the following conditions of use:  you will use the copy only for the purposes of research or private study   ...»

«IIIS Discussion Paper No.384 / October 2011 How Housing Slumps End Agustín S. Bénétrixa, Barry Eichengreenb and Kevin H. O’Rourkec a Trinity College Dublin and IIIS b University of California, Berkeley cUniversity of Oxford and IIIS IIIS Discussion Paper No. 384 How Housing Slumps End Agustín S. Bénétrixa, Barry Eichengreenb and Kevin H. O’Rourkec a Trinity College Dublin and IIIS b University of California, Berkeley cUniversity of Oxford and IIIS Disclaimer Any opinions expressed...»

«D Journal of Modern Accounting and Auditing, December 2015, Vol. 11, No. 12, 632-640 doi: 10.17265/1548-6583/2015.12.002 DAVID PUBLISHING Auditors’ Role, Responsibilities, Duties, and AIS to Prevent Errors and Frauds: An Evidence From Lebanon Pierre Al-Khoury, Roula Moubarak, Maria Franjieh Lebanese German University, Jounieh, Lebanon Sarah Abboud UNIFEL, Beirut, Lebanon Mansour AlShamali Public Authority for Applied Education and Training, Safat, Kuwait The paper is about how Lebanese...»

«Number of stations sampled during WH 376 Hauls CTD casts CTD casts with Hauls Van Veen GOV (total) O2/Salsamples 2-m beam sediment trawl grab** IBTS* 29 29 29 29 81 Box A 21 15 9 9 18 Box B 14 10 6 6 12 Box C 14 11 7 7 14 Box D 1 1 1 1 2 Box L 14 10 6 6 12 Box M 10 7 5 5 10 97 77 57 57 137 total *) IBTS: Includes 24 stations in the wider German Bight, and 1 each in “Boxes” B, C, D, L, and M; see map. **) Sediment samples from all stations, infauna for selected areas. Methods 1. Groundfish...»

«Course Handbook M.Sc. Nursing 2017-18 Course Leaders: Colin Thain and Fergal Searson School of Nursing Please read this Handbook in conjunction with the University’s Student Handbook. All course materials, including lecture notes and other additional materials related to your course and provided to you, whether electronically or in hard copy, as part of your study, are the property of (or licensed to) UCLan and MUST not be distributed, sold, published, made available to others or copied other...»

«U UNIVERSITAT DE BARCELONA B MICROBIAL LIPASES WITH INTEREST IN BIOTECHNOLOGY AND INFECTIOUS DISEASES: ISOLATION, CHARACTERIZATION AND INHIBITION BY NATURAL SUBSTANCES Cristian Ruiz Rueda PhD Thesis Microbial lipases with interest in biotechnology and infectious diseases: isolation, characterization and inhibition by natural substances Lipasas microbianas con interés en biotecnología y en enfermedades infecciosas: aislamiento, caracterización e inhibición por sustancias naturales Cristian...»

«The Effects of High-Stakes Testing On Achievement: Preliminary Findings About Generalization Across Tests Daniel M. Koretz The RAND Corporation Robert L. Linn University of Colorado Stephen B. Dunbar University of Iowa Lorrie A. Shepard University of Colorado Originally presented in R. L. Linn (Chair), Effects of High-Stakes Educational Testing on Instruction and Achievement, symposium presented at the annual meeting of the American Educational Research Association and the National Council on...»

«Enjoy your double Lyndall Clipstone University of Adelaide This paper explores the uncanny status of the moral monster as Other in Vladimir Nabokov’s 1955 novel Lolita. Using Jameson’s concept of the ‘quilting point’ as a collective site of cultural anxiety, it will examine the constructions of moral monstrosity as a projection of cultural tensions. In Grimaces of the Real, Žižek examines the concept of the ‘double’ in relation to the uncanny, writing that ‘The double is “the...»

«MINUTES CITY OF FALLON 55 West Williams Avenue Fallon, Nevada February 2, 2016 The Honorable City Council met in a regularly scheduled Council meeting on the above date in the Council Chambers, 55 West Williams Avenue, Fallen, Nevada.Present: Mayor Ken Tedford City Councilman, Robert H. Erickson City Councilwoman, Kelly Frost City Councilman, James D. Richardson City Engineer, James R. Souba Chief of Police, Kevin Gehman City Clerk, Gary C. Cordes City Attorney, Michael F. Mackedon Deputy City...»





 
<<  HOME   |    CONTACTS
2016 www.dissertation.xlibx.info - Dissertations, online materials

Materials of this site are available for review, all rights belong to their respective owners.
If you do not agree with the fact that your material is placed on this site, please, email us, we will within 1-2 business days delete him.