Organisational change in Department of Defence : A comparison of change management acceptance and interdependencies between military and non-military personnel
- Authors: Leonard, Ann
- Date: 2016
- Type: Text , Thesis , DBA , PhD
- Full Text:
- Description: Organisational change is used to understand how varying cultures interpret the effects of organisational life, including social capital, leadership and organisational structure. The literature shows how the culture of an organisation can have a direct impact upon the acceptance of change. However most of the empirical data is only concerned with either the culture of public servants or military personnel within the organisation. The purpose of this study is to seek an understanding of how multiple cultures directly relate to organisation change in an integrated environment. This study explores two cultures within Defence (public servants and military personnel) and identified interdependencies between these groups. The study adopted qualitative research methods using interviews to gather the main source of data that was triangulated with demographics and organisational documentation. The results revealed the social capital of the two cultures are equally interdependent. The social network of the integrated office environment is critical for public servants to support military personnel. Furthermore the existence of a new cultural group was identified within the integrated environment. This group provides legitimacy to the interdependencies as they have experience within both cultures. This research could be beneficial to individuals who are charged with leading organisational change in Defence. Additionally the research provides insight into the differing cultures and identifies the interdependencies required to support the military through effective change management.
- Description: Doctor of Business
- Authors: Leonard, Ann
- Date: 2016
- Type: Text , Thesis , DBA , PhD
- Full Text:
- Description: Organisational change is used to understand how varying cultures interpret the effects of organisational life, including social capital, leadership and organisational structure. The literature shows how the culture of an organisation can have a direct impact upon the acceptance of change. However most of the empirical data is only concerned with either the culture of public servants or military personnel within the organisation. The purpose of this study is to seek an understanding of how multiple cultures directly relate to organisation change in an integrated environment. This study explores two cultures within Defence (public servants and military personnel) and identified interdependencies between these groups. The study adopted qualitative research methods using interviews to gather the main source of data that was triangulated with demographics and organisational documentation. The results revealed the social capital of the two cultures are equally interdependent. The social network of the integrated office environment is critical for public servants to support military personnel. Furthermore the existence of a new cultural group was identified within the integrated environment. This group provides legitimacy to the interdependencies as they have experience within both cultures. This research could be beneficial to individuals who are charged with leading organisational change in Defence. Additionally the research provides insight into the differing cultures and identifies the interdependencies required to support the military through effective change management.
- Description: Doctor of Business
A study of visitor satisfaction in tourism enterprises
- Authors: Ali, Shameen
- Date: 2012
- Type: Text , Thesis , DBA
- Full Text:
- Description: Satisfying customers is fundamental to the marketing concept and has long been recognised as important, firstly in the economic discipline and subsequently in marketing and in business generally. In a competitive marketplace customer satisfaction is closely linked to the ability of the organisation to deliver quality. Therefore, organisations rely on the feedback received from customers about how satisfied or dissatisfied they are with product and service provision and their perceptions of the value received. The study examines the various product and service attributes that contribute to visitor satisfaction and experience, and evaluates the role of price-value perceptions and behavioural intentions. This examination was undertaken by the study of three tourism enterprises operating in the heritage tourism area. These included Sovereign Hill, which is an historic goldfields township; Brambuk, which is an indigenous cultural centre located in the Grampians in Western Victoria; and Werribee Mansion, which depicts the life of a wealthy farming family in the early periods in Victoria. This study has provided insight into the understanding of visitor satisfaction in tourism enterprises by evaluating the relationship between overall satisfaction and dissatisfaction and how these influence revisit and recommending behaviour, as well as the influence of price-value perceptions on satisfaction, experience and enjoyment. The study shows that price-value dissatisfaction impacts negatively on the willingness of visitors to recommend a tourism venue to others and that price dissatisfaction tends to impact negatively on satisfaction. The results provide some insight into what contributes to tourist satisfaction, enjoyment and experience. The findings are expected to assist strategic and operational managers in their quest for continued quality enhancement and the provision and renewal of tourism products and services. It is expected that the findings will provide some guidance to managers, tourism operators, marketers and researchers alike in developing well informed data and analyses that are the key to strategic and competitive advantage.
- Description: Doctor of Business Adminstration
- Authors: Ali, Shameen
- Date: 2012
- Type: Text , Thesis , DBA
- Full Text:
- Description: Satisfying customers is fundamental to the marketing concept and has long been recognised as important, firstly in the economic discipline and subsequently in marketing and in business generally. In a competitive marketplace customer satisfaction is closely linked to the ability of the organisation to deliver quality. Therefore, organisations rely on the feedback received from customers about how satisfied or dissatisfied they are with product and service provision and their perceptions of the value received. The study examines the various product and service attributes that contribute to visitor satisfaction and experience, and evaluates the role of price-value perceptions and behavioural intentions. This examination was undertaken by the study of three tourism enterprises operating in the heritage tourism area. These included Sovereign Hill, which is an historic goldfields township; Brambuk, which is an indigenous cultural centre located in the Grampians in Western Victoria; and Werribee Mansion, which depicts the life of a wealthy farming family in the early periods in Victoria. This study has provided insight into the understanding of visitor satisfaction in tourism enterprises by evaluating the relationship between overall satisfaction and dissatisfaction and how these influence revisit and recommending behaviour, as well as the influence of price-value perceptions on satisfaction, experience and enjoyment. The study shows that price-value dissatisfaction impacts negatively on the willingness of visitors to recommend a tourism venue to others and that price dissatisfaction tends to impact negatively on satisfaction. The results provide some insight into what contributes to tourist satisfaction, enjoyment and experience. The findings are expected to assist strategic and operational managers in their quest for continued quality enhancement and the provision and renewal of tourism products and services. It is expected that the findings will provide some guidance to managers, tourism operators, marketers and researchers alike in developing well informed data and analyses that are the key to strategic and competitive advantage.
- Description: Doctor of Business Adminstration
An examination of the relationship between employer-provided training and development and employee turnover in the Victorian public service
- Authors: Kennett, Geraldine
- Date: 2012
- Type: Text , Thesis , DBA
- Full Text:
- Description: This study, which has adopted a qualitative research approach using the Victorian Public Service (VPS) as a case study, explores the relationship between employer-provided training and development and employee turnover. The study examines training and development models and discusses how the context (organisation and employment characteristics) influences the training and development models adopted by the VPS. The study also investigates whether various training and development models have a differential impact on employee turnover. This study identifies three training and development models adopted by the Victorian Public Service and finds that each has a differential impact on employee turnover. The models used are labelled Individual Development, Team Development and Organisational Development. Employers often assume there is a relationship between training and development and employee turnover. While a number of organisations use training as an employee-retention strategy, others are reluctant to increase their investment in training and development because they fear employees may leave as a result of their improved skills and knowledge. In their desire to retain skilled workers in a market of short labour supply employers have become more concerned about the relationship between training and employee turnover. Available statistics indicate that the labour market is entering a period of supply shortages that could last many years. "From abstract"
- Description: Doctor of Business Administration
- Authors: Kennett, Geraldine
- Date: 2012
- Type: Text , Thesis , DBA
- Full Text:
- Description: This study, which has adopted a qualitative research approach using the Victorian Public Service (VPS) as a case study, explores the relationship between employer-provided training and development and employee turnover. The study examines training and development models and discusses how the context (organisation and employment characteristics) influences the training and development models adopted by the VPS. The study also investigates whether various training and development models have a differential impact on employee turnover. This study identifies three training and development models adopted by the Victorian Public Service and finds that each has a differential impact on employee turnover. The models used are labelled Individual Development, Team Development and Organisational Development. Employers often assume there is a relationship between training and development and employee turnover. While a number of organisations use training as an employee-retention strategy, others are reluctant to increase their investment in training and development because they fear employees may leave as a result of their improved skills and knowledge. In their desire to retain skilled workers in a market of short labour supply employers have become more concerned about the relationship between training and employee turnover. Available statistics indicate that the labour market is entering a period of supply shortages that could last many years. "From abstract"
- Description: Doctor of Business Administration
The role of an ICT change agent in ICT diffusion within technology projects in public and private sector setting
- Authors: Jagodic, Jana
- Date: 2008
- Type: Text , Thesis , DBA
- Full Text:
- Description: Rapid changes in the competitive environment and increasing customer demands drive the public and private sectors to innovate by continually investing millions of dollars in Information and Communication Technology (ICT) projects. Basically, organisations depend on ICT technology for every part of their business. Companies are not only challenged to apply new technologies to remain competitive, they also need to spread (diffuse), manage and implement technological innovation across extended organisational boundaries. Diffusion, management and implementation of ICT innovation involve a considerable amount of risk and potentially protracted delays of technological projects. As a consequence of high demand for ICT innovation, as well as the risk of failure, a wide range of organisations such as state agencies and banks now employ so-called change agents to diffuse, manage and implement innovation within technological projects. While a large number of academics and practitioners are concerned with change agents who alter organisational culture, structure and processes, relatively little research has been undertaken on the role of ICT change agents in the innovation process. Thus, this professional doctorate study aims to fill that gap by exploring ICT change agents’ project work experiences within state agencies and banks and fuse them with theory. The research is based on case study methodology, including 41 cases within 12 target organisations in Australia and Germany. As a former ICT change agent, the researcher of this Doctor of Business Administration (DBA) study applied mixed research methods, also incorporating her ICT project experiences by using an individual reflection model. From this investigation emerged that change agents’ roles are embedded in components (organisational structure, project stages) and processes (ICT diffusion, informal networks). These findings underpin the model of ICT change agents who perform the multiple linker roles of these components and processes in order to deliver set project outcomes. The model is designed to inform practice by providing guidance for advanced ICT change agents’ training in public and private sector settings.
- Description: Doctor of Business Administration
- Authors: Jagodic, Jana
- Date: 2008
- Type: Text , Thesis , DBA
- Full Text:
- Description: Rapid changes in the competitive environment and increasing customer demands drive the public and private sectors to innovate by continually investing millions of dollars in Information and Communication Technology (ICT) projects. Basically, organisations depend on ICT technology for every part of their business. Companies are not only challenged to apply new technologies to remain competitive, they also need to spread (diffuse), manage and implement technological innovation across extended organisational boundaries. Diffusion, management and implementation of ICT innovation involve a considerable amount of risk and potentially protracted delays of technological projects. As a consequence of high demand for ICT innovation, as well as the risk of failure, a wide range of organisations such as state agencies and banks now employ so-called change agents to diffuse, manage and implement innovation within technological projects. While a large number of academics and practitioners are concerned with change agents who alter organisational culture, structure and processes, relatively little research has been undertaken on the role of ICT change agents in the innovation process. Thus, this professional doctorate study aims to fill that gap by exploring ICT change agents’ project work experiences within state agencies and banks and fuse them with theory. The research is based on case study methodology, including 41 cases within 12 target organisations in Australia and Germany. As a former ICT change agent, the researcher of this Doctor of Business Administration (DBA) study applied mixed research methods, also incorporating her ICT project experiences by using an individual reflection model. From this investigation emerged that change agents’ roles are embedded in components (organisational structure, project stages) and processes (ICT diffusion, informal networks). These findings underpin the model of ICT change agents who perform the multiple linker roles of these components and processes in order to deliver set project outcomes. The model is designed to inform practice by providing guidance for advanced ICT change agents’ training in public and private sector settings.
- Description: Doctor of Business Administration
The due process of accounting standard setting in Australia : the case of AAS27 : financial reporting by local governments
- Authors: Hurst, Gavin
- Date: 2003
- Type: Text , Thesis , DBA
- Full Text:
- Description: "This study enquires into the accounting standard system in Australia and questions the appropriateness of its core democratic participatory vehicle, the due process. In doing so it highlights issues associated with self-regulating authorities and their policy making practices. The study is pertinent to the extent it reviews a major paradigm shift within the Australian public sector and more specifically local government financial reporting. Spanning the course of three decades it examines the reasons for such a paradigm shift, the major actors involved, the actual changes made and the effectiveness of those changes."
- Description: Doctor of Business Administration
- Authors: Hurst, Gavin
- Date: 2003
- Type: Text , Thesis , DBA
- Full Text:
- Description: "This study enquires into the accounting standard system in Australia and questions the appropriateness of its core democratic participatory vehicle, the due process. In doing so it highlights issues associated with self-regulating authorities and their policy making practices. The study is pertinent to the extent it reviews a major paradigm shift within the Australian public sector and more specifically local government financial reporting. Spanning the course of three decades it examines the reasons for such a paradigm shift, the major actors involved, the actual changes made and the effectiveness of those changes."
- Description: Doctor of Business Administration
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