Kasana, D V (2021) Evaluating organizational readiness to implement change within the workplace. PhD thesis, University of North Carolina at Charlotte, USA.
Abstract
Organizational change is an initiative to transition from a current state to a desired future state, where the initiatives can be either planned or unplanned, based on motivational factors. This study evaluates the impact of organizational characteristics and change management strategies adopted by facility management (FM) professionals to implement planned and unplanned changes due to internal and external factors. The implementation of new or innovative workplace strategies (i. e. , flexible workspace) were considered as planned changes, whereas changes implemented at facilities in response to the COVID-19 pandemic were considered as unplanned changes (e. g. , remote working, safety protocols, etc. ). The research team adopted multiple survey-based methodologies to collect information on planned and unplanned change management experiences from FM professionals and employees across the world. Through the help of an FM association, more than 1,500 responses were collected from organizations across 60 different countries. Using machine learning algorithms and other statistical concepts, the research team was able to identify the impact of key organizational attributes, change characteristics, and change management strategies responsible for the successful implementation and adoption of planned or unplanned change initiatives. The research findings provide industry specific recommendations for FM professionals to guide workplace change management efforts and improve the likelihood of successful change adoption within a built environment. With the limited availability of academic research on facility change management, this research can also assist professionals from a variety of occupations (e. g. , design, development, human resources, real estate, and other leadership functions) to deliver successful change adoption, for both planned and unplanned change initiatives.
| Item Type: | Thesis (Doctoral) |
|---|---|
| Thesis advisor: | Smithwick, J |
| Uncontrolled Keywords: | COVID-19; built environment; change management; leadership; learning; machine learning; occupations; organizational change; real estate; safety |
| Index terms: | machine learning, methodology, human resource, change management, occupation, strategy, survey, COVID-19, organizational change, implementation, organizational characteristic, real estate, built environment, remote working, workspace, pandemic |
| Subjects: | research methods, contractual arrangements, management, health risk and incident analysis, sociology, infrastructure and transport systems, data collection methods, business, real estate economics, artificial intelligence |
| Topics: | Business Strategy, Research Practice, Stakeholder Management, Roles and Professions, Digital Applications, Urban Studies, Human Resources, Organizational Design, Health and Safety, Procurement |
| Descriptive scope: | 4 PCTE |
N.B. Descriptive scope is a count of how many of the five facets of empirical research are indicated by the words used in title, abstract and keywords. It is not intended as a judgement on the research; merely a count of the kind of word we would expect to indicate Phenomenon, Concepts, Theoretical framing, Empirical techniques, Analytical techniques. If all five are present, then a code of “5 PCTEA” will indicate this. If you feel the coding for this record is questionable, we welcome discussion around the terms we matched or the way we categorized them. The facet you would expect may not be coded, or a facet may be coded inappropriately. This can also bear on a larger question, of which facets should be treated as defining in construction management research. Please get in touch, and we will look at it. More details here