The Doctoral School supervises 22 doctoral programs covering together all EPFL fields of research. Each programs is responsible for recruiting doctoral students, organizing their supervision and monitoring their progress. The doctoral programs also organize an offer of advanced level courses and create a community based in their scientific domain May 21, · The Organizational Culture Assessment Instrument (OCAI) developed by Cameron and Quinn is a method to assess organizational culture. Substantial research was involved in developing the OCAI. Professors Cameron and Quinn developed the model of the Competing Values Framework which consists of four Competing Values that correspond with four types of organizational culture Mar 20, · 70 trending sociology research paper topics with complete guide by Myassignmenthelp experts. Read this blog to fetch a top grades in your exams. Click Now!
(DOC) DETAILED Ph D REPORT | blogger.comajan C.S. - blogger.com
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Australia For the award of a PhD degree, the evaluation is done, by and doctoral thesis on organizational culture change, through the medium of written reports on the thesis by two external examiners besides the supervisor.
The fate of a thesis hinges on the recommendations of the three examiners assessing the thesis. Written Reports of examiners who have evaluated Ph. these are presented here. This document is a sample which will help the readers in general and research scholars in particular to know what the evaluators look for in a Thesis.
The key to a Ph. lies in the supervisors assisting the students to meet the expectations of the examiners more effectively. SAMPLE OF Ph. The present Ph. dissertation attempts to present a sociological understanding of the nature and forms of covert Industrial Conflict in Tamilnadu.
Divided in Seven Chapters, the study presents a view that industrial conflict has more than one aspect; for the manifestation of hostility is confined to no single outlet. Several of these forms such as sabotage, doctoral thesis on organizational culture change of output, absenteeism, and turnover take place on an individual as well as on an organized basis and constitute alternative to collective action.
The study also strives to make out the broad conditioning context of labour-management relationships with particular reference to covert industrial conflict. Chapter one and two introduce the subject by way of reviewing some of the well- known approaches and writings on the subject.
Though not very exhaustive, it however touches upon some core issues with a clear insight into the key constituents of covert conflict. Chapter Three explains the design of the study, the purpose, sampling frame and mentions tools and techniques of data collection. The whole exercise has been done with required precision and care.
Chapter Four furnishes the organizational structure of the Company under study. Chapter Five provides the socio- economic and demographic characteristics of the respondents and their family background. Chapter Sixth-analysis and interpretation- in fact examines the inter-linkages of variables used with types of covert industrial conflicts.
The researcher has constructed a twelve-point distribution scale of grievance activity to pin point and make explicit its relatedness with socio-economic and demographic variables, doctoral thesis on organizational culture change.
Most of these variables are found significant with grievance activity. The study leads to some very valuable insights hitherto unexplored. Though it is a truism to state that social, economic and demographic characteristics are intrinsically related to covert industrial conflict, or so to say, grievance activity, yet in India where unemployment situation, seasonal absenteeism and workers residing far away from the place of work leaves little room for engaging themselves in the participatory activities.
Secondly and equally important reason for the failure of the schemes has been the lack of proper education and training of the representative workers in the vital areas for effective decision making. Lack of knowledge has led to many problems that made the system unstable. Workers lacked the intellectual capacity to participate in the decision making process. The dilemma continues to be whether workers should participate only in the determination of the physical and technical aspects of their work, or in the organization of the social system of production as well.
Thirdly, trade union organizations have not lent the requisite support to make these participative schemes successful. In their actual conduct they have acted as an external body, committed to opposition rather than to cooperation.
On careful consideration, the researcher seems to have done his labour with sincerity of purpose. The study is definitely informative and at places very revealing. Methodologically it is highly commended. The presentation of the findings is alright and argumentation good. All things considered, the study makes a contribution to the existing stock of knowledge in the concerned area.
Hopefully some of the issues highlighted may lead to serious introspection once the copy of the thesis is made available to them. I recommend that the Degree of Ph. in Sociology may be awarded to M. BABJI after completing other formalities.
September 04, Signed: Dr. The Thesis of Thiru M. BABJI addresses the question of the extent and character of non-declared or covert industrial conflict in Tamilnadu in later years. Such conflicts are conceived as part of a broad conditioning context of labour-management relations, the objectives of the study being the following: 1.
To estimate the socio, demographic, economic and occupational composition of the industrial workers who enter into covert conflict; 2.
To analyze the factors responsible for grievance activity among industrial workers; 3. To identify the nature and types of covert industrial conflict; 4. To assess the extent to which covert industrial conflict may be seen as a function of grievance activity. The hypotheses are: 1. There is positive relationship between socio, economic and demographic variables and grievance activity; 2.
Grievance activity is significantly related to covert industrial conflict. The investigation itself is based on interview data of a sample of workers selected on a random basis from a population around The interviews gathered data on the following items: absenteeism, sabotage, labour turnover, work to rule, accidents, grievance activity, family and personal background.
Through the seven chapters which form the thesis, doctoral thesis on organizational culture change, we get a broad and interesting introduction to the problem of covert industrial conflict. The review of the literature in Chapter II shows that the candidate is familiar with the most important contributions in the field, while Chapter III documents his fluency with appropriate research methods. The remaining Chapters introduce the reader to the empirical data, the thesis concluding with a Chapter which succinctly summarizes the findings in relation to the hypotheses, which are by and large validated.
The strength of the thesis is its richness of information; one knows quite a lot about the conditions for covert industrial conflict in the area of the study. The reader also gets a good insight into their different forms.
The candidate has successfully made use of his data. Some chapters stand out as specially interesting. I found for instance Chapter VI with the analysis of the data and interpretation particularly rewarding. But I would have liked to see a more thorough discussion of how the findings relate to the general discussion of the problem in the literature and a more analytical stance in the empirical chapters.
They tend to become rather descriptive. My major objection to the study is that it lacks a more general theoretical framework, in spite of its discussion of the relevant literature. I feel the interesting issues dealt with in all the empirical chapters have a potential for more illuminating analysis about the relation between social context and covert industrial conflict. By exploiting more energetically the literature also in the empirical analysis, the work would have got a less descriptive stance and a more analytical vigour in dealing with the various social problems raised in the Thesis.
Given the amount of work put into the Doctoral thesis on organizational culture change, its transparent methodological approach and its interesting findings, these critical comments do not detract from my positive evaluation of it. Moreover, the thesis is well written. The language being clear and the style limpid, it makes for pleasant reading. My conclusion is, therefore, that the thesis submitted by Thiru. Babji is HIGHLY COMMENDED. OSLO, AUGUST Francesco Kjellberg Professor dr.
The second and more specific purpose of the study is to throw light on the nature and types of covert industrial conflict. Making a departure from the beaten track of studying any one of the forms of covert industrial conflict, the present study focuses on all forms of latent industrial conflict together.
Though this observation is not intended to belittle the thesis, such an effort on the part of the researcher would have enriched the thesis. This particular aspect needs to be kept in mind by the researcher as and when he takes up the work for publication.
The methodological approach employed by the researcher needs to be applauded. The dexterity with which the researcher blended the empirical evidences with the conceptual ideas also needs special mention. His flawless English and lucid expression are doctoral thesis on organizational culture change asset to the thesis.
My above observations make me commend the doctoral thesis on organizational culture change for its being accepted by the University of Madras for the award of the Degree of Doctor of Philosophy in Sociology.
Insofar as the question of publication of the thesis is concerned, variations in Chi-square values are seen in as many as 14 tables.
Everyone a Changemaker Empowering Changemaking Through Organizational Culture Change
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Journal of Organizational Change Management (JOCM) provides alternative philosophies for organizational change and blogger.com encourages the exploration of philosophies including critical theory, postmodernism and poststructuralism and is interested in qualitative analyses of change, discourse and change practices The Doctoral School supervises 22 doctoral programs covering together all EPFL fields of research. Each programs is responsible for recruiting doctoral students, organizing their supervision and monitoring their progress. The doctoral programs also organize an offer of advanced level courses and create a community based in their scientific domain (1) detailed report by blogger.comajan on the thesis entitled “organizational culture, motivation and performance of workers in an industry: a sociological study” submitted by mrs. s. jaishree for the award of the degree of doctor of philosophy in sociology by the university of madras, madras, tamilnadu, india
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