Master of Science in Organizational Dynamics Theses Copyright (c) 2013 University of Pennsylvania All rights reserved. http://repository.upenn.edu/od_theses_msod Recent documents in Master of Science in Organizational Dynamics Theses en-us Fri, 29 Mar 2013 01:36:13 PDT 3600 High Reliability Organization Theory As An Input To Manage Operational Risk In Project Management http://repository.upenn.edu/od_theses_msod/61 http://repository.upenn.edu/od_theses_msod/61 Wed, 27 Mar 2013 09:11:14 PDT This paper demonstrates how adoption of High Reliability Organization Theory (HROT) delivers value to mainstream organizations. It presents the terminology that encompasses High Reliability Organizations (HROs) and how researchers define the characteristics and core principles of such organizations. These organizations have been well studied by professionals from numerous disciplines allowing us to understand what makes an HRO successful. This paper will add to this by exploring how HROT may be applied to mainstream organizations and elaborates on the importance of mindfulness specifically as it relates to sensitivity to operations. The findings are synthesized into an actual project that successfully leveraged HROT principles to improve reliability and address operational risk. The paper concludes that there are considerable opportunities to exploit HROT in project, program, and process management to achieve high reliability and value in a non-HRO.

]]> John Werner An Organizational Diagnosis Of A Centralized Investigational New Drug Core Within A Large Academic Health Center http://repository.upenn.edu/od_theses_msod/60 http://repository.upenn.edu/od_theses_msod/60 Mon, 18 Mar 2013 14:38:49 PDT This capstone examines the root cause of the ineffectiveness of a centralized Investigational New Drug (IND) core within a research department of a large Academic Health Center (AHC). This capstone utilized an organizational diagnosis approach to collect data to determine what is and is not contributing to the success of the core.

The hypotheses of this study are: 1) The centralized model was set in place without clear objectives; 2) The IND core is not operating in the way it was structured to operate; 3) The IND core is understaffed and unable to fully carry out the level of responsibility associated with being a Sponsor; and 4) Future expansion was not included in the planning phase. Data was collected by interviewing staff members, and participant observations. Prior to conducting the current state interviews, I conducted background interviews with previous staff members to determine the rationale behind centralization.

The results supported the importance of learning an organization's history prior to implementing a change, as well as the need for group development prior to the implementation of a new model within an organization. The organizational diagnosis I conducted was able to confirm three of four of the hypotheses. I was able to uncover two variables that I did not consider before the diagnosis: role definition, and inter-group dynamics.

]]> Kathleen M. Thomas Presencing As A Transformative Strategy For Changing Army Culture http://repository.upenn.edu/od_theses_msod/59 http://repository.upenn.edu/od_theses_msod/59 Mon, 18 Mar 2013 14:23:08 PDT In order for leaders to be the most effective it is beneficial that they be self-aware. Part of being self-aware is to understand how our own bias plays a part in how we frame, view or project information received or transmitted to others. To enable participants of the Organization Dynamics program to become more self-aware, for example, there are several different classes on leadership that use methods like the Hermann Brain Dominance Instrument or the Enneagram. These techniques not only identify traits about ourselves to us, they open the pathway to expanded thought and shift the view of our surroundings. I have used these techniques, as well as my personal experience with mild Traumatic Brain Injury and Post Traumatic Stress to examine organizational change within the United States Army in an attempt to demonstrate that the Army’s premier program to help Soldiers deal with the stressors of multiple deployments to theaters of war is in jeopardy. It is in jeopardy, I believe, due to the leaders’ lack of self-awareness and conscious understanding of the context needed to support such significant shifts in organizational and individual mindsets and behavior. As an analogous example of a major change process, in 2000, the Army embarked on a journey to transform and chose as a symbol the wear of a black beret. In the course of a decade, the Army changed but did not transform and in 2011 discarded that symbol of transformation. The failed attempt to transform is the result of not changing the culture or the belief patterns that produce it and which it in turn cultivates. Soldiers and leaders of today use the same thought processes as those of our predecessors, trapping us, and the organization, in the past. To break this cycle I examine the theory of presencing as a way to break free from processes of the past. Presencing allows leaders to use their self-awareness and trust of their inner feelings in order to develop plans and policies for the future as it is emerging.

]]> Howard Hostrander Applicability of Organization Development in Korean Companies http://repository.upenn.edu/od_theses_msod/58 http://repository.upenn.edu/od_theses_msod/58 Wed, 26 Sep 2012 12:21:12 PDT The purpose of this paper is to assess whether OD can be applied in Korean companies. Organization development (OD) was not traditionally implemented in Korea, but as the Korean economy and society changed, many Korean companies changed the traditional way of managing their organizations. Korean culture is changing favorably to OD and won’t be a hindrance anymore. Simultaneously, Korean HRD practitioners see the change agent role as the most important one in their jobs and feel the need to develop the related competencies. This means that when Korean HRD practitioners acquire necessary competencies on change and organization, and implement OD interventions, the success rates of the interventions would be higher than before. In some successful organization change cases, it was verified that all the key OD elements were implemented and contributed to the success of the organization changes.

]]> Hongbae P. Kim The Office of the Future: A Case Study on Workplace Effectiveness in the Biopharmaceutical Industry http://repository.upenn.edu/od_theses_msod/57 http://repository.upenn.edu/od_theses_msod/57 Wed, 26 Sep 2012 09:08:05 PDT Workplace strategies that incorporate office-of-the-future concepts enhance worker productivity and position organizations for radical changes to the ways work will be performed in the future. Due to the many challenges facing companies in the biopharmaceutical industry, many organizations now seek creative workplace improvements to support their continued success. As organizations assess how best to foster collaboration, knowledge sharing and productivity in the workplace, we are witnessing a seismic shift in this industry. A knowledge-based workforce, connected through globalization and empowered by technology, seeks optimal alignment in order to best maximize innovation.

In this thesis, the contextual landscape of the biopharmaceutical industry is provided, the evolution of the workplace is examined, and a case of an office-of-the-future pilot program at a leading biopharmaceutical company is reported. Related elements, such as cost pressures, collaboration, organizational culture and environmental sustainability are interwoven into this paper to provide a multi-perspective analysis of the evolving ways in which work is performed. Companies who haven’t already adopted office-of-the-future concepts should soon examine their workplace strategy.

]]> Matthew Walls An Examination of Four Organizational Dynamics Questions http://repository.upenn.edu/od_theses_msod/56 http://repository.upenn.edu/od_theses_msod/56 Wed, 26 Sep 2012 08:48:31 PDT This capstone is a response to four questions asked by four different professors with whom I studied in the Organizational Dynamics program at the University of Pennsylvania. The first question asked was about multi-frame analysis, and how the ability to use multiple frames is a valuable skill for managers and leaders in organizations. The second question focused on innovation, and how it can be taught in schools and classrooms to students. The next two questions focused on China; the first is about the socioeconomic and political impacts of large infrastructure projects in the United States and China, and the final question is about the economic challenges China faced in late 2011.

]]> Manning J. Smith Innovation Strategies for Musicians http://repository.upenn.edu/od_theses_msod/55 http://repository.upenn.edu/od_theses_msod/55 Wed, 26 Sep 2012 08:33:38 PDT In this thesis I describe the old and new music industry models from different perspectives. Included is a brief interview with CD Baby founder Derek Sivers with his advice for musicians. Modular strategies for independent artists to learn, record, digital distribution (CDBaby, TuneCore), branding, and monetize their music are presented. I also present academic and applied perspectives in creativity, project management (Iron Triangle, Systems Perspective of Success, SMART Strategy), and VARK learning preference that can affect the strategies selected by musicians.

]]> Quang Ly The Importance of Technology Design and Usability http://repository.upenn.edu/od_theses_msod/54 http://repository.upenn.edu/od_theses_msod/54 Mon, 06 Aug 2012 13:34:35 PDT Technology is playing an increasing role in our daily personal and professional lives. While the capabilities of new technologies (i.e., “hi-tech” solutions) have enabled people to be more productive at work and at home, I argue there is an increasing gap between hi-tech capabilities, and how hi-tech solutions interface with end users. This gap has the potential to negatively affect human and individual capital, which is why it is important to highlight the issues, challenges and impact of the usability and design of these hi-tech solutions. This thesis will take the humanistic perspective and argue that technology design has not kept up with technology capabilities, creating undesirable effects on people’s productivity -- and enjoyment -- as they interact with hi-tech devices, software and information systems. In addition, suggestions for how to overcome this gap are offered through the analysis of existing organizational dynamics, as well as offering new models from which to base usability and hi-tech design.

]]> Jonathan R. Deutsch The Analyze-Involve-Model (AIM) Soccer Coaching Process http://repository.upenn.edu/od_theses_msod/53 http://repository.upenn.edu/od_theses_msod/53 Wed, 18 Jul 2012 15:15:30 PDT This thesis introduces a theoretical model for effective soccer coaching. The Analyze-Involve-Model (AIM) Soccer Coaching Process is a three phase, continuous, cyclical process that elite soccer coaches work within. Developed from an analysis of 10 qualitative interviews with elite men’s soccer coaches and a review of sports coaching literature, the AIM Soccer Coaching Process is a generalized theoretical model that can be applied to all contextual levels. The three main phases include a situation analysis (Analyze), direct participant involvement (Involve), and behavior modeling (Model). The three phases are all interconnected and influence each of the other phases. Each phase has three interconnected underlying pillars that influence the phase. A comprehensive review of the sports coaching literature is first presented, followed by an overview of Grounded Theory­, the research approach of this study. Development of the model, which includes an analysis of the interview data as well as quotations from the soccer coaches who participated in the study and an introduction to the model are included. Implications for further research, lessons learned, and the author’s final thoughts conclude the thesis.

]]> Robert Irvine A Proposal for the Book of “Embrace the New Normal—China and the USA” http://repository.upenn.edu/od_theses_msod/52 http://repository.upenn.edu/od_theses_msod/52 Wed, 30 May 2012 13:28:33 PDT This thesis consists of a new book proposal regarding the emerging New Normal both in China and the United States and one sample chapter (the first chapter) of this new book which studies fairness and justice in contemporary China from an evolutionary perspective. This book itself aims to examine the key factors that may contribute to the New Normal from both an insider view and an outsider view and to provide contextual intelligences about China and the United States which will better facilitate the narrative of the New Normal.

]]> Xuejuan Zhang A Case Study of The Adaptation of a Team Building Model Using Action Learning http://repository.upenn.edu/od_theses_msod/51 http://repository.upenn.edu/od_theses_msod/51 Wed, 30 May 2012 13:12:20 PDT This capstone examines the adaptation of an existing team building model proposed by Patrick Lencioni (2002) in The Five Dysfunctions of a Team: A Leadership Fable. I present a case study of the adaptation of that team building model within the context of a United States Public Health Service (PHS) disaster medical response team, the PHS-2 Rapid Deployment Force (PHS-2 RDF). It provides background on the history of PHS and origins of the part-time, volunteer, disaster medical response teams used by the Department of Health and Human Services. I demonstrate how the lack of a formalized officer and team training program provided the impetus and opportunity for a team to adapt a team building model in real time. The study examines the challenges faced by the team in the model adaptation process. The adaptation process resulted in a customized version of the team building model for ongoing use by the executive staff in carrying out their leadership responsibilities within the team. The team did this as a means to aid in the growth of a team culture. I show how the model can be used in the future.

]]> Calvin W. Edwards Implementing Program Management: Analyzing the Current “As-Is” State in Information Technology http://repository.upenn.edu/od_theses_msod/50 http://repository.upenn.edu/od_theses_msod/50 Wed, 30 May 2012 11:27:55 PDT This thesis documents the current as-is state of program management in the information technology (IT) department of a northeast electric and gas utility company. IT leaders embraced the concept of program management and implemented fragments of the practice, but came to realize that additional benefits could be achieved through a more complete implementation of current best practices of program management. Leaders now desire a full deployment to capitalize on potential opportunities while addressing challenges that the industry is facing today to deliver the products and services that our customers desire while better positioning the company for the future.

The current practice will be analyzed to understand the gaps in the current structure and compared to the best practices known, which will be used to provide the building blocks necessary to create and establish a full deployment. Also provided is a brief history of the IT department with respect to the dynamics of the organization as well as the relationship with all departments in the company. To realize the full benefits that can be achieved requires collaboration among departments beginning with a multi-department governance framework to ensure that we are working together to achieve the strategic goals of the company with program management as a chosen vehicle of change.

]]> Cornelius Noordyk Perspectives of Poverty Alleviation http://repository.upenn.edu/od_theses_msod/49 http://repository.upenn.edu/od_theses_msod/49 Wed, 30 May 2012 08:09:39 PDT In this Capstone/Thesis, I present a proposal for a book tentatively called Perspectives of Poverty Alleviation in which the argument is made that worldviews, perspectives, and allied unconscious biases embedded in the thinking of people throughout the international development aid value chain have a significant impact on the efficacy of interventions dedicated to alleviate chronic poverty in rural areas that receive the services in Africa. In support of the argument, practical aspects of worldviews, perspectives and selected themes including private sector, development policy, international aid, program and project interventions are explored and offered through storytelling to help in understanding the relationship between unconscious biases, core assumptions and the efficacy of interventions dedicated to eradicate poverty. Finally, a plea is made for the implementation of a systems approach to counter the effect of flawed perspectives and subconscious biases that undermine the effectiveness of poverty alleviation.

]]> Josiya E. Taundi The Value to the Organization of an Adaptive Approach to a Technologically Disruptive Environment http://repository.upenn.edu/od_theses_msod/48 http://repository.upenn.edu/od_theses_msod/48 Wed, 30 May 2012 07:18:51 PDT The purpose of this Capstone is to explore the possible roles Information Technology (IT) could play in the success of the organization as it transforms into a workplace capable of adapting to the disruptive nature of digital technology. This is accomplished by identifying the positive value to the organization provided by digital technology and social business tools; describing the disruptive nature of this new technology and the tools associated with it and its impact on the organization-as-a-whole; presenting some of the tensions and possibly evolving paradigm shifts within the organization as a result of the disruptive nature of digital technology and social business tools; evaluating predominant near-term operational models being considered by IT leadership and their responsiveness to this disruptive technology environment; and recommending a course of action that will provide an organization with the necessary tools required for continuously adapting to the uncontrollable and disruptive nature presented by the heavily digital technological environment that will most likely persist throughout the first quarter of this 21st century.

]]> Hillary Wittich Critical Success Factors: What Makes An Ivy League Football Champion? http://repository.upenn.edu/od_theses_msod/47 http://repository.upenn.edu/od_theses_msod/47 Tue, 22 May 2012 17:21:59 PDT The purpose of this capstone is to examine the conditions of teamwork and success in an Ivy League Football context. This capstone utilizes the research along with the model of Shea and Guzzo (1987) to examine predictive elements of success in relation to three categories; potency, outcome interdependence and task interdependence.

The framework of this examination was developed through research and survey data as they relate to the enhanced conditions fostering team achievement. This capstone examines the results of the survey conducted across the Ivy League to find supporting data for predictors that positively impact the probability for success in athletic competition.

]]> Jacob Silverman The Implications of Religious Beliefs on Medical and Patient Care http://repository.upenn.edu/od_theses_msod/46 http://repository.upenn.edu/od_theses_msod/46 Tue, 10 Jan 2012 14:01:04 PST Throughout history and to this date in a continuously globalized world, monotheistic religions and medicine have caused numerous acrimonious debates especially in crucial moments of life and death. Medical and nursing staff working with patients from different religions in any country in the world must adhere to and respect those patients’ faiths and be aware of them to provide better patient care and in worst case scenarios, avoid litigation. Furthermore, this paper should not to be treated as an encyclopedic reference; it is merely a general overview into the three monotheistic faiths to alert professional healthcare staff of the possibility of a religious implication even if it contradicts their own concerns and points of views.

In this paper, a general overview of some aspects of Judaism, Christianity and Islam’s doctrines concerning informed consent, abortion, do not resuscitate -DNR, euthanasia and end-of-life care, and autopsies are highlighted and presented. After describing the Islamic viewpoint on each medical process presented herein, a final chapter from an insider’s perspective will recount some examples of how the aforementioned medical processes are carried out from the standpoint of one of Saudi Arabia’s societies.

]]> Dana I. Al Husseini Subject Matter Expert: Working Toward Ensuring The Value In A Project Organization http://repository.upenn.edu/od_theses_msod/45 http://repository.upenn.edu/od_theses_msod/45 Tue, 10 Jan 2012 12:48:37 PST This thesis presents a methodical analysis of what a Subject Matter Expert (SME) is and how the SME can actually work toward adding value to the project organization. This analysis was completed using current literature, including that of the Project Management Institute (PMI), on both the value of SME’s and the analytical tools available to assist the SME and the project organization work toward ensuring value that is measurable, and more importantly, legitimate to the organization. The paper presents a combination of tried and tested tools as well as new approaches to dealing with SME’s in the project organization to ensure that interaction between the SME and project organization show legitimacy in a pragmatic, moral, and cognitive way.

]]> Scott Larmore Implementation Of Interactive Planning http://repository.upenn.edu/od_theses_msod/44 http://repository.upenn.edu/od_theses_msod/44 Tue, 27 Sep 2011 08:54:14 PDT This capstone describes how Interactive Planning, a methodology of Systems Thinking, was implemented to address complex organizational problems. The paper focuses on how a group of scholars from the graduate program of Organizational Dynamics in the School of Arts and Sciences at the University of Pennsylvania addressed the systemic problems of the International House of Philadelphia through the process of Situational Analysis, an activity of Idealization, which is part of Interactive Planning. Specifically, this capstone describes how the scholars analyzed the systemic environment of the International House of Philadelphia through eleven activities in order to address its challenges and synthesize a compelling argument for organizational change.

]]> Pericles S. Giannaris Creating and Maintaining a Shared Organizational Vision Through Effective Communication http://repository.upenn.edu/od_theses_msod/43 http://repository.upenn.edu/od_theses_msod/43 Fri, 01 Jul 2011 07:57:46 PDT As organizations face rapidly changing and increasingly complex issues, it is critical they take advantage of potential opportunities to maintain their impact over time. This paper explores the discursive methods that support the co-construction, evolution, and transmission of organizational values and vision. It was theorized that if Large Group Design (LGD) principles are applied as an organization goes about its everyday work, it would be possible to develop a shared understanding and generational enculturation of organizational values and vision. Two large-scale interventions were conducted with the Bureau of Autism Services, PA Department of Public Welfare, through an action research project designed to test the effectiveness of the approach. It was determined that consistently applying large-scale principles throughout the planning and implementation process has an impact on the outcome of an intervention effort. Even when implemented imperfectly, the application of large-scale intervention principles to an organization’s everyday work is an effective approach for systems looking to inculcate values and maintain their impact over time. This research has considerations for organizations designing Large Scale Meetings (LSM) for their own unique purposes.

]]> Erica R. Wexler A Potential Framework For An Internship Learning Program In Sport Management http://repository.upenn.edu/od_theses_msod/42 http://repository.upenn.edu/od_theses_msod/42 Mon, 07 Mar 2011 14:05:11 PST The purpose of this thesis is to create a potential framework described as the Internship Learning Program (ILP). The foundation that drives the potential framework, the experiential learning theory, Master of Science of Organizational Dynamics at University of Pennsylvania, my educational and professional experience, research and scholarly works are intertwined throughout as they inform subsequent elements of the ILP. Internships are interwoven among three stakeholders; the university, the intern and the potential employer. This Capstone examines the goals and structure to maximize the benefit for the student, university and employer. A summary is presented highlighting next steps.

]]> Robert C. Schwartz