Change Management Process Research Articles

Enhancing the capacity of water governance to deal with complex management challenges: A framework of analysis

Despite numerous efforts to promote and implement more integrated approaches, coordination problems persist and impede sustainable water governance and management. This paper introduces a framework for guiding a transdisciplinary diagnostic approach (i.e. a context-sensitive assessment of multi-level water governance, which is combined with a change management process) to address such coordination problems. The approach aims at addressing some of the challenges identified in scientific scholarship and water governance practice by combining context-specific participatory assessments of individual cases with comparative case analysis guided by a generic conceptual framework. The focus is on implementation processes at regional and local scale and their embedding in a multi-level water governance system and a specific environmental and societal context.A coherent approach and formalized representation across individual cases is essential to develop cumulative knowledge and to improve the diagnostic strength of the approach. Based on a broad literature review and exploratory study of multiple, diverse cases conceptual framework identifies a variety of factors that are expected to be important for understanding the performance of environmental governance and management systems. The paper makes explicit the hypotheses on relationships between core variables that resulted from framework development. The framework, including the collection of hypotheses, offers a structured approach for analysing a phenomenon as complex and multi-facetted as coordination. It allows identification of multiple pathways that may lead an improvement or a decline in performance, respectively. The framework can find more widespread application in supporting comparative case study analyses with a focus on improving the understanding of policy implementation also beyond the field of water governance and management.

A multivocal study to improve the implementation of global requirements change management process: A client‐vendor prospective

AbstractSoftware development is a complex task, and the introduction of multi‐site development teams spread across the globe makes it even harder. Requirement changes during the software development process are inevitable, and failing to manage evolving requirements is one of the contributors to project failures. Requirements change management (RCM) becomes difficult in global software development (GSD) projects due to the need to communicate and coordinate between stakeholders in a distributed environment. This research work aims to identify the factors that have positive impacts on RCM activities in GSD. We conducted a multi‐vocal literature review (MLR) and a questionnaire survey study to identify the RCM success factors. The results of the t‐test (ie, t = 0.0347 and P = .700 > .05) and correlation (rs (25) = 0.573, P = .003) indicates that there is no significant difference between the findings of MLR and the questionnaire survey. The identified factors were further analyzed in the context of client and vendor organizations to better understand the RCM success factors in both types of GSD firms. The findings of this study can provide a useful framework for tackling problems associated with RCM in a GSD environment that is significant to the progression of GSD firms.

The Crown Prince Court’s Training and Career Development section: managing training for its employees

Learning outcomes This case study focuses on change management and employee resistance when implementing a new initiative. The case may be helpful to students to clarify their understanding of the following: the importance of employee involvement in the change management process in the government sector. Understand how to help employees to deal with change more effectively, maintaining their commitment and bringing them successfully through the change. Understand the importance of communication during the change process. Successful approaches used when implementing change, such as the Lewin model and Kotter 8. The obstacles to change, including resistance and adverse reactions to change and connecting employees, as well as the causes of resistance when implementing a change. Case overview/synopsis The Crown Prince’s Court is an independent government entity established in 1971, providing support to the Crown Prince of Abu Dhabi with the help of almost 300 employees. The Training and Career Development subsection headed by Sumaya Al Saedi decided to initiate an online training and development program for employees. Given that national service, maternity leave and emergency leave had led to working pressure and less training and development for the employees, Sumaya and her team realized that few employees were registering for the course and few of those that did register actually completed their course. Several causes were identified that had led to employees avoiding the online courses. Work pressure and technical issues were among the most salient reasons that kept registered employees from completing the course. The lack of policies at an institutional level to aid changes in training structures reduced the number of employees who felt that they could register for the courses. Therefore, Sumaya and her team had to decide how to attract their employees to online courses and how to support them. Complexity academic level This case study was written for Change Management courses in Bachelor of Business Administration programs. This case examines employee resistance to change when implementing a new system. It can, therefore, be used for undergraduate-level courses. As it concerns employees during the implementation of changes, this case study can be used to help students develop their planning and implementation skills. By focusing on internal departmental challenges, students are introduced to the change process of implementing an initiative and how to deal with employees in the organization. Supplementary materials Teaching Notes are available for educators only. Subject code CSS 6: Human Resource Management.

The introduction of personnel control in processing organizations: features of the process approach

The innovative methods of personnel management are gradually being mastered in production organizations. However, personnel control tools are not enough estimated. In some cases, during the implementation and use of personnel controlling techniques, emphasis is placed on its control functions to the detriment of ways to motivate the manifestation of staff creativity. To overcome the contradictions in the perception of personnel management technologies and personnel control, in particular, regarding the theory and practice of introducing the latter in processing organizations, it should be considered as a system of methods and tools that radically change management processes based on the realization of the creative potential of managers. Based on the methodological dialectical installation of the transition of quantity into quality, The possibility of two directions of introducing personnel controlling technology into the structure of a processing organization has been proved: 1) reorientation of managerial processes in the existing personnel management; 2) the creation of a special controlling subsystem. Taking into account the opinions of specialists regarding the development of personnel controlling as an existing structure, a choice has been made in favor of activating process managerial influences in the "bottom-up" direction while changing the structure of the processes themselves in the "top-down" direction and, on this basis, mastering new rules for "employee-employee" relationships worker. The application of the knowledge gained made it possible to justify the feasibility of using reengineering processes for the implementation of this project. The distinctive advantageous features of the proposed form of personnel controlling reengineering are the simultaneous increase in the level of creative staff competencies, simplification of the development of management decisions and optimization of the personnel management structure itself. The implementation of the idea of a process approach logically becomes productive if the economic activity of processing organizations is considered as a system of business processes.

Addressing Challenges in Rig-Based Drilling Advisory System Deployment

This article, written by JPT Technology Editor Judy Feder, contains highlights of paper SPE 194184, “Change-Management Challenges Deploying Drilling Advisory System,” by Michael Behounek, SPE, Blake Millican, and Brian Nelson, Apache, et al., prepared for the 2019 SPE/IADC Drilling International Conference and Exhibition, The Hague, 5–7 March. The paper has not been peer reviewed. Sophisticated drilling-analysis software can help drillers set and modify weight on bit (WOB), rev/min, and other drilling parameters, but achieving acceptance of these software-based recommendations by a driller is complicated. Additionally, acceptance of changes to drilling techniques and modified work flows by a driller on one test rig is insufficient. The challenge is to scale buy-in across a mixed rig contractor fleet. Many projects fail when the change-management process is not properly executed. The complete paper presents a process used to successfully implement a rig-based drilling advisory system (RDAS) across a mixed group of rig contractors. The paper documents the direction and effort taken to implement change from the rig site to the office, along with management support. Change-Management Process Many drilling performance projects fail, not because of technology, but because of factors such as the lack of consideration given to how the project will be perceived by those it affects (stakeholders), and the lack of thought given to the project’s scalability. To address these issues, change-management principles must be applied consciously. The list of stakeholders may include drillers, wellsite supervisors, drilling contractors, drilling engineers, managers, and others. Once this list has been compiled, mapping of the stakeholders on a grid that gauges their influence and interest is beneficial. Stakeholder management involves determining how best to engage individual stakeholders to move them to the high-interest side of the grid. High levels of interest and engagement from stakeholders lead to good feedback, which, if incorporated properly into the system, leads to even higher interest and subsequent permanent adoption of the technology. The best way to ensure permanent change is to ensure that each stakeholder has benefitted from the project in some way, a goal accomplished through continuous monitoring and tracking of stake-holder interest level. RDAS Overview To address shortcomings in existing industry approaches to using both low- and high-frequency data to improve drilling performance, and to achieve a scalable, economic drilling advisory system, Apache developed an RDAS that is agnostic to any high-frequency data stream—surface or downhole—including those from rig-control systems. The RDAS consists of data-acquisition hardware and scalable off-the-shelf software, with an open API layer and a plug-and-play backend software that runs both physics- and data-based analytical models at the rig site on reasonable computing power. The RDAS displays new advisory information in the driller’s cabin, running real-time pattern recognition algorithms to detect drilling dysfunctions. When a drilling dysfunction is encountered, a change in drilling parameters is suggested. Additionally, drilling parameters from offset wells are made available automatically for the driller’s use on the drilling screen. Through this process, the operator entrusts field personnel with a slightly higher level of technical responsibility. The team has improved the system iteratively using feedback from drillers who used the RDAS.

The do's, don'ts and don't knows of establishing asustainable longitudinal integrated clerkship.

IntroductionThe longitudinal integrated clerkship is a model of clinical medical education that is increasingly employed by medical schools around the world. These guidelines are a result of a narrative review of the literature which considered the question of how to maximize the sustainability of a new longitudinal integrated clerkship program.MethodAll four authors have practical experience of establishing longitudinal integrated clerkship programs. Each author individually constructed their Do’s, Don’ts and Don’t Knows and the literature that underpinned them. The lists were compiled and revised in discussion and a final set of guidelines was agreed. A statement of the strength of the evidence is included for each guideline.ResultsThe final set of 18 Do’s, Don’ts and Don’t Knows is presented with an appraisal of the evidence for each one.ConclusionImplementing a longitudinal integrated clerkship is a complex process requiring the involvement of a wide group of stakeholders in both hospitals and communities. The complexity of the change management processes requires careful and sustained attention, with a particular focus on the outcomes of the programs for students and the communities in which they learn. Effective and consistent leadership and adequate resourcing are important. There is a need to select teaching sites carefully, involve students and faculty in allocation of students to sites and support students and faculty though the implementation phase and beyond. Work is needed to address the Don’t Knows, in particular the question of how cost-effectiveness is best measured.

Transition to an in-facility electronic Tuberculosis register: Lessons from a South African pilot project.

BackgroundSouth Africa has one of the highest incidences of Tuberculosis (TB) globally. High co-morbid HIV prevalence complicates TB management and treatment outcomes. Growing evidence suggests that integrating the TB and HIV programmes will improve the overall results.ObjectivesTo describe how TB programme staff at various levels of the South African health system responded to the transition from a paper-based to an electronic register of TB data integrated with HIV programme data.MethodThree primary health service facilities in the Cape Winelands district, Western Cape province, South Africa served as pilot sites for implementation. Semi-structured interviews were conducted with 21 TB programme staff purposively selected at facility, sub-district, district and provincial levels of the health system, based on their involvement in implementing electronic TB data. An objective-driven thematic frame was used to analyse the data.ResultsFears about the transition included reductions in data quality, changes to the status quo and a lack of computer literacy. Participants acknowledged benefits of reduced workloads, speed of accessing patient-level data and click-of-a-button reporting. Three factors influenced the ease of adopting the new system: firstly, implementation challenged the vertical position of the TB programme, TB data and staff’s conventional roles and responsibilities; secondly, perceptions of the paper-based register as functional and reliable made the transition to electronic seem unnecessary; and thirdly, lack of a process of change management challenged staff’s ability to internalise the proposed change.ConclusionA process of change management is critical to facilitate the efficiency and effectiveness with which the electronic in-facility TB register is implemented.

Discussion on EU medicinal products regulatory expectations and flexibility during COVID-19 public health emergency

The current Coronavirus Disease 2019 (COVID-19) public health crisis is posing unprecedented challenges on public health needs of European Union (EU). EU has updated Questions and Answers on Regulatory Expectations for Medicinal Products for human use during the COVID-19 Pandemic in July 2020, adjusted the regulatory expectations and flexibility related to marketing authorization, inspection, pharmacovigilance activities, products information and labelling, etc, during COVID-19 pandemic, articulated series of appropriate measures and provided flexibility legal tools such as exceptional change management process, distant assessment, postponing the testing, prioritisation of pharmacovigilance activities, to help manufacturers and distributors of pharmaceutical products to cope with the consequences of the pandemic, ensure the high standards of quality, safety, efficacy of medicines, and availability of medicinal products. The emergency management experience of EU was still useful for perfecting the drug emergency management system of China.

Online teaching-learning in higher education during lockdown period of COVID-19 pandemic

The whole educational system from elementary to tertiary level has been collapsed during the lockdown period of the novel coronavirus disease 2019 (COVID-19) not only in India but across the globe. This study is a portrayal of online teaching-learning modes adopted by the Mizoram University for the teaching-learning process and subsequent semester examinations. It looks forward to an intellectually enriched opportunity for further future academic decision-making during any adversity. The intended purpose of this paper seeks to address the required essentialities of online teaching-learning in education amid the COVID-19 pandemic and how can existing resources of educational institutions effectively transform formal education into online education with the help of virtual classes and other pivotal online tools in this continually shifting educational landscape. The paper employs both quantitative and qualitative approach to study the perceptions of teachers and students on online teaching-learning modes and also highlighted the implementation process of online teaching-learning modes. The value of this paper is to draw a holistic picture of ongoing online teaching-learning activities during the lockdown period including establishing the linkage between change management process and online teaching-learning process in education system amid the COVID-19 outbreak so as to overcome the persisting academic disturbance and consequently ensure the resumption of educational activities and discourses as a normal course of procedure in the education system.

Tattooless breast radiotherapy at the London clinic

Keywords: Tattooless, Breast radiotherapy, Patient’s choice, Body image, daily imaging Introduction: Radiotherapy has long been associated with tattoos. Sophisticated IGRT techniques are less reliant on tattoos to reduce risk of geographic error. (1) Despite this, many centres still employ the use of tattoos. Over the last few years alternative have been explored and are in use in centres such as ultra violet (UV) tattoos and surface guided radiotherapy, nonionizing optical devices(2, 3), but uptake is slow either due to resource or investment. Tattoos can be a constant reminder to patients of treatment as more patients are surviving breast cancer, many studies have shown negative body image after dark ink tattoo (4) Choice and inclusion in the decision making process empowers patients to shape and manage their own health (5). The London Clinic is committed to give patients a choice in their cancer management. Since last year radiotherapy has offered patients undergoing breast radiotherapy a choice whether to have tattoos or not. Methods and materials: Patients offered 3 options:1.Ant and lateral tattoos2.Lateral tattoos with an anterior tegaderms3.No tattoos and all tegaderms. Change management process followed to ensure risk assessment done to mitigate risk of set up issues and clear aims and outcomes are set. The patients had standard localisation but rather than tattoos, pen marks covered with tegaderms drawn on to the patient. All marks were photographed and referenced On treatment daily online imaging implemented for all breast patients regardless of whether or not the patient has chosen to have tattoos. This daily online imaging also acted as a control for the removal of tattoos for positioning. Results: Results indicated no set up issues had been identified when patients have opted for no tattoos or just laterals. Majority of patients still opted to have all 3 tattoos. Conclusion: Daily breast imaging is now in line with other treatment sites. Tattoo less solution can be offered without further investment and which can contribute to improving body image post treatment for many years.

Managing change in modern organizations: key issues and possible solutions

The article discusses major issues in managing change processes in the organizations. The specific reasons for the setbacks in the implementation of organizational change are being addressed.

Diagnosis Framework for Quality Management System in Blood Banks: a Brazilian Case Study.

Healthcare organisations face many challenges regarding market competitiveness, client expectations and regulatory demands. Quality management systems (QMS) have emerged as effective support tools for managers and the demand for ISO certification has increased. However, the process of diagnosing the QMS before certification is often complex, time-consuming and expensive. This article proposes a framework for QMS evaluation consisting of a diagnostic tool for blood banks. The methodology combines a set of international quality standards, change management principles and process mapping tools. It can be applied through internal audits, thus it is useful for organisations that seek relevant certification to define the next steps to be taken for improvement. A case study in a Brazilian blood bank illustrates the results of the framework. The pilot of the diagnostic tool was successful in identifying gaps that required further development by presenting maturity levels for each requirement of the international standards.

Підходи та моделі управління змінами на підприємстві

The article is aimed at offering and highlighting the results of the authors’ research on existing approaches and methods for change management, as well as to finding ways to improve the effective implementation of changes at the enterprise. The subject of the research was methodological approaches to the process of change management at the enterprise. The research was carried out by analyzing scientific works of foreign and domestic scholars on the topic of the article. The concept of change management is substantiated, which is based upon the possibility to reproduce the model of successful changes on the basis of specific instruments that allow to effectively implement changes. In the course of the analysis, the main competitive advantages that the enterprise can get in the implementation of effective change management were allocated. The models that allow efficient implementation of changes are defined. The choice of a particular model depends on the nature of the enterprise’s work and its chosen development strategy. It is proposed to classify approaches to change management by the nature of changes and the nature of management. Also noted is the necessity to distinguish between approaches to development management by the nature of planning, organization, management and control at the enterprise. In addition to approaches to change management at enterprises, it is advisable to consider existing models of implementation of changes, taking into account the specific situation and the desired results. The authors developed and proposed the process of managing changes at the enterprise in the form of a specific algorithm. As a result, the direction of further development of classification of approaches to change management is obtained. The authors propose their own vision of the change management process, which is advisable to present in the form of a specific algorithm for implementing and managing changes at the enterprise. Prospects for further research are coverage of applied aspects of change management at domestic enterprises.

Implementing a New Technology in Diagnostic Services for Tuberculosis in Nigeria

This article analyses the experience of the Federal Ministry of Health (FMOH), Nigeria in its partnership arrangement with some international organisations to introduce a new technology to its diagnostic services for tuberculosis (TB) by adopting the use of GeneXpert test in line with the recommendation of World Health Organisation (WHO). It was a major health service reform targeted at achieving the third sustainable development goal. Therefore, the objective of this article was to review the literature on management issues and problems of change surrounding the implementation of GeneXpert as a new technology in the diagnostic services for TB in Nigeria, and provide learning opportunities for health service administrators in resource-limited settings that might be considering such arrangement. A literature survey of articles published between 2008 and 2018 was conducted; using Google Scholar, ScienceDirect and Scopus; to identify and review articles that analyse the change management process in the introduction of GeneXpert test for TB diagnosis in Nigeria. Consequently, a total of 10 articles were critically analysed. The review showed a paucity of articles that examined how change process in the introduction of GeneXpert test for TB diagnosis was managed in Nigeria. The literature survey identified several challenges in the change process such as human resource and capacity building especially because the use of GeneXpert requires a certain level of computer literacy. In conclusion, this review highlighted the fact that the reform might be sustainable because of the adoption of decentralised service system in the implementation process.

An analytical approach in usage of agile methodologies in construction industries – A case study

The Construction project management field is rapidly developing, the construction industry with its unique nature is facing schedule and budget overrun during the execution phase. Through works of literature, it is concluded that delays in design & change orders in the process of construction are ranked high in causing delays. The main objective of this paper is to design the controlled framework for the dynamic nature of the construction. Agile Methodology is known as ‘Change management’ its fundamentals belonging to the computer science industry are introduced into the building management. Managing changes effectively is essential to the success of a construction project. Construction industrial needs an effective change management process. Change management in construction requires a unified solution to discipline and coordinate the process. As in IT industries, the planning of sprint makes the project management easy in like ways those sprints method is applicable in construction industries to make construction project management success.

Business Process Reengineering and Change Management Strategy to Overcome the Resistance to Change

The objective of the study is exploring the implementation of business process reengineering (BPR) in public organization to improve service performance. This study also measures the level of resistance to change in the organization to be considered in the formulation of change management strategies to ensure successful BPR implementation. The sample consist of key informant respondets to gather qualitative data via semi-structured interview and other organization members as respondents to gather quantitative data via written questionaires. The instrument of analysis used in this study consist of value-added analysis in analysing BPR and content analysis to analyze qualitative data. Findings of the study indicate that BPR can be implemented in public organizations under some consideration. First, public organizations tend to approve change that reduces routines. Second, public organization is harder to implement radical changes. Third, top management commitment is important in assuring successful BPR implementation in public organizations. This study also suggests change management strategies to implement successful BPR changes in public organizations.

Управління змінами щодо розвитку системи військової освіти на засадах програмно-проектного менеджменту

Армія спроможна виконувати завдання оборони держави, якщо вона вкомплектована досвідченим та підготовленим персоналом. Військова освіта і підготовка кадрів є й надалі залишатимуться одним з пріоритетних завдань оборонної реформи, яка визначена Стратегічним оборонним бюлетенем України.Розвиток системи військової освіти являє собою процес комплексних змін з метою набуття нових якостей та ознак, досягнення нової мети і спроможностей системи. Завдання розвитку є пріоритетним і комплексним, охоплює широкий спектр діяльності, а процес управління змінами має бути керованим та прогнозованим. Для забезпечення цього він повинен реалізовуватись із застосуванням методології програмно-проєктного менеджменту.У статті сформульовано мету проєкту, сформовано базові компоненти, визначено основні завдання й етапи реалізації проєкту управління змінами щодо розвитку системи військової освіти на засадах програмно-проєктного менеджменту. Особливістю цього проєкту є те, що формування його базових компонентів і завдань здійснено за методологією DOTMLPFI (Doctrines, Organi-zation, Training, Materiel, Leadership, Personnel, Facilities, Interoperability).Основними етапами виконання проєкту є ініціювання, планування, виконання, завершення проєкту і передача результатів.На етапі виконання з метою приведення нормативно-правової бази у відповідність до нової мети і змісту освіти й підготовки розроблено проєкт Закону України «Про внесення змін до деяких законодавчих актів України (з питань військової освіти та науки)». Також передбачається розроблення проєктів постанов Кабінету Міністрів України в частині затвердження нової редакції «Концепції військової освіти». Важливим кроком є створення рамки кваліфікацій галузі наук «25. Воєнні науки, національна безпека, безпека державного кордону».Підсумковим результатом проєкту є набуття системою військової освіти нових спроможностей для функціонування на постійній основі для якісної підготовки офіцерських (сержантських) кадрів для Збройних Сил України та подальшої інтеграції підсистем освіти всіх складових сектору безпеки та оборони України.

Making any difference? Conceptualising the impact of safeguarding adults boards

PurposeCriticisms of the effectiveness of Local Safeguarding Children Boards (LSCBs) led to legislative reform in the shape of the Children and Social Work Act 2017. Given parallels between the mandates for LSCBs and Safeguarding Adults Boards (SABs), the onus is on SABs to demonstrate their effectiveness. The purpose of this paper is to explore how SABs might more effectively demonstrate their impact across the range of their mandated responsibilities.Design/methodology/approachThe paper draws on definitions of impact from social work education, healthcare and from university research, exploring their relevance for capturing different types of data regarding the outcomes and impact of SAB activity. The paper also draws on frameworks for the process of capturing data and for implementing strategies designed to change practice and develop adult safeguarding services.FindingsThe paper argues that SABs have struggled to identify their impact and need to consider what types of impact they are seeking to demonstrate before choosing methods of seeking to capture that information. The paper also argues that SABs may have given insufficient thought to the process of change management, to the components needed to ensure that desired outcomes are embedded in procedural and practice change.Research limitations/implicationsThis paper explores the challenges for SABs of identifying their impact and offers some theoretical frameworks that have defined different types of impact. The paper also draws on frameworks that identify the different components that are necessary for achieving change. This paper offers a contribution to theory building and is a response to the challenge of demonstrating the value that SABs add to adult safeguarding policy and practice.Practical implicationsA case study reviews the findings of the longitudinal service development and practice change initiative to embed making safeguarding personal in adult safeguarding. The findings of that initiative are mapped against the frameworks for identifying impact. Experience of implementing the initiative is mapped against the frameworks for effective implementation of change.Originality/valueThe paper presents frameworks for identifying the different types of outcomes and impact that SABs may achieve through their strategic business plans and for ensuring that the different components are present for the successful implementation and maintenance of change. The paper argues that the legal, policy and financial context within which SABs are located presents challenges as well as opportunities with respect to achieving and demonstrating impactful change. However, it also suggests that a more informed understanding of different types of impact may generate different approaches to data collection in order to capture what has been achieved.

THE IMPACT OF TRAINING ON ORGANIZATIONAL DEVELOPMENT IN THE GOVERNMENT SYSTEM UNDER THE SUSTAINABLE DEVELOPMENT STRATEGY: EGYPT VISION 2030

This study aims to study the impact of on in the Egyptian government system, with the aim of providing expertise and inputs to support and develop it, and to achieve sustainable goals in the country in the medium and long term, by providing a theoretical framework for the concept of and training, and to identify the requirements of and The questionnaire questionnaire was used to measure this effect and the sample of study 354, and it was found that there is a statistically significant effect of on development. This means that there is a significant positive correlation between training and organizational development or, in other words, the greater the training, which in turn increases the in the government system. Government institutions and increase their efficiency depends on the effectiveness of training, and that plays an important role in the process of and staff performance and skills development, and also that the evaluation of programs provided helps to improve the quality and effectiveness of training, and the most important recommendations, the process of change management and To develop within the administrative organs, it must be a continuous learning process, and also the use of and guidance and allow employees to participate in various programs to develop their skills, so as to create the elements of effective performance, and direct their efforts to reflect on the level of performance in the work. Keywords: Training, Organizational Development, Sustainable Development, Governmental System

Nelson Mandela’s Archive: a Case Study in Research-driven Institutional Change Management

Abstract The Nelson Mandela Centre of Memory Project was launched by the former President Mandela in 2004 as a special project of the Nelson Mandela Foundation (NMF). In 2006, the Foundation’s Board of Trustees decided to adopt the Centre as the Foundation’s core operational function, a decision to be implemented in terms of a 5-year transition plan. In February 2012, the latter ended with a public announcement of the organisation’s new mandate to work in the memory–dialogue nexus and intention to unveil the Centre as a public facility in 2013. This fundamental organisational transition (with many subsidiary change management processes) was informed by four dedicated research interventions, all conducted within an overarching action research framing: an investigation of the ›memory for justice‹ tradition in South Africa and its possible institutional application by the NMF; a global benchmarking study of cognate institutions; a study of dialogue as an element of Mandela’s legacy in relation to the memory–dialogue nexus; and a marketing and branding survey. Verne Harris and Shadrack Katuu provide an account of these interventions, highlighting in each case the research designs and subsidiary research and analysis techniques. The article begins with a tracing of relevant historical and archival contexts and concludes with an assessment of the organisation’s change management process and the efficacy of the organisational research agenda.