Tensions and dilemmas caused by organizational change: The study of the Greek Young Women’s Christian Association case

Hdl Handle:
http://hdl.handle.net/10142/332185
Title:
Tensions and dilemmas caused by organizational change: The study of the Greek Young Women’s Christian Association case
Authors:
Mytilinaiou, Isidora Davidoula
Abstract:
The objective of this thesis is to investigate the opinions of volunteers at local level when change is driven by the perceived needs of a voluntary organization’s central body. The case study of the Greek YWCA is the adopted research design to provide in-depth insights into the phenomenon of organizational change within the voluntary sector. By employing the principal qualitative method of interviewing and the supplementary methods of the analysis of organizational documents, life documents and research observations, this study examines the processes that volunteers employ in order to adapt or resist to change. Taking into consideration the new professional standards required by the World YWCA and the contracting of the Greek welfare state, the research findings reveal that opinions of the Greek YWCA volunteers do not coincide with the new orientation of the World YWCA and that the declining number of registered volunteers is linked to the lack of answers to women’s contemporary challenges. The theorizing of organizational change by referring solely to professional innovations in the voluntary sector on the one hand, and to the implementation of strategies for the establishment of these innovations on the other hand, does not extensively explain the explicit reasons lying behind organizational change within the voluntary sector. The collective identities or framing theory, that stresses the importance of the common culture that social movements’ members share, is used as the theoretical framework that presents and explains the model reflecting the actual changes taking place within the Greek YWCA. ii A new definition of organizational change is proposed: Organizational change in the voluntary sector is the contribution of volunteers’ collective identity to the transformation of a voluntary organization. This definition stresses the distinctiveness of voluntary organizations by considering the importance of volunteers’ experiences, values and beliefs in the promotion of organizational change.
Issue Date:
2014
URI:
http://hdl.handle.net/10142/332185
Type:
Thesis
Language:
en
Appears in Collections:
PhD Theses

Full metadata record

DC FieldValue Language
dc.contributor.authorMytilinaiou, Isidora Davidoulaen
dc.date.accessioned2014-10-07T15:24:09Z-
dc.date.available2014-10-07T15:24:09Z-
dc.date.issued2014-
dc.identifier.urihttp://hdl.handle.net/10142/332185-
dc.description.abstractThe objective of this thesis is to investigate the opinions of volunteers at local level when change is driven by the perceived needs of a voluntary organization’s central body. The case study of the Greek YWCA is the adopted research design to provide in-depth insights into the phenomenon of organizational change within the voluntary sector. By employing the principal qualitative method of interviewing and the supplementary methods of the analysis of organizational documents, life documents and research observations, this study examines the processes that volunteers employ in order to adapt or resist to change. Taking into consideration the new professional standards required by the World YWCA and the contracting of the Greek welfare state, the research findings reveal that opinions of the Greek YWCA volunteers do not coincide with the new orientation of the World YWCA and that the declining number of registered volunteers is linked to the lack of answers to women’s contemporary challenges. The theorizing of organizational change by referring solely to professional innovations in the voluntary sector on the one hand, and to the implementation of strategies for the establishment of these innovations on the other hand, does not extensively explain the explicit reasons lying behind organizational change within the voluntary sector. The collective identities or framing theory, that stresses the importance of the common culture that social movements’ members share, is used as the theoretical framework that presents and explains the model reflecting the actual changes taking place within the Greek YWCA. ii A new definition of organizational change is proposed: Organizational change in the voluntary sector is the contribution of volunteers’ collective identity to the transformation of a voluntary organization. This definition stresses the distinctiveness of voluntary organizations by considering the importance of volunteers’ experiences, values and beliefs in the promotion of organizational change.en
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dc.description.provenanceApproved for entry into archive by Nancy Graham (nancy.graham@roehampton.ac.uk) on 2014-10-07T15:24:06Z (GMT) No. of bitstreams: 3 isidora davidoula mytilinaiou.pdf: 2456628 bytes, checksum: 2571f2438c39876d2df9490e8b31e181 (MD5) license_text: 22302 bytes, checksum: 1e0094e9d8adcf16b18effef4ce7ed83 (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5)en
dc.description.provenanceMade available in DSpace on 2014-10-07T15:24:09Z (GMT). No. of bitstreams: 3 isidora davidoula mytilinaiou.pdf: 2456628 bytes, checksum: 2571f2438c39876d2df9490e8b31e181 (MD5) license_text: 22302 bytes, checksum: 1e0094e9d8adcf16b18effef4ce7ed83 (MD5) license_rdf: 23148 bytes, checksum: 9da0b6dfac957114c6a7714714b86306 (MD5) Previous issue date: 2014en
dc.language.isoenen
dc.titleTensions and dilemmas caused by organizational change: The study of the Greek Young Women’s Christian Association caseen
dc.typeThesisen
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