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This thesis answers the question "how can Tillicum Lelum establish internal collaborative approaches?" This was explored with action research included employees and management team members at Tillicum Lelum Aboriginal Friendship Centre through a qualitative sequential priority multimethods approach with a focus group followed by a world café. With adherence to Royal Roads University Ethics Policy as well as traditional Indigenous culture, this thesis presents a systems analysis, literature review, and outline of methodology used to explore collaboration at Tillicum Lelum. Culture, team building, communication, and staff member accountability surfaced as key findings in the data analysis. Utilizing action research principles, specific strategies relevant to the feedback of those working within the organization and the approval of the organizational sponsor are presented in the recommendations section. Recommendations allow Tillicum Lelum staff members to implement collaboration strategies in current settings.

The development of clinical peer counselling within BC Schizophrenia Society Victoria (BCSSV) would be an innovation to the local mental health community that could enhance client illness management. This qualitative action research sought to enhance alignment between lived experience of mental illness recovery and professionalism, thereby adding value to the broader field of mental health support programs. Results showed that ethics, disclosure, boundaries, human rights, definitions, readiness, training, supervision, recruitment, liability and strengths need to be further explored prior to program implementation. The conclusions suggested this type of program needs a strong ethical base, a philosophy that supports organizational readiness and change management strategies, understands the complexity of liability and utilizes already existing community resources. The recommendations support community consultation towards a viability assessment, development of an organizational wellness recovery action plan, proper program parameter development such as defining peer support vs. peer counselling, and further research into peer-led services.

Health information technologies (HIT) are revolutionizing healthcare organizations and significantly transforming how services are provided, managed, and accessed. The shift away from paper-based charts to electronic clinical information systems, although beneficial, is fraught with challenges. Research into fostering adoption of HIT at Alberta Health Services revealed that the technology itself is often an obstacle and workflow flexibility and adaptability is required. In addition, HIT accentuates availability, ownership, and value of information. This action research study engaged healthcare providers and representatives from Health Information Management, Information Technology, and Medical Affairs Departments. Interviews and a focus group revealed that change needs to be focused on people, relationships are strengthened through inquiry and sharing, ownership improves attitudes and behaviours, and positive leadership in change is essential. Recommendations offer opportunities in how the Health Information Program, through increased collaboration, can play key roles in reframing perceptions of HIT, improving workflow design, and providing local level support to foster adoption.

This research project sought to understand how a sustainable environment supporting full engagement of volunteers could be developed by examining the question: How can the program leaders at Youth Unlimited North York (YUNY) develop a sustainable environment that promotes full engagement of their ministry volunteers? Action research and action inquiry methodologies guided the research process and data were gathered using an interview matrix and conversation café. The research participants were YUNY's program leaders who lead youth skills and development programs. The study found that sustainable environments supporting fully engaged volunteers included inclusivity and appreciation of volunteers, open communication, increased learning, a well-managed recruitment system, and growth through expansion of current boundaries. Prayer was identified as a metatheme and accountability as missing data. The four recommendations are to strengthen volunteer recruitment support structure, increase capacity of staff and volunteers through learning, investigate improved volunteer care related accountability, and investigate expanded community boundaries.

The British Columbia Utilities Commission (the Commission) is a quasi-judicial regulatory agency responsible for oversight of British Columbia's energy utilities and the province's compulsory automobile insurance requirements. As a regulator and administrative tribunal in British Columbia, the Commission operates in accordance with legislation that governs the organization's conduct and activities with respect to achieving its mandate. This qualitative inquiry identified practices that can contribute to development of sustainable high performance in the context of the Commission's interdisciplinary teams. The research undertaken for this project employed an appreciative stance and assumed that the Commission's professionals achieve high-quality results and the absence of intervention would not negatively impact the quality of work the Commission produces. The project was focused toward the ideal future state in which highest-performance regulatory teams contribute to larger organizational strategy and goals. The project was of minimal risk and adhered to Royal Roads University's ethical guidelines.

The purpose of this research was to explore how a medium-sized, not-for-profit social services organization could strategically engage culturally diverse women in Canada between the ages of 30-50 in activities that would help to achieve the organization's strategic objectives. Research was related to determining the current state of engaging this population and the actions SOS could take to enhance engagement. Action research involved staff, volunteers, donors and representatives of other organizations. Research findings revealed a connection between engaging stakeholders and growing the organization, in particular engagement through dialogue on issues associated with orphaned and abandoned children using methods that address the diverse preferences of this population. Recommendations included targeting corporate marketing and communication efforts to create meaningful interactions, creating messages centred on issues, and developing organizational capacity to strategically plan and manage this kind of stakeholder engagement. This study was of minimal risk and adhered to RRU Ethical Guidelines.

This action research study explored the supports required to facilitate the successful transition for new graduate paramedics integrating into their role and to provide recommendations to AHS Emergency Medical Services managers to implement a positive change outcome. AHS paramedics who graduated in the last three years participated in a focus group and online survey. The study findings revealed that the transition experience was challenging and caused stress and anxiety for new graduates. Having a support system in place could increase job satisfaction, retention, organizational commitment, and enhance employee skill development. The study concluded that implementing a mentorship program with support of AHS leadership would prove invaluable. The recommendations reflect the importance of providing a healthy and supportive work environment and working collaboratively with key stakeholders to develop and implement support for new graduate paramedics in AHS. This study adhered to all ethical requirements.

Through this thesis, an inquiry was conducted to answer the question of how ABC Financial could expand leadership development within its management group. With an appreciative stance, a multi-method research approach was utilized; a survey was open to all employees and interviews were conducted with members of the senior executive team to determine whether a common understanding of leadership existed within the organization and how managers at ABC were demonstrating leadership competencies. Throughout the inquiry, adherence to Royal Roads University's Research Ethics Policy was maintained to ensure the integrity of the process. The research findings indicated that developing a common definition of leadership could provide a context for the design of leadership programming. Furthermore, although leaders at ABC demonstrated many leadership strengths, an over-reliance on results orientation may limit the organization's leadership capacity and leadership development could be enhanced through flexible programming focused on building relationship-based competencies. Study recommendations included developing a shared vision of leadership and assessing ABC's leadership culture to assist in designing formal leadership development programming. Enhancing programming through communities of practice, other systems, and metrics were also recommended.

To enhance TED Talk usability in ESL classrooms, I created a TED Talk corpus and determined a list of high-frequency vocabulary unique to the TED corpus. The investigation also determined the percentage of General Services List (GSL) and Academic Word List (AWL), New General Services List (NGSL) and New Academic Word List (NAWL) vocabulary and revealed an abundance of off-list vocabulary. Proceeding with the off-list vocabulary from the GSL and AWL, this exploration narrowed it down to 421 high-frequency word families and 2502 total word types, called the TED Word List (TWL). Finally, I assigned a TED Number to each TWL headword to assist in labeling the distribution across the corpus and determined the TWL vocabulary coverage across the TED corpus. The TWL can assist English language learners in determining how appropriate TED Talks are for study and help teachers determine what vocabulary may need special instruction.

This inquiry sought to answer the question: How can the University of Winnipeg (UW) design a learning and development strategy for its nonacademic leaders that will benefit both the leaders and the university? As higher education institutions experience increased competition and rising demands, senior leaders need to find new ways of developing one of their most important assets, their employees. Using an action research approach, this inquiry sought participants' perspectives through an online survey and a world café. This inquiry puts forward the following three recommendations: develop and communicate a formalized learning and development strategy that is supported by senior leadership, aligned with organizational goals, customized to the unique university environment, and values learner needs; provide diverse professional development opportunities for leaders; and create an environment that improves communication, fosters collaboration, develops competence, and values community. This inquiry adhered to all ethical requirements set by Royal Roads University and UW.

This action research engagement (ARE) study asked, “how can the CCC better understand how stakeholders define ‘success’ in student teams and subsequently improve its ability to provide support to these learning teams”? Ten Bachelor’s of Professional Communications students were surveyed electronically, and nine administrators, professionals, and faculty participated in two focus groups. The findings suggested that stakeholders define and explain in terms of outcomes (task completion), social processes (respecting, celebrating, communicating), and knowledge processes (learning, reflecting). Furthermore, findings suggested that, among other variables, cultural diversity of student teams and the learning modality (face to face, blended) impacted student team success. Study recommendations include enhancing cross-cultural competencies, developing a learning progression for teamwork, assessing teamwork on outcomes, social processes, and knowledge processes, and designing unique teamwork environments for face-to-face and blended learning.

Swift Current, Saskatchewan has experienced business expansion and a resurgence of downtown activity over the past 3-5 years. The city is focused on maintaining growth and a good quality of life for its residents, including good amenities, safety, and a vibrant arts and cultural scene. The growth plan includes further downtown revitalization, which City Administration aspires to achieve through civic input to ensure development meets community needs. This action research inquiry identified strategies for the city to successfully engage the community in a democratic process to plan further community change. Findings revealed residents' strong interest in helping to define how the city develops. Recommendations include a collaborative, democratic approach to civic engagement for revitalization planning that would be well received by the community--a process with potentially far-reaching positive implications for the community. This inquiry posed minimal risk to the community and adhered fully to Royal Roads University ethical guidelines.

This organizational leadership thesis explored the implementation of a community of practice (CoP) within the Provincial Chronic Disease Management (CDM) team, Alberta Health Services (AHS). This inquiry adhered to research ethics policies of Royal Roads University and the Community Research Ethics Board of Alberta. Applying an appreciative stance within an action research methodology, this inquiry examined how a CoP could facilitate knowledge sharing. Understandings and experiences of CoPs were examined through interviews with AHS Knowledge Management employees. A focus group focused on how the Decision Support and Evaluation Leads of the Provincial CDM Team perceived the potential role of a CoP for the purposes of knowledge sharing and the necessary supports needed for the implementation of a CoP. The following recommendations emerged and were presented to the organization: encourage a learning culture that values relationships and networks, develop a strategy for the implementation of a CoP, and enhance leadership knowledge.

The Canadian Ski Patrol (CSP) Calgary Zone is one segment of a national volunteer-driven organisation of first-aid providers. In recent years, the number of active patrollers in the CSP Calgary Zone has declined while client expectations of service levels have not. Within the bounds of the Royal Roads University (2011) Research Ethics Policy, and through the use of an online survey and an open space technology session, this action research inquiry determined some of the ways in which the CSP Calgary Zone might enhance its organisational adaptability to ensure its future viability. Study results indicated a high latent potential for organisational adaptability within the CSP Calgary Zone. Overarching recommendations included (a) initiate service model discussions with clients and constituents; (b) examine organisational structures related to policies and processes; and (c) create a volunteer development path, including a performance feedback mechanism.

Lethbridge College is a positive community workplace, known for its sports teams, Culinary Olympics team, and award-winning students and graduates. A significant drop in employee satisfaction occurred during the last five years as documented by two external surveys. Results suggested that collegiality might be a factor correlating to employee satisfaction. My research question asked how team successes in schools, where faculty deem existing collegiality as favourable, could support the broader development of collegiality at Lethbridge College. I determined faculty mental models surrounding collegiality and identified potential change initiatives to strengthen it. An online faculty survey, document review, and Deans' interviews contributed relevant data, adhering to Royal Roads University's (2011) Research Ethics Policy and the policies of the Lethbridge College Ethics Review Committee. My recommendations illuminated the evolution of an institutional definition of collegiality and five change initiatives that would contribute to higher employee satisfaction during a time of great change.

This research inquiry asked, "How can the District of Mission involve leaders in private industry in creating strategies to develop the local workforce and economy?" An action research approach was used to engage local employers and employment service providers in an inquiry in the District of Mission. This study drew upon literature on entrepreneurial leadership, job creation, social capital, and knowledge transfer. Two qualitative methods, in-depth interviews and a conversation café, were used to uncover the essential factors and conditions that facilitate entrepreneurial leadership and workforce development on a regional basis. These findings were triangulated against the experiences of exemplar entrepreneurs. The findings revealed that effective leaders cultivate a culture of high performance and that systems integration and personal relationships are key to entrepreneurial leadership and workforce development. The recommendations enable people from diverse backgrounds to identify shared concerns and common interests to support community economic development.

This organizational leadership thesis explored how becoming a learning organization could support Servus Credit Union's increased focus on sales to enhance the customer experience and adhered to the Royal Roads University Research Ethics Policy. An appreciative stance was applied within an action research methodology to enhance the understanding of what is involved in being a learning organization. Four interviews were conducted with external participants to learn from their experiences with learning organizations. An internal focus group was then conducted with Servus Credit Union District and Regional Managers to further explore what would be required to create an exceptional customer experience and to continuously improve. The following recommendations emerged from the research: involve employees in revitalizing the vision, mission, and values; integrate the vision, mission, and values into the performance management process; formalize a leadership development program; establish a cross-functional innovation team; and engage customers to understand their needs.

In collaboration with internal stakeholders, this action research project answers how the Student Success Office at the University of Waterloo can strengthen internal partnerships in order to foster increased collaboration within the office. With participation from Student Success Office staff members, research methods included an online survey and interview matrix, adhering to the ethical standards of both Royal Roads University and the University of Waterloo. The data documented an understanding of the current state and possibilities for the future for the Student Success Office. Key findings and conclusions show a lack of office wide relationships, inconsistent knowledge sharing, perceived silos and a desire for increased internal collaboration. Recommendations include reviewing the mission of the office, focusing on office-wide initiatives and training, creating frameworks for knowledge sharing and considering different team and project staffing models for increased collaboration and overall efficiency.

This is an action research inquiry focused on how the Student Services division at the British Columbia Institute of Technology (BCIT) can strengthen collaborative capabilities to enhance recruitment and enrollment student communications. The research was also intended to function as an organizational intervention supporting the development of readiness for positive future change at the institute.This project followed the Organizational Action Research model (Rowe, Agger-Gupta, Harris, & Graf, 2011) from an appreciative stance and was comprised of multiple qualitative methods. The researcher first involved students in a focus group to examine their experiences with and perceptions of recruitment and enrollment communications. He then engaged employees from across BCIT in an interview matrix to examine their experiences, perceptions, and processes relating to recruitment and enrollment student communications. The researcher performed three cycles of data analysis; in vivo coding, process coding, and theoretical coding. Findings, conclusions, and draft recommendations were reviewed with a critical reference group of leaders in strategic enrollment management at BCIT and the VP of Student Services. The research adhered to Royal Roads University's Research Ethics Policy.The researcher found personal relationships, empathy, and unobtrusive collaborative systems as key themes, and concluded effective collaborative practice at BCIT was directly related to empathy, personal connections, and was responsive to participants' unique situations. The six recommendations put forward include developing collaborative systems that include formalized feedback processes, highlighting successful practices across the institute, developing cross-functional teams to implement a CRM platform, and establishing a role and portfolio accountable for student communications and the overall student experience.

This inquiry explores the notion of how an urban grocery store might improve its connection to the local community. Through interviews with four subject matter experts, sessions with the store management team, and an online customer survey, I assess the characteristics that allow the store to form a stronger connection to the community. Contributors were actual customers, allowing me to provide very specific feedback to the sponsor. My findings show that there is a strong link between positive one-on-one interactions that affect recurrence for grocery shoppers; cleanliness has significant interaction with high quality, fair prices, and good selection; and sporting team jerseys worn by the staff reflect positively towards the customer's view of the store being a good community citizen. I conclude that organizations cannot connect directly with communities; however, staff can connect with individual shoppers, thereby contributing to the store's association to the community.

This action research project was conducted in conjunction with the Boys and Girls Club Services of Greater Victoria (BGCV). The central research question is: how can BGCV build collaborative evaluation capacity in order to develop an evaluation framework. A survey of the frontline staff established that there were varying levels of understanding regarding evaluative practices at BGCV, and a focus group with the senior-level management uncovered evidence of evaluative practices currently occurring at BGCV, including both internal and external program reviews. The findings also suggested that the historical and cultural context of the organization affect its operations, and that there is a perceived trend towards increased accountability in the nonprofit sector. The recommendations reflect these findings, and suggest that BGCV should continue to build on the human and technological capital that exists within the organization, and create an alumni program and program-specific build logic models.

Chemtrade is an income trust fund that provides industrial chemicals and services in North America and around the world. Chemtrade has grown fivefold within 10 years, challenging employees to cope with this rate of growth, while being succession ready. The Senior Leadership Team has established the development of leadership capacity as a key strategy for long-term sustainability and growth. Through the use of action research and the deployment of an engagement survey and interviews, this inquiry identified both positive and negative factors to creating a leadership development system. Inquiry questions related to determining satisfaction with and use of the existing leadership development approaches. Findings confirmed a widespread desire to develop employees, but also uncovered opportunities with approaches, time and understanding. Recommendations suggested the development of a learning culture and acquisition of the capability to design and implement an integrated, leadership development system while leveraging the success of Chemtrade University.

Providence Health Care (PHC) is a faith-based care provider that operates sixteen facilities in Vancouver, Canada. PHC is beginning the journey towards patient and family centred care at all of its sites and programs. This inquiry engaged patients, families, staff, physicians and leaders to explore how a culture of patient and family centred care could be nurtured within the Mental Health Program at PHC. Results identified five main themes and four recommendations to build on PHC's patient and family centred approach. Organizational implications and suggestions for future inquiry are proposed to further build on patient and family centred care initiatives with the goal of the PHC mental health program providing exemplary treatment and world-class leadership in patient and family centred care.

This thesis answers the question "how can Tillicum Lelum establish internal collaborative approaches?" This was explored with action research included employees and management team members at Tillicum Lelum Aboriginal Friendship Centre through a qualitative sequential priority multimethods approach with a focus group followed by a world café. With adherence to Royal Roads University Ethics Policy as well as traditional Indigenous culture, this thesis presents a systems analysis, literature review, and outline of methodology used to explore collaboration at Tillicum Lelum. Culture, team building, communication, and staff member accountability surfaced as key findings in the data analysis. Utilizing action research principles, specific strategies relevant to the feedback of those working within the organization and the approval of the organizational sponsor are presented in the recommendations section. Recommendations allow Tillicum Lelum staff members to implement collaboration strategies in current settings.

The City is a large complex government organization that provides a diverse array of services to the community from recreation to engineering. The City has undergone services reviews resulting in improvements in technology, structure, and process in order to improve efficiencies and increase accountability to the community. In addition to the service improvements, expectations of leaders have changed in order to meet the new and changing demands of the transforming organization. In 2012, the City released its first corporate business plan that articulated the goals and objectives of the organization; one of the goals specifically outlined the City's desire to inspire excellence in the workplace. This study took this corporate goal and considered it in the context of frontline leaders across the organization, and this inquiry investigated the question: how frontline leaders could inspire excellence in the workplace? Short and long-term recommendations resulted from this research inquiry, which included (1) increase the awareness of inspiring excellence, (2) develop a frontline leader excellence retreat, (3) develop a vision of inspiring excellence, (4) create a leadership framework for excellence, (5) develop a decision making framework, and (6) create an organizational culture of excellence. This action research project was conducted in accordance with the Royal Roads University (2011) Research Ethics Policy. Every effort was taken to ensure that the research was conducted fairly, with respect and met all legal requirements. In general, the study was of low risk to both the organization and its participants, and these efforts were enhanced by keeping the organization confidential and removing all organizational identifiers.

At BC Children's Hospital, physician leaders face complex environments replete with ambiguity. In anticipation of the new Acute Care Centre (ACC), a "procedures suite" clinical model will bring Surgery, Anaesthesiology, and Interventional Radiology programs under a shared leadership structure. The practice of leadership in this environment is juxtaposed with the distinctive skills required of these highly specialized physicians. This research explored how leadership capacity could be enhanced for this group. Sub-questions explored participants' attitudes, perceptions, and beliefs regarding the practice of leadership, and factors that were seen as contributing to successful leadership. The findings provide recommendations for enhancing physicians' leadership capacity. A mixed-method, action research methodology, consisting of participant observations, interviews, and an online survey were used. Five recommendations resulted: improve relationships among operational leaders and physician leaders, define physician leadership, expand current leadership development programs, develop quantifiable outcome measures, and build physician leadership awareness through UBC's Faculty of Medicine.

The focus of this thesis was to utilize the organizational action research process to formulate recommendations on how to develop a leadership system for managers within Mount Royal University (MRU). The following organizational action research question and sub questions guided the research: How can Mount Royal University support leadership development for individuals who are new to management roles? The sub questions were: What are the key leadership competencies? If new management roles have incorporated leadership into their practice, what would we expect to see? How will new management integrate leadership into their roles? The research data collected were from a series of focus groups with managers and senior managers. The four themes that encapsulated what is required for effective leadership development of MRU managers were, organizational understanding of leadership, leadership development, leadership community, and leadership culture. Research findings and relevant literature concluded that MRU needed a model to guide the desired leadership behaviors. Leadership behaviors require a supportive system with a flexible yet rigid leadership framework. In addition, vision, values and community would act to prepare managers for the change that leadership development required. The project recommendations reflected the need for MRU managers to explore, recreate, and define leadership. Specific leadership characteristics were identified within a competency framework. Recommendations linking leadership to MRU's Human Resources systems were made. Lastly, communities of practice and leadership resources were suggested as leadership support mechanisms for managers.

At BC Children's Hospital, physician leaders face complex environments replete with ambiguity. In anticipation of the new Acute Care Centre (ACC), a "procedures suite" clinical model will bring Surgery, Anaesthesiology, and Interventional Radiology programs under a shared leadership structure. The practice of leadership in this environment is juxtaposed with the distinctive skills required of these highly specialized physicians. This research explored how leadership capacity could be enhanced for this group. Sub-questions explored participants' attitudes, perceptions, and beliefs regarding the practice of leadership, and factors that were seen as contributing to successful leadership. The findings provide recommendations for enhancing physicians' leadership capacity. A mixed-method, action research methodology, consisting of participant observations, interviews, and an online survey were used. Five recommendations resulted: improve relationships among operational leaders and physician leaders, define physician leadership, expand current leadership development programs, develop quantifiable outcome measures, and build physician leadership awareness through UBC's Faculty of Medicine.

The City is a large complex government organization that provides a diverse array of services to the community from recreation to engineering. The City has undergone services reviews resulting in improvements in technology, structure, and process in order to improve efficiencies and increase accountability to the community. In addition to the service improvements, expectations of leaders have changed in order to meet the new and changing demands of the transforming organization. In 2012, the City released its first corporate business plan that articulated the goals and objectives of the organization; one of the goals specifically outlined the City's desire to inspire excellence in the workplace. This study took this corporate goal and considered it in the context of frontline leaders across the organization, and this inquiry investigated the question: how frontline leaders could inspire excellence in the workplace? Short and long-term recommendations resulted from this research inquiry, which included (1) increase the awareness of inspiring excellence, (2) develop a frontline leader excellence retreat, (3) develop a vision of inspiring excellence, (4) create a leadership framework for excellence, (5) develop a decision making framework, and (6) create an organizational culture of excellence. This action research project was conducted in accordance with the Royal Roads University (2011) Research Ethics Policy. Every effort was taken to ensure that the research was conducted fairly, with respect and met all legal requirements. In general, the study was of low risk to both the organization and its participants, and these efforts were enhanced by keeping the organization confidential and removing all organizational identifiers.