The alternative project delivery methods (APDMs) today are being increasingly used by owner organizations in the architecture, engineering, and construction (AEC) industry. Yet the adoption of these methods can be extremely difficult to accomplish and requires significant change management efforts. To facilitate the APDM adoption, this research aimed to better understand how AEC owner organizations have changed from only using the design-bid-build method to also successfully implementing APDMs from an organizational change perspective. This research utilized a literature review, survey and interviews to fulfill the research objectives. The dissertation follows a three paper format. The first paper focuses on identifying organizational change management (OCM) practices that, when effectively executed, lead to increased success rates of adopting APDMs in owner AEC organizations. The results of the first paper indicated that the five OCM practices with the strongest correlations to successful APDM adoption were realistic timeframe, effective change agents, workload adjustments, senior-leadership commitment, and sufficient change-related training. The second paper focuses on investigating AEC employees’ reactions to the adoption of APDMs. The findings of the second paper revealed that employees in AEC organizations react favorably to adopting a change in their project delivery systems. The findings further revealed that increasing the use of OCM practices is related to decreased employee resistance to change. The third paper aimed to provide guidelines detailing on how to lead APDM adoption. The findings of the third paper indicated that there was a general sequence of four implementation phases, which were preparing and planning, pilot project testing, expanding to the intended scale, and sustaining and evaluating. The phases include specific OCM practices that increase the probability of successful APDM adoption. The dissertation results can help in guiding the senior managers of construction organizations and OCM consultants to effectively implement APDMs for the first time in the construction sector.

The delivery of construction projects, particularly with respect to design phase or preconstruction efforts, has changed significantly over the past twenty years. As alternative delivery methods such as Construction-Manager-at-Risk (CMAR) and Design-Build models have become more prominent, general contractors, owners, and designers have had the opportunity to take advantage of the collaborative planning opportunities that exist during the preconstruction portion of the project. While much has been written regarding the benefits of more collaborative approaches and the utilization of various tools and practices during preconstruction to mitigate risk and maximize positive outcomes, what is lesser known is how to teach a coursework that exposes students to various tools and practices that are being utilized today. The objective of this research was to create a testable methodology that can be used to analyze a developed approach that answers the question of how to teach preconstruction tools and practices. A coursework was developed and taught as a graduate level class and data was collected from the actual teaching of that class. In addition, feedback was solicited from the construction industry concerning recommended content applicable to such a class. Data was then analyzed to ascertain student retention of the material and topical content of the course. Through these findings and literature review process the methodology and baseline coursework was shown as an effective means to teach preconstruction tools and practices.

The success or failure of projects is not determined only by procedures, tasks, and technologies, but also by the project team and its effectiveness. In order to lead project teams towards successful outcomes, project managers must maintain high quality relationships in the workplace. When looking at employees’ relationships in the workplace, Social Exchange Theory introduces two types of exchanges: employee-organization and leader-member exchanges. While both types of exchanges focus exclusively on the employee’s longitudinal relationships, the interpersonal relationships among the team members are usually overlooked.

This research presents the results of a quantitative study of the interpersonal relationships of 327 project managers and assistant project managers in their workplace. Specifically, the study investigates if the quality of the relationship with particular stakeholders, such as one’s immediate supervisor (boss), peers, or subordinates, drives the individual’s quality of the relationship with other stakeholders.

Contrary to the expectations, in strictly hierarchical organizations (one direct supervisor), there is no significant correlation between the quality of relationships with the boss and the overall quality of the individual’s relationships. However, in the case of matrix organizations (two or three bosses), there are significant correlations between several variables such as the quality of the relationship, perceived importance and the time spent with each stakeholder, as well the inclination of the participant towards leadership actions. The driving relationship in matrix organizations is the one with “the most important peer”.

The Vietnam Construction Industry (VCI) has been facing risks that cause delays, budget overrun, and low customer satisfaction that required continuously research efforts to manage them. This research assesses the current conditions of the VCI in terms of performance, common risks, and success factors; and explores the potential of using the Best Value Approach (BVA), an innovative procurement and project management technology, to improve overall VCI performance. VCI risk factors were presented in an analysis of the data collected from a survey that include the 23 common risk factors that cause non-performance in construction projects in developing countries. The factors were consolidated from an extensive literature reviews, and inputs were solicited from 103 construction practitioners in Vietnam. The study reveals the top five risk factors as the bureaucratic administrative system, financial difficulties of owner, slow payment of completed works, poor contractor performance, financial difficulties of contractor. Factor analysis explored the correlations among the risks and yielded four outcomes – Lack of Site and Legal Information, Lack of Capable Managers, Poor Deliverables Quality, and Owner’s Financial Incapability. VCI success factors were revealed from a survey that is adopted from 23 Critical Success Factors (CSFs) related to common construction risks, found through extensive literature reviews, and inputs were solicited from 101 VCI participants. The experts ranked those CSFs with respect to impact to project success. The study reveals the top impactful CSFs such as all project parties clearly understand their responsibilities, more serious consideration during contractor selection stage, test contractors’ experience and competency through successful projects in the past. Factor analysis was conducted to explore the principal success factor groupings and yielded four outcomes – Improving Management Capability, Adequate Pre-Planning, Stakeholders’ Management, and Performance-based Procurement. An analysis from six industry experts determined how current VCI conditions, namely risk and success factors, are related to BVA. Sixteen BVA success principles were identified and ranked based on their perceived impact to project performance by an industry survey with 98 VCI practitioners. The results show high agreement rate with all sixteen BVA principles. The majority of participants agreed that BVA would improve project performance and were interested in learning more about BVA. The results encourage further BVA testing and education in the VCI.

ABSTRACT

As the execution of facilities management becomes ever more sophisticated, specialized skill in managing specific types of buildings has become necessary. The sector of maintaining historic structures and sites readily falls into this type of specialized classification. This paper is a case study review of the unique “best practices” at the Nauvoo Historic Site located in Nauvoo, Illinois. It outlines a facilities management model of common core practices that was developed by the author following an assessment of various similar historic preservation campuses and their responsibilities to accurately display historic culture while observing modern-day facilities management techniques. Although these best practices are of great value in Nauvoo, they are proposed to be valuable to other sites as well because of their effectiveness. As a part of the description of best practices, an overview of the unique history of Nauvoo that generated the modern-day interest in the site will be reviewed. Additionally, the Nauvoo Facilities Management (NFM) organization will be detailed and will focus on the unique challenges associated with historic restored and reconstructed structures. Finally, the paper will also examine the use of specific facilities management techniques, management of large-scale visitor events, livestock supervision, workforce dynamics, finance and capital improvements, managing NFM within the corporate structure of a worldwide religious organization, and the part that NFM plays in community relations.

Over the last twenty years, governments at all levels have made changes to increase their level of accountability and transparency. The researcher proposed that the concepts of organizational agility (OA) (leveraging core competencies, proactively seeking new opportunities, implementation of performance metrics, and strategically planning projects) are well-aligned with the public accountability systems. In the first part of this dissertation, the researcher examined the components of a “Value-Based Model” for public works contractor selection and project delivery, and its propensity to increase public accountability. The researcher studied 415 projects ($561.47M value) delivered with the Value-Based Model at eight different public agencies over a ten-year period.

Next, the researcher analyzed factors affecting contractor organizational agility. In light of the “Great Recession”, the concepts of organizational agility offers insights into companies could have made different strategic decisions to avoid many of the issues faced. Construction was particularly affected: by January 2010, unemployment reached approximately 20 percent. One way to combat declining profits is to adjust general overhead costs (indirect expenses). These costs include items such as home office expenses, business development, and bonuses. The objective of the second part of this research was to conduct a study of how contractors responded to dynamic market conditions and to identify if whether contractors’ company attributes impacted their responses to the market changes. A total of 437 contractors responded to the survey, and 92 percent reported that they reduced overhead costs in five areas, by an average of about 15 percent. Additional analysis suggests that there are distinct categories of overhead flexibility.

The current paradigm to addressing the marginal increases in productivity and quality in the construction industry is to embrace new technologies and new programs designed to increase productivity. While both pursuits are justifiable and worthwhile they overlook a crucial element, the human element. If the individuals and teams operating the new technologies or executing the new programs lack all of the necessary skills the efforts are still doomed for, at best, mediocrity. But over the past two decades researchers and practitioners have been exploring and experimenting with a softer set of skills that are producing hard figures showing real improvements in performance.

The construction industry has accepted the uncertainty that is included with every project that is initiated. Because of the existing uncertainty, best practices with risk management are commonly recommended and educated to industry participants. However, the current status of the construction industry's ability to manage risk was found to be limited, unstructured, and inadequate. Furthermore, many barriers block organizations from implementing and improving risk management practices. A significant barrier with improving risk management methods is the lack of evidence that clearly demonstrates the need to improve risk management practices. Logical explanations of the benefits of risk management doesn't provide the necessary justification or motivation needed for many organizations to dedicate resources towards improving risk management.

Nevertheless, some organizations understand the importance of risk management practices and have begun to measure their risk maturity in order to identify weaknesses and improve risk management practices. Risk maturity measures the organization's ability and perceptions towards risk management. It is possible that many of the barriers to improving risk management would not exist if increased risk maturity was found to have a positive correlation with successful project performance.

The comprehensive hypothesis of the research is that increased risk maturity improves project performance. An exploratory study was conducted on data collected to identify measurable benefits with risk management. Quantitative and qualitative data was collected on 266 construction projects over a seven year period. Multiple statistical analyses were performed on the data and found a positive correlations between risk maturity and project performance. A positive correlations was found between customer satisfaction and contractors risk maturity. Additional findings from the recorded data included the increased ability to predict risks during construction projects within an organization. These findings provide clear reasoning for organizations to devote additional resources in which improve their risk management practices.

Utilizing the Arizona State University's Performance Based Studies Research Group, and their PIPS program, a roofing materials manufacturing company can evaluate performance of representatives, products and contractors. Service life of the systems can be tracked and customer satisfaction measured it provides an objective viable tool for the consumer to choose a quality product and contractor without the distractions of marketing, promises, or a salesman's hype. Facilities purchasing a new roof system, can benefit from the information gathered as a guide in making sound, value based decisions. Creating a historical, concise and accurate documentation of roofing systems is a benefit to all involved. The procurement process, installation and longevity of the roofing systems can be tracked and graded.

Within the vast area of study in Organizational Change lays the industrial application of Change Management, which includes the understanding of both resisters and facilitators to organizational change. This dissertation presents an approach of gauging levels of change as it relates to both external and internal organization factors. The arena of such a test is given through the introduction of the same initiative change model, which attempts to improve transparency and accountability, across six different organizations where the varying results of change are measured. The change model itself consists of an interdisciplinary approach which emphasizes education of advanced organizational measurement techniques as fundamental drivers of converging change. The observations are documented in the real-time observed cased studies of six organizations as they progressed through the change process. This research also introduces a scaled metric for determining preliminary levels of change and endeavors to test both internal and external, or environmental, factors of change. A key contribution to the work is the analysis between both observed and surveyed data where a grounded theory analysis is used to help answer the question of what are factors of change in organizations. This work is considered to be foundational in real-time observational studies but has a promise for future additional contributions which would further elaborate on the phenomenon of prescribed organizational change.