phd thesis on change management

• How it works

Useful Links

How much will your dissertation cost?

Have an expert academic write your dissertation paper!

Dissertation Services

Get unlimited topic ideas and a dissertation plan for just £45.00

Order topics and plan

Get 1 free topic in your area of study with aim and justification

Yes I want the free topic

Change Management Dissertation Topic Ideas

Published by Owen Ingram at January 2nd, 2023 , Revised On August 18, 2023

Choosing a relevant and interesting thesis topic can often be a troublesome experience. The topics you propose to the supervisors and advisor should be innovative and creative, cover both theoretical and practical aspects, and add something new to the field.

The fact that change is a part of our lives in practically every aspect makes change management a fascinating and diverse topic for dissertations . Subjects related to change management are easy to find.

Here are a few intriguing change management thesis topics and ideas to help you get started on your change management dissertation. Make sure you choose subjects that meet your requirements and are related to your interests. In addition, you can create your own dissertation topics based on your interests and preferences.

The Best Change Management Dissertation Topics & Ideas

• An examination of the methods and instruments used by British organizations to study and manage change
• A study to comprehend the scholarly viewpoint on change management in global firms. What does it do, and how is it controlled?
• How can firms in the UK recreate themselves in the COVID-19 era?
• A study of the change management techniques used in the UK’s health care industry.
• A critical analysis of the technological methods employed for efficient management.
• A comparison of first- and third-world countries’ approaches to managing changes in natural resource usage patterns.
• Comparative examination of industrialized and developing nations’ approaches to change management pitfalls.
• Highlighting the methods for change management used in the public sector. A case study involving the UK.
• Assessing the elements that influence change inside an organization. An examination of the British textile industry.
• A systematic review of IT industry best practices for change management. A Facebook case study.
• Examine the difficulties and obstacles in change management for new businesses in the UK.
• Internal control elements are crucial to the effectiveness of change management strategies.
• A study to ascertain how data modelling techniques are used to start changes in the UK manufacturing industry.
• Social capital techniques’ contribution to the evaluation of change management initiatives.
• An innovative study to better understand how organizations might reinvent themselves to fit the new norms and how change management works in times of financial crisis.
• An investigation of the effects of policy input on organizational change culture. A case study of financial institutions and banks.
• Examining leadership, ethics, and values in the context of change management.
• An exploration of the impact of change management during the coronavirus epidemic in the UK’s public sector.
• An analysis of the conceptualization of travel and tourism in poor countries using change management.
• Examining the connections between information sharing, coherence in the curriculum, and change management in education
• An investigation on the things about people who resist change. What are the ways to get over these management and adoption phobias of change?
• management of climate change’s role in balancing rising energy demands
• Planning for sustainable development and climate change control: a descriptive approach.
• Examining the adoption of western methods for change management by Asian organizations, with a concentration on welfare groups.
• What effects are there from developments in the auto manufacturing sector? A tesla case study
• An examination of how data modelling is being used to spark change in the American manufacturing sector
• What adjustments have companies had to make as a result of coronavirus outbreaks? An examination of the UK.

Hire an Expert Writer

Orders completed by our expert writers are

• Formally drafted in an academic style
• Free Amendments and 100% Plagiarism Free – or your money back!
• 100% Confidential and Timely Delivery!
• Free anti-plagiarism report
• Appreciated by thousands of clients. Check client reviews

Free topics for a change management dissertation – what is better than that? Here are some free topics for change management dissertations. It is possible for you to personalize your change management dissertation based on your interests and preferences. For this reason, our top-notch dissertation writers have created this free list of the best change management dissertation topic ideas for you.

Free Dissertation Topic

Phone Number

Academic Level Select Academic Level Undergraduate Graduate PHD

Academic Subject

Area of Research

Frequently Asked Questions

How to find dissertation topics about change management.

For change management dissertation topics:

• Research industry trends.
• Analyze organizational challenges.
• Study successful cases.
• Review change models.
• Explore employee perspectives.
• Select a topic aligning with your field and curiosity.

You May Also Like

Are you looking for a dissertation topic on dementia? We have a list of the top 55 dementia dissertation topics by experts for you to ace your dissertation.

Here is a list of Research Topics on Art and culture, choose the one that suits your requirements.

It is a famous saying by henry ford that the only foundation of a business is service. It is very true and is followed by businesses of all scales.

USEFUL LINKS

LEARNING RESOURCES

COMPANY DETAILS

• How It Works

• Request Info

• About Antioch University
• Core Attributes of an Antioch Education
• Equity, Diversity, Inclusion, and Belonging
• Why Antioch University?
• Common Thread
• Executive Leadership
• Board of Governors
• Office of the Chancellor

Administrative Resources

• Accreditation
• University Policies

Discover Our Campuses

• Antioch Los Angeles
• Antioch New England
• Antioch Online
• Antioch Santa Barbara
• Antioch Seattle
• Graduate School of Leadership & Change

Academic Focus Areas

• Creative Writing & Communication
• Counseling & Therapy
• Environmental Studies & Sustainability
• Individualized Studies
• Leadership & Management
• Undergraduate Studies

Programs by Type

• Master’s
• Bachelor’s
• Certificates
• Credentials & Endorsements
• Continuing Education

Programs by Modality

• Low-Residency

Programs by Campus

• Los Angeles
• New England
• Santa Barbara

Academic Resources

• Academic Calendars
• Academic Catalog
• Disability Support Services
• Faculty Directory
• Writing Centers
• Admissions Overview
• Unofficial Transcript Evaluation
• Upcoming Admissions Events
• What to Expect

Information for

• International Students
• Transfer & Degree Completion Students
• Veterans & Military-Connected Students

Dates & Deadlines

Tuition & fees.

• GSLC Tuition & Fees
• AULA Tuition & Fees
• AUNE Tuition & Fees
• AUO Tuition & Fees
• AUSB Tuition & Fees
• AUS Tuition & Fees

Financial Aid

• Financial Aid Overview
• Financial Aid Forms
• Scholarships & Grants
• Types of Aid
• Work-Study Opportunities
• Discover GSLC
• Department & Office Directory
• The Antiochian Leader (Newsletter)
• Discover AULA
• Department & Office Directory
• Location & Contact Info
• Discover AUNE
• Location & Contact Info
• Discover AU Online
• Online Learning @AU
• Discover AUSB
• Location & Contact Information
• Discover AUS
• Department and Office Directory
• Advancement
• Grants and Foundation Relations
• Information Technology
• Institutional Effectiveness
• Strategic Partnerships
• Student Accounts
• Academic Assessment
• Consumer Information
• Licensure Information
• Resource List
• Student Policies
• Alumni Magazine
• Chancellor’s Communications
• Common Thread (University News)
• Event Calendar

Doctor of Philosophy

PhD in Leadership & Change

FLEXIBLE INNOVATIVE DESIGN

INTERDISCIPLINARY CURRICULUM

CROSS-SECTOR LEARNING

ENGAGED FACULTY

ENGAGED STUDENTS

ENGAGED ALUMNI

PERSONALIZED SUPPORT

FREQUENTLY ASKED QUESTIONS

ADMISSIONS / FINANCIAL AID

TRANSFER CREDIT INFORMATION

Road to Enrollment

READY TO APPLY?

Engaging in the scholarship and research of leading positive change.

Antioch’s PhD in Leadership and Change program is dedicated to engaging working professionals in the interdisciplinary study, research and practice of leading positive change in workplaces, schools, organizations, and communities, across the country and world.

This degree is offered by Antioch University’s Graduate School of Leadership and Change.

Join us virtually for an upcoming information session

PhD in Leadership and Change Info Session | GSLC

The program is designed to support socially engaged leaders and change agents to inquire into the complex and thorny challenges of their fields and to conduct research that can help improve that practice.

A PhD Program to Fit Your Busy Life

Your personal life is taken into account:

• Live anywhere
• Work full-time
• Attend two on-site residencies and one virtual residency each year (for three years)
• Stay connected through our robust online community

Your interests and curiosities are at the core

Do you wonder why your teams aren’t working well together and what change could improve their relationships? Or, how to improve student learning on the campus where you teach or administer programs? Do you wish you could understand why many individuals are resistant to change and what might be ways to engage them successfully? Or why do so many leaders continue to operate from a command and control style?

These are the types of curiosities our students bring to their study. These are the places of wonder that frame discussions, demonstrations of learning, real-world change initiatives, and the dissertation. This PhD program is an opportunity to explore in-depth evidence-based ways to practice and lead change that can make a difference.

Your current professional life is enriched

At the heart of study is the student’s own practice in professional life. The program enables learners to continuously reflect on and integrate their real-world experience with scholarship and methods of inquiry. The program encourages students to integrate theory and practice in order to enrich their own practice and expand relevant theory. This is not about an ivory tower, but about taking your learning into your workplace and community to help make positive change, improve outcomes, and engage individuals in ways that benefit the common good.

Your career opportunities expand

The majority of students in the program are mid to senior-level practitioners. This means that for many, the program journey and achieving their PhD deepens the career paths they are already on. For some, securing a PhD offers the opportunity for new positions, and provides them with the expertise to open consulting practices, teach at the local college or university, or help them become a more public intellectual in their professional networks. Learn more about the impactful work of our learning community members within our newsletters and Facebook announcements of alumni and student career and community achievements.

Flexible, Innovative, Outcomes-Based, Low-Residency Design

The PhD in Leadership and Change is a post master’s, full-time program delivered in a unique and distinctive model:

• Low Residency hybrid delivery means face-to-face meetings 2 times a year
• Professional Seminar for small and large group discussions and workshops throughout the year
• Credit for demonstrating learning rather than seat time in a course
• Learner flexibility within an annual structure, cohort progress through the program, and individual interests
• Dissertation Phase for conducting original scholarly research
• Intense faculty and staff support, from the first day to dissertation completion

Residencies

Students attend two on-site residencies per year and one virtual residency per year for the first three years. All other program study is done online both within cohorts and individually. In addition, meeting with faculty at residencies is coupled with many opportunities for one-on-one work throughout the year, virtual workshops on topics of interest, and regular advising.

The residencies are intense gatherings combining graduate seminars, guest lectures, advising sessions, peer discussions, and student presentations. Residencies are held on a rotating basis at some of the Antioch University campuses. Students who remain in pre-candidacy in the 4th year have the opportunity to participate in virtual support residencies until they do advance to candidacy.

The 2 on-site residencies and 1 virtual residency follow this pattern each year:

The final residency for third-year students is in May each year.

View Detailed Term & Residency Calendar Here

Professional Seminar

Participate in online interaction throughout the year For the first three years, the faculty-facilitated Proseminar is the cohort’s “homeroom,” in which students discuss, integrate, and make meaning of their learning for each of the first three years. In small and large groups – students engage in virtual and face-to-face dialogue and develop the skills of group reflection as an emerging community of scholars. Students spend approximately three hours a week involved in Proseminar activity, through discussion forums and web meetings.

Learner Flexibility

Work with faculty to align assignments with your needs and interests. There are a number of ways to think of flexibility in this program. The most obvious is perhaps the ability to live and work anywhere and attend a rigorous and engaging doctoral program. As importantly, however, within the clearly-defined annual requirements, students have the flexibility to submit the assignments in ways that align with the needs of their busy professional lives and personal responsibilities. Each student works clearly with an individual advisor to map their path to most successfully navigate the program’s requirements. Finally, flexibility refers to the ability to individualize one’s study based on one’s own deep interests in leadership and change.

Dissertation Phase

Conduct original, scholarly research A PhD offers the opportunity to conduct original scholarly research, a dissertation. In our program, we want to support research that makes a difference, and that has the potential to inform and affect positive change in organizations and communities and schools, and workplaces.

Over the course of the first three pre-candidacy years, students have the opportunity to engage in the interdisciplinary study of leadership and change as well as to develop competence in research skills. Once they complete the pre-candidacy requirements, they are well prepared to design original research into a topic that matters to them. With a strong supportive Dissertation Committee, students are challenged to conduct a meaningful study that answers their professional curiosities and helps inform ways to lead change and to improve practice. Check out our program’s dissertations!

Three Years to Dissertation

• Reflective Leadership Essay – The student demonstrates the ability to reflect in-depth on the personal meaning (e.g. personal values, personal organizational interests) of his/her past, present and marginalization systems and diverse populations prospective roles as a leader in an organization. This assignment is a demonstration of learning from the Reflective Leader module, which includes residencies, readings, and discussions.
• Case Studies of Leading Change – The student demonstrates an ability to apply key issues and concepts to the complexities of real-life leadership and change situations. The case study and analysis must be substantial enough to enable the student to apply the literature and explore change situations. This assignment is a demonstration of learning from the Case Study module, which includes residencies, readings, and discussions.
• Ethics in Leadership and inquiry – The student demonstrates familiarity with and understanding of leadership theories, concepts, and themes and their application to an area of the student’s interest. This assignment is a demonstration of learning from the Ethics module, which includes residencies, readings, and discussions, as well as the completion of the CITIMODULE.
• Nature of Leadership Essay – The student demonstrates familiarity with and understanding of leadership theories, concepts, and themes and their application to an area of the student’s interest. This assignment is a demonstration of learning from the Nature of Leadership module, which includes residencies, readings, and discussions. Proseminar 1 – A year-long cohort-based Proseminar with on-site and online learning activities. The focus of Proseminar 1 is the core curriculum areas and the development of reflective practice as a learner.
• Learning plan – Student identifies overarching learning goals, their challenges as a learner, and directions for year 2.
• Three residencies (2 on-site and 1 virtual)

• Organizational Change Project – The student designs, leads and evaluates a change initiative based on: an assessment of needs; theoretical and practical considerations in the field of leadership and organizational change; and a commitment to participatory leadership styles and ethical professional practice. This assignment is a demonstration of learning from the Organizational Change module, which includes residencies, readings, and discussions,
• Critical Review of Research – Students demonstrate an understanding of research designs, including basic, applied, and integrative research; and research paradigms, including both qualitative and quantitative approaches, in the literature of their field. Students are expected to critique the research studies in their own professional fields, including the quality of the research question(s), method(s) of inquiry, appropriateness of the data analysis procedures, and validity of inferences and conclusions drawn. The student is expected to explore the design models and critique their strengths and weaknesses. This assignment is a demonstration of learning from the Research module, which includes residencies, readings, and discussions.
• Research Redesign – The student demonstrates deep knowledge of at least two research methods by selecting two published peer-reviewed studies in the field, one qualitative and one quantitative, and redesigning them. This assignment is a demonstration of learning from the Research module, which includes residencies, readings, and discussions./li>
• Proseminar 2
• – A year-long cohort-based Proseminar with on-site and online learning activities. A significant aspect of this year’s Proseminar is the development of and reflection on leading change.

• Cultural Dimensions of Leadership – The student demonstrates his/her ability to examine and synthesize ideas and concepts she/he has acquired and to prepare for the next stage of their development within the program and their practice. The specific focus of this essay invites students to reflect on leading change in a world of cultural differences, unequal access to power, and unresolved or unaddressed issues of social justice. This assignment is a demonstration of learning from the Cultural and Global Dimensions of Leadership Module, which includes residencies, readings, and discussions.
• Individualized Learning Modules – These are two in-depth study opportunities, one in a content area related to the dissertation direction and one in the research method intended to be used in the dissertation.
• Proseminar 3 – A year-long cohort-based Proseminar with on-site and online learning activities.

Year 4: Dissertation

• Dissertation Proposal – Students design a study and prepare the Dissertation Proposal, which is the first three chapters of the Dissertation.  The Dissertation Hearing is the culmination of this phase and once approved by the Committee, the student then secures the appropriate Institutional Review Board and proceed with conducting the research phase.
• Dissertation – Students must complete a Doctoral dissertation demonstrating their ability to conduct original, scholarly research. A dissertation begins with a well-designed question or issue meriting investigation. The issue should emerge from and carry forward an existing body of theory and knowledge. The dissertation should demonstrate scholarship, creativity and originality and have implications for a particular issue in the field of leadership and change in the professions and/or communities. The Dissertation Defense is student’s presentation of the work at a residency or other approved venue.

Our Curriculum is Interdisciplinary

The PhD in Leadership and Change program prepares students to engage in the art and science of leading change from both practice-based and theory-based perspectives.

The broad and deep interdisciplinary curriculum draws from psychology, education, management, social science, and the humanities. We believe this interdisciplinary mix is critical because leading change doesn’t sit in one disciplinary box. Rather, each discipline provides an important lens into the phenomena. For example, psychological studies may help us understand individual resistances to change, whereas critical management studies may help us understand organizational structures and processes that inhibit innovation, and the social sciences may help us understand social-cultural contexts for marginalization and empowerment of community movements.

Over the course of the program, students are exposed to an array of disciplinary perspectives and supported in their efforts to find interdisciplinary opportunities to blend lens in order to best understand the complex challenges of our times.

The Practice of Leadership and Change is Cross-Sector

Just as the study of leadership and change is interdisciplinary, the practice of leadership and change is cross-sector. It would be difficult to imagine any professional leading change within the comfortable confines of their profession: school administrators program need to work with the surrounding neighborhood organizations; business professionals work closely to improve community efforts; healthcare leaders work closely with local nonprofits, and so forth. Our world is complex, and leading change isn’t in a silo, neither discipline nor sector.

That is why we believe so strongly in the power and synergy of our cross-sector learning community. Students deliberate with peers who come from across the world and country, who work in sectors similar and different, and who bring experiences both diverse and similar. It is a powerful opportunity to expand one’s horizon.

Take  your  next step – talk to our admissions team.

Check Out Our Viewbook

Interested in learning more about our GSLC community?

Read our Newsletter

VISIT US ON YOUTUBE

Admissions / Cost / Aid

Application deadline, requirements.

A master’s or other graduate degree issued from an institution recognized by an accrediting body that has been approved by the United States Department of Education or the Council for Higher Education Accreditation and five years of relevant professional experience are minimum eligibility requirements. In addition, selection for admission will depend upon such characteristics as capacity for self-directed learning, evidence of strong academic skills and conceptual abilities, and an interest in interdisciplinary study and applied research. Applicants must demonstrate a strong potential for individual and professional growth, evidence of leadership and aspiration to lead, and an interest in being a socially engaged professional.

How to Apply

• Online Application
• Present a reflective autobiographical statement that discusses what has led you to want to be a doctoral student in the PhD in Leadership and Change program (include such aspects as your relevant work experience, personal and professional interests, capacity to initiate and self-direct your learning and other appropriate information)
• Discuss how you believe this PhD program will enable you to become a more effective professional and principled leader in your field.
• Discuss your overall interest and passion for future in-depth study during the individualized curriculum portion of our program. Please include as much detail as you can regarding the ways in which you hope to focus on this area of interest, including what you are curious about and what you would like to learn.
• Relate and discuss a personal story that reflects your understanding of leadership and change in your professional field.
• Letters of recommendation should be from persons who are familiar with your personal, academic, and professional background, who understand your educational goals, and who can address your ability to pursue doctoral study in your chosen field.
• Request one official transcript from each educational institution you attended. All official transcripts must be received by the PhD program office, directly from the college or university.
• Please submit a resume that includes: work history (paid and volunteer), education, experience in conducting research, community leadership roles, membership in professional organizations, honors, awards, presentations, and publications.
• Please submit a sample of your past work that gives some indication of your writing abilities and critical and conceptual thinking skills. Solo authored samples are preferred. That said, if the sample is coauthored, indicate which portion of the work was within your scope of responsibility.
• A non-refundable fee of $50 in US funds, payable to Antioch University, should accompany the application.

Please note: All materials submitted for application to the PhD program become the property of the PhD program.

Guaranteed fixed tuition is offered in the PhD in Leadership and Change Program for the first three years. Once a student advances to candidacy, the tuition is half of the full tuition, beginning in the trimester following advancement. Additional costs include room and board, transportation, books, course materials, supplies, equipment, and subscriptions. Payment plans are available.

Payment plans are available. Tuition is charged on an annual basis until candidacy is obtained. Once candidacy is reached, tuition is half of the current pre-candidacy annual tuition and is charged on a trimester basis.

A majority of GSLC students finance their education through some form of financial aid. You may not be sure which federal, state, public, and private aid packages – such as loans, scholarships, and grants—are right for you. Our staff is here to help you, so you can focus on what’s most important: beginning your academic program. LEARN MORE

Transfer Credit Information

The program is willing to consider assessing doctoral work completed at another accredited institution within the past five years. The student’s work is evaluated to determine the degree to which it meets the learning goals and criteria established by our program faculty for only two specific first-year assignments: the Case Study in Leading Change and the Nature of Leadership.

Start your application

Upcoming Events

Recent news.

• Yulia Tolstikov-Mast To Lead Workshop on Context and Language in International Followership Studies on April 25, 2024
• Dissertation Watch: Developing More Equitable and Critically Conscious Organizations on April 23, 2024
• Ronnie Hagerty Reappointed to the OneStar National Service Commission on April 14, 2024

View More…

• Harvard Business School →
• Doctoral Programs →
• PhD Programs
• Accounting & Management
• Business Economics
• Health Policy (Management)
• Organizational Behavior
• Technology & Operations Management
• Program Requirements

Current HBS Faculty

• Julie Battilana
• Ethan S. Bernstein
• Alison Wood Brooks
• Edward H. Chang
• Gerald C. Chertavian
• Amy C. Edmondson
• Amit Goldenberg
• Ranjay Gulati
• Jonas Heese
• Linda A. Hill
• Jillian J. Jordan
• Christian Kaps
• Nancy F. Koehn
• Karim R. Lakhani
• Jacqueline Ng Lane
• Dutch Leonard
• Joshua D. Margolis
• Kathleen L. McGinn
• Nitin Nohria
• Joseph Pacelli
• Leslie A. Perlow
• Jeffrey T. Polzer
• Ryan L. Raffaelli
• Lakshmi Ramarajan
• Raffaella Sadun
• George Serafeim
• Sara M. Torti
• Emily Truelove
• Michael L. Tushman
• Eric J. Van den Steen
• Ashley V. Whillans
• Julian J. Zlatev

Current Management Students

• Jonathan Palmer

Current HBS Faculty & Students by Interest

Recent placement, laura weimer, 2023, michael y. lee, 2019, yusaku takeda, 2022, johnathan cromwell, 2018, michael christensen, 2021, paul green, 2018.

• Bibliography
• More Referencing guides Blog Automated transliteration Relevant bibliographies by topics
• Automated transliteration
• Relevant bibliographies by topics
• Referencing guides

Dissertations / Theses on the topic 'Organizational change – Management'

Create a spot-on reference in apa, mla, chicago, harvard, and other styles.

Consult the top 50 dissertations / theses for your research on the topic 'Organizational change – Management.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.

Hughes, Michael Wesley. "Implementing ERP in manufacturing organizations : improving success through managing organizational change." Thesis, Georgia Institute of Technology, 1999. http://hdl.handle.net/1853/29332.

Law, Cho-wa. "Change management : a people-oriented approach /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18003771.

羅左華 and Cho-wa Law. "Change management: a people-oriented approach." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31267348.

Larsson, Tatiana. "Communication in Organizational Change : Case of a public organization." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-96613.

Warner, Ashley M. "Becoming more open to change recommendations for a change management program /." Online version, 2004. http://www.uwstout.edu/lib/thesis/2004/2004warnera.pdf.

Snabe, Birgitte. "The usage of system dynamics in organizational interventions a participative modeling approach supporting change management efforts /." Wiesbaden : Deutscher Universitäte-Verlag, 2007. http://www.springerlink.com/content/v4x321/.

Unger, Cai. "Key Concepts of Organizational Change - A Bibliometric Network Analysis." Thesis, University of South Alabama, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10643261.

The field of Organizational Change has seen a proliferation of publications of all sorts over the past two decades. In view of the emerging breadth of the field, it is becoming increasingly difficult for practitioners and researchers alike to separate the wheat from the chaff. At the same time, research suggests the majority of Organizational Change efforts are not successful. It is therefore my intent to map the nomological structure of the field of Organizational Change, determine the most dominating concepts, and identify any patterns or trends.

For that purpose I have collected bibliometric data from 1948 to 2016 and conduct a network analysis based on co-occurrence of keywords of Organizational Change.

My network analysis suggests five major findings. First, the field of Organizational Change has reached a level of maturity, which reduces the likelihood of breakthrough innovations. Second, only five concepts are dominating the field of Organizational Change today, which I label the “Top Five”: Change management, leadership, organizational culture, organizational learning, and innovation. Third, we are barking up the wrong tree, which means there is an inherent inconsistency between the topicality of the field, i.e. the dominance of very few topics, and the low success rate of Organizational Change projects. Fourth, it is still unclear how to exactly define and reliably measure change. Finally fifth, there seems to be too much focus on the paradigm that change is always preferably over an equilibrium.

I therefore propose three suggestions for further research. First, look beyond the Top Five concepts and create more dissonant discussion within the field, including a critical review of established paradigms. Second, revisit the established definitions and measurements of change, which includes questioning the widespread assumption that the majority of change efforts are failing. Finally third, conduct a network analysis based on a network of social actors of the field of organizational change, i.e. authors of organizational change.

MacIntosh, Malcolm Leslie. "The management of change in four manufacturing organizations." Title page, contents and abstract only, 2001. http://web4.library.adelaide.edu.au/theses/09PH/09phm15188.pdf.

servati, mohsen. "game of change; a game theoretic approach to organizational change management." Thesis, Jönköping University, JTH, Industrial Engineering and Management, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-12707.

      Organizational change and game theory were separately investigated over time. Due to lack of scientific research on the relationships of those two fields of knowledge, an investigation of the game theoretic applications in managing change was performed in this research. Game theoretic applications were structured concerning the analytical use of game theory, strategic formulation with game theory and equilibrium analysis. By a qualitative flexible research method, main problematic areas of organizational change were identified with suitable game theoretic applications. Those problem areas are: making cooperation and coalition in change, group dynamic difficulties and the problem of incentive rewards. In each problem area, game theoretic solutions were discussed to help managers to make better decisions. Four mechanisms were inferred to support the game theoretic analysis of change management problems. Those mechanisms are: sub games, practical games, specific modeling and behavioral studies of games. Finally, an instructional framework was developed to conclude findings and illuminate the game theoretic approach in organizational change.

Du, Plessis Johannes Jacobus. "Organisational change management in the IT department." Pretoria : [s.n.], 2008. http://upetd.up.ac.za/thesis/available/etd-08222008-121322.

Mitchell, Lorianne D. "Emotional Reactions to Organizational Change." Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/3052.

Stubbs, Lee. "Is the open organisations profile a valid and reliable measure of openness in organisations?" ePublications@bond, 2007. http://epublications.bond.edu.au/theses/15.

Engelbrecht, David Johannes. "Progressive change management keys towards organisational effectiveness." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52415.

Swearingen, Robert. "The Ship of Change: A Model for Organizational Diagnosis and Change Management." Diss., North Dakota State University, 2019. https://hdl.handle.net/10365/31717.

Banish, Bryan J. (Bryan John) 1971, and Muhammad I. 1960 Nawaz. "The role of culture in organizational change." Thesis, Massachusetts Institute of Technology, 2003. http://hdl.handle.net/1721.1/29712.

Snabe, Birgitte Milling Peter. "The usage of system dynamics in organizational interventions a participative modeling approach supporting change management efforts /." Wiesbaden : Deutscher Universitäts-Verlag, 2007. http://site.ebrary.com/id/10231917.

Chavez, Elisa. "The change equation| A correlation study of status quo bias in managers." Thesis, University of Phoenix, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10017972.

The purpose of the research study was to predict managerial resistance to status quo bias given the presence of dissatisfaction, vision, and a process outlined for change in the environment. According to the 79 participants surveyed in the study, dissatisfaction, vision, and a process outlined for change provided a statistically significant model for predicting manager resistance to status quo bias for the sample studied. Leaders may be able to use the results of the study to determine manager readiness for change. However, at best the study found only 45.3% of the reasons that predict managerial resistance to status quo bias, providing an opportunity for future researchers to validate empirically other factors that may predict manager resistance to status quo bias.

Milam, Ron. "Manager influence on collaborative change initiatives." Thesis, Pepperdine University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=1566766.

Ensuring all residents in Southern California have access to healthy food is one of many examples of an issue too complex and challenging for any one organization to change on its own. More and more, organizations work in collaboration and designate individuals to manage these collaborative change initiatives. This research uncovers the specific influence managers of collaborative change initiatives have in shaping positive outcomes for the collaborations they serve. Based on interviewing 11 managers and funders from six leading collaborative change initiatives, there are two contextual ways in which managers influence collaboration: their position itself carries influence and their ability to navigate the collaborative context they operate in. The main findings of this research share five key ways in which managers influence the collaborations they serve: their own personal characteristics and skills, the relationships they cultivate, the membership they support and empower, the processes they manage, and the culture they shape.

Higdon, Lora Elizabeth. "Change management for small business leaders." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10182301.

Small business owners face challenges associated with leading change, and many times lack the necessary resources to manage it properly. The purpose of this descriptive qualitative study was to determine what challenges leaders of small businesses face in managing change, what strategies and practices those leaders employ, and how the leaders of small businesses measure success in managing change. This study also determined what advice leaders of small businesses would suggest for managing change. Four research questions were created to assist with this process, and 13 semi-structured interviews were conducted in various cities throughout the state of Michigan. The participants were small business owners of privately held American companies that had been in business for a minimum of 5 years. Twelve interview questions were asked to answer the 4 research questions. Many themes emerged. Some of the challenges that participants face while managing change are resistance to change, communication issues, lack of confidence, lack of resources, lack of knowledge/experience, absence of strategy, conflicts of interest, and lack of emotional intelligence. The participants shared many different strategies for successful management of change and also offered their lessons learned over the years. The main overall theme presented by all of the participants in this study was the importance of knowledge and experience for management of change in small businesses.

Tluchowska, Malgorzata. "Management of group processes during organisational change /." [St. Lucia, Qld.], 2002. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17057.pdf.

Huising, Ruthanne. "The pursuit of organizational change : becoming and being an agent for change." Thesis, Massachusetts Institute of Technology, 2008. http://hdl.handle.net/1721.1/44744.

Ip, Pui-lam Stephen. "The strategic role of airline revenue management systems and the importance of change management /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18832155.

Vitale, Dean C. Armenakis Achilles A. "Organizational change recipients and choosing an opinion leader a mixed methods investigation /." Auburn, Ala, 2008. http://repo.lib.auburn.edu/EtdRoot/2008/SUMMER/Management/Dissertation/Vitale_Dean_35.pdf.

Walford, Bernard. "Evolution of a project organisation in a client authority." Thesis, Hong Kong : University of Hong Kong, 1989. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25946869.

Paulsen, Neil. "Group identification, communication and employee outcomes during organizational change /." St. Lucia, Qld, 2002. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe16732.pdf.

Smith, A. B. (Riana). "Change dynamics within project management an assessment tool /." Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-11222007-152309.

Sampath, Raj. "Exploring Organizational Change through an Understanding of Intrapreneurship." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4098.

Taylor, Eileen. "Leading organizational change in higher education." Thesis, Indiana Wesleyan University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3685153.

Leaders are frequently required to lead change due to mergers, expansions into new markets, and new initiatives to enter global markets compounding the need for change leadership. Frequent change is more the rule rather than the exception. Change is more needed today yet a poor result from leading change can adversely impact a leader's influence. How does a leader know when to lead a change initiative or when to take the easier route and simply stay with the status quo?

An in depth study of what appeared to be a very risky and highly successful organizational change initiative was thought to possibly shed light on answering these difficult leadership questions. This inductive qualitative case study discovered a university that achieved a successful, sustainable organizational change. The leader overcame the organizational change odds of one-third to two-thirds of the outcomes are often unsuccessful (Beer & Nohria; Bibler; as cited in Gilley, Dixon, & Gilley, 2008). "The rate of failure to deliver sustainable change at times reaches 80–90%" (Cope as cited in Gilley, Dixon, & Gilley, 2008, p. 153).

The leader in the private university organization in the Midwest that led the successful organizational change was inspired by his personal vision. He did not lead change using a theoretical framework. He was successful in persuading the board to authorize implementation of his vision. The president established goals to lead the way for workers to help achieve the organizational change. He effectively communicated his vision and goals and met resistance due to the status quo. The president overcame the challenges of status quo, and the successful organizational change resulted in an effervescent campus environment with record breaking-fundraising. Regardless of the type or size of the major change, organizations that seek to make change may glean insights from this study of how leaders of one organization approached significant change.

Phillips, James Edward. "Effects of Change Valence and Informational Assessments on Organizational Readiness for Change." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4016.

Wile, Kristina. "Theories of organizational change--a system dynamics perspective." Thesis, Massachusetts Institute of Technology, 1994. http://hdl.handle.net/1721.1/12084.

Mahoney, James Scott. "Clipped wings : management discourses during organisational change at Australia's Civil Avilation Authority /." Canberra, 2007. http://erl.canberra.edu.au/public/adt-AUC20081113.153047/index.html.

Davis, Carolyn D. "Organizational innovation the role of top management in different stages of innovation implementation /." Diss., Available online, Georgia Institute of Technology, 2004:, 2003. http://etd.gatech.edu/theses/available/etd-04062004-164628/unrestricted/davis%5Fcarolyn%5Fd%5F200312%5Fphd.pdf.

Kubheka, Praise-God Ntandokayise Mandla. "Factors influencing employee engagement during change." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/3135.

Tonaszuck, David M. (David Michael) 1966. "The impact of leadership on systematic organizational change." Thesis, Massachusetts Institute of Technology, 2000. http://hdl.handle.net/1721.1/82679.

Mgquba, Nolukhanyo. "Factors influencing effectiveness of change management interventions in a selected petrochemical company in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2663.

Skordouli, Rosemary. "Operationalisation of strategic change in business schools identity deconstructing and integration management /." Thesis, Available from the University of Aberdeen Library and Historic Collections Digital Resources, 2009. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?application=DIGITOOL-3&owner=resourcediscovery&custom_att_2=simple_viewer&pid=58977.

Self, Dennis R. "Assessing the management of readiness an empirical examination using a mixed-methods approach/." Auburn, Ala., 2005. http://repo.lib.auburn.edu/2005%20Summer/doctoral/SELF_DENNIS_21.pdf.

Gowdy, Daniel Troyce. "Serving change| Understanding the efficacy of servant leader behaviors to influence follower commitment to organizational change." Thesis, Indiana Wesleyan University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=3742928.

Leading successful organizational change is central to an effective leadership approach. Servant leadership with its emphasis on follower growth and development, may be beneficial for organizational change. This study added to the understanding of servant leadership and commitment to organizational change by surveying participants ( n = 244) of a large non-profit specialized healthcare organization implementing an electronic medical records system to assess if perceived servant leader behaviors correlate with followers’ attitude toward change. This study utilized Winston and Fields’ (in press) Essential Servant Leadership Behaviors (ESLB) scale to assess servant leadership’s ability to predict follower commitment to change mindset and interaction time with supervisor as a mediating mechanism. The survey results showed ESLB was found to be a statistically significant but weak positive predictor of affective commitment to change and a statistically significant but weak negative predictor of continuance commitment to change. The results showed evidence that servant leadership behaviors are appropriate for not just maintaining status quo but are also influential during disruptive times of organizational change. No significant relationship was found between ESLB and normative commitment to change. Interaction time with supervisor was not a mediating variable between ESLB and follower commitment to change.

Herbert, Stacie Lynn. "A comprehensive literature review and critical anaylsis of servant leadership theory." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005herberts.pdf.

Sewell, Martha H. "The organizational change process analysis through two case studies." Thesis, Massachusetts Institute of Technology, 1985. http://hdl.handle.net/1721.1/15324.

Nilsson, Towe. "A Transparent Agile Change : Predicting a Transparent Organizational Change from Change Recipients’ Beliefs and Trust in Management." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-95495.

DeLay, IV Hardy L. "Leadership Strategies for Developing and Implementing Organizational Change." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4135.

Lee, Yiu-kuen Louis, and 李耀權. "Organizational change in Customs and Excise Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1992. http://hub.hku.hk/bib/B31964308.

Frew, Michael K. "Managers' experience of organizational transformation /." Full-text version available from OU Domain via ProQuest Digital Dissertations, 1994.

Martin, Graeme. "Exploring the links between strategic change and organizational outcomes." Thesis, Abertay University, 1999. https://rke.abertay.ac.uk/en/studentTheses/7934d416-300c-4ba4-aa0c-34770c840d6c.

Novitskaya, Anna, and Momina Rajput. "Role of Organizational Culture in Creating Readiness for Change Project." Thesis, Umeå universitet, Företagsekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-85603.

Mantashe, Lunga Xolisa. "Understanding change and implications of divisional management model (DMM ) in a merged multi- campus University in South Africa." Thesis, University of Fort Hare, 2014. http://hdl.handle.net/10353/6103.

Britton, Leola. "An investigation into the competencies associated with change leadership : a case study analysis of an information technology organisation." Thesis, Nelson Mandela Metropolitan University, 2010. http://hdl.handle.net/10948/1227.

Paul, Gary William. "Strategies to create a post-merged organisational culture conducive to effective performance management." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1010857.

Scott, Kristoffer, and Tasmin Hoque. "Ideella organisationer och den lärande funktionen : En fallstudie av KFUM Sverige." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-30501.

Edinburgh Research Archive

•   ERA Home
• Business School

Business and Management thesis and dissertation collection

By Issue Date Authors Titles Subjects Publication Type Sponsor Supervisors

Search within this Collection:

This is a collection of some recent PhD theses from Business and Management. Please note that this is not a comprehensive list of all doctorate degrees from this School.

This material is presented to ensure timely dissemination of scholarly and technical work. Copyright and all rights therein are retained by authors or by other copyright holders. All persons copying this information are expected to adhere to the terms and constraints invoked by each author's copyright. In most cases, these works may not be reposted without the explicit permission of the copyright holder.

Recent Submissions

Revealing the value of social media data in forecasting tourism demand: evidence from twitter , essays on consumer behaviour and marketing strategies , three essays on social innovation , how life course turning points influence protean career attitudes and aspirations in later career , invisible hand with visible heart: a multi-level study of impact investing in the united kingdom , quit playing games with your customers: the brand damaging consequences of gamblified promotions in digital retailing , essays on financial development and corporate resilience to crises , essays on the impact of government assistance, capital regulation, and covid-19 on banks , some aspects of financial management in farming , dynamic multi-state delinquency models: incorporating repeated events, stress testing analysis and multiple lending products , towards an ecosystem view of legitimacy of third sector organisations , impact of institutional complexity on the role of middle managers as agents of change in the public sector , performative perspective on organisational change and stability: a case study of embodiment, inclusion, and temporality in changing routines in the royal air force , trickster characters: the tomboy & the girlboss, or gender as a thin-centred ideology inherent to technological innovation under capitalism , understanding roles in a broker retail venture in the creative industries , three essays on modern microstructure , mathematical programming for single- and multi-location non-stationary inventory control , essays on empirical corporate finance , impacts of environmental regulations, emissions trading system and climate transition risks: evidence from china , understanding the challenges of blockchain technology adoption: evidence from china’s developing carbon markets .

Mon - Sat 9:00am - 12:00am

• Get a quote

Innovative Change Management Research Topics That Transform Information into Insight

Change management research topics encompass a wide range of subjects that delve into the processes, strategies, and challenges associated with effectively implementing and managing organizational change. However, the journey of exploration to these change management topics is not smooth for all students. Albeit the Research Guardian can help you carve out an extraordinary research project.

What Stops Students from Tapping Their True Research Potential?

Creating Change Management research topics can indeed be challenging for students, as it requires a blend of understanding organizational dynamics, strategic thinking, and a grasp of relevant theories. Here are some common challenges students might face while selecting these topics:

• Finding the right balance between a broad topic and a focused research question can be difficult. If the topic is too broad, it might be challenging to cover it. On the other hand, if it is too specific, there might not be enough relevant data available.
• Change Management involves drawing from various disciplines such as psychology, sociology, organizational behaviour, and more. Integrating different theoretical frameworks and models effectively can be complex.
• Finding change management topics for research that have practical implications and can address current challenges faced by organizations can be a challenge.
• In some cases, research might require the cooperation of organizations and their employees. Gaining buy-in from stakeholders can be a challenge.
• A lack of existing literature on a chosen topic can hinder the research process.

Get an Immediate Response

Discuss your requirments with our writers

Get 3 Customize Research Topic within 24 Hours

Undergraduate Masters PhD Others

Change Management Thesis Topics That Stand Out

Our research department plays a crucial role in assisting students in facing challenges while creating change management dissertation topics. Here’s how our experts can assist students in addressing challenges related to selecting these topics:

• We have employed experienced professionals and subject matter experts who are well-versed in the field of change management. These experts can provide personalized guidance to students and help them identify compelling research topics based on their academic background and interests.
• Students may struggle with brainstorming and narrowing down their change management dissertation topics. Our academic advisors can help students explore different aspects of change management, understand current trends, and identify gaps in existing research that can be potential areas of investigation.
• We assist students in refining their research questions, ensuring they are specific, relevant, and researchable within the given scope and resources.
• For empirical research, students often need to develop hypotheses. Our experts can assist students in formulating clear and testable hypotheses that drive their research forward.
• We provide constructive feedback on the proposed research topic and any drafts students create. This iterative process helps students refine their ideas and ensure that their research topic aligns with academic standards.

Free List of Change Management Research Topics for 2023

Change management in merger and acquisition transactions.

To explore the effective strategies of change management for integrating cultures of organisations and the alignment of stakeholders during merger and acquisitions.

Objectives:

• To investigate the challenges and the complexities of management of change during merger and acquisitions.
• To identify the cultural integration and the alignment of stakeholders for successful merger integration.
• To evaluate the role of leadership, communication and engagement of employees for facilitating the transitions during merger and acquisitions transactions smoothly.

How “The Research Guardian” Can Help You A lot!

Our top thesis writing experts are available 24/7 to assist you the right university projects. Whether its critical literature reviews to complete your PhD. or Master Levels thesis.

Change Management in the Age of Digital Transformation

To examine the practices of change management in government organisations and their impact on the improvement of efficiency and service delivery.

• To analyse the challenges faced by government organisations in the implementation of change management strategies.
• To identify the effective strategies specifically for public sector organisations.
• To assess the consequences and impact of these strategies on the efficiency and service quality of public sector organisations.

Change Management in Government Organisations

Get help from expert thesis writers.

TheresearchGuardian.com providing expert thesis assistance for university students at any sort of level. Our thesis writing service has been serving students since 2011.

Change Management in Non-profit Organisations

To examine the practices of change management in the non-profit organisations for reconstruction and development of strategies for renewal and sustainability of an organisation.

• To investigate the drivers and reasons for reconstruction of organisations in non-profit sector.
• To identify the approaches that can facilitate in the successful renewal and long-term sustainability of an organisation.
• To assess the impacts of reconstruction on the effectiveness, stakeholder engagement and fulfilment of an organisation.

Change Management in Educational Institutions

To explore the strategies of change management in the implementation of curriculum reforms and academic Innovations in educational institutions.

• To investigate the challenges and the barriers faced by the educational institutes in the implementation and management of change in curriculum.
• To identify the change management frameworks and approaches for the adoption of innovation related to academics.
• To assess the impact of initiative of change management in the outcomes of student learning, effectiveness of teachers and the overall quality of education.

Looking For Customize Thesis Topics?

Take a review of different varieties of thesis topics and samples from our website TheResearchGuardian.com on multiple subjects for every educational level.

Change Management in Healthcare Industry

To examine the practices of change management in healthcare organisations and their impact in the safety and quality care of patients. Objectives:

• To analyse the challenges and complexities of implementation of strategies of change management in healthcare industry.
• To identify the effective strategies for the improvement of patient safety, clinical processes and outcomes.
• To assess the leadership role, culture and the engagement of stakeholders of an organisation in driving successful initiatives of change management in healthcare.

Change Management in SMEs (small and medium enterprises)

To explore the practices of change management in SMEs and implementing its strategies to overcome resources restrictions and building capacity.

• To investigate the challenges faced by SMEs in the management of change dye to limited number of resources and abilities.
• To identify the cost-effective strategies suitable for SMEs.
• To assess the impact of initiative of change management on the growth, innovation and competitiveness of small and medium enterprises.

Change Management Strategies for Successful Implementation of Technological Innovations

To explore the effective strategies of change management for the implementation and adoption of technological innovations

• To examine the challenges and barriers related to introduction and integration of new strategies of change management.
• To identify the frameworks and methodologies for the facilitation of smooth adoption of these innovations.
• To evaluate the role of training, communicating and engagement of employees to support the implementation of changes related to technological innovations.

Overcoming of Resistance to Change:

To understand the factors that can contribute minimizing the employee resistance to change and development of strategies to overcome this resistance.

• To investigate the psychological and behavioural factors which can contribute in the resistance.
• To explore the skills to effectively communicate and engage by using strategies to minimize resistance.
• To identify the inventions and approaches that can help in addressing the concerns of employees and facilitating the adoption successfully.

Change Management in Global Organisations

To investigate the impact of cultural factors on the change management in global organisations and developing strategies for collaboration of different cultures.

• To examine the impact of cultural difference on the attitude of employees towards change and its acceptance.
• To identify the cultural intelligence and competence in successful implementation of change.
• To develop the guidelines for the promotion of multicultural collaboration.

Calling All Aspiring Change Management Researchers!

Are you passionate about unravelling the complexities of organizational change? Do you want to contribute to the dynamic field of change management through change management thesis topics? Look no further! Introducing Research Guardian, your trusted partner in crafting impactful Change Management Research Topics.

Meet Our Professionals Ranging From Renowned Universities

Related topics.

• Sports Management Research Topics
• Special Education Research Topics
• Software Engineering Research Topics
• Primary Education Research Topics
• Microbiology Research Topics
• Luxury Brand Research Topics
• Cyber Security Research Topics
• Commercial Law Research Topics
• Change Management Research Topics
• Artificial intelligence Research Topics

Finished Papers

Customer Reviews

4 reasons to write my essay with us!

You are always welcome to check some of our previously done projects given on our website and then judge it for yourself. Apart from that, we can give you 4 significant reasons to be a part of our customer base:

• Only professional ‘my essay writer', who are highly qualified and a master in their academic field, will write for you
• Quality control is rigorously maintained by us and is thoroughly aligned with the given question brief and instructions.
• We will also provide you with a thorough Plagiarism report by the Turnitin software which will ensure the originality of the draft
• You are free to revise your draft with us till you are contented with the subject matter.

Ask the experts to write an essay for me!

Our writers will be by your side throughout the entire process of essay writing. After you have made the payment, the essay writer for me will take over ‘my assignment’ and start working on it, with commitment. We assure you to deliver the order before the deadline, without compromising on any facet of your draft. You can easily ask us for free revisions, in case you want to add up some information. The assurance that we provide you is genuine and thus get your original draft done competently.