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Introduction

Social network analysis (SNA) has emerged as a powerful tool for understanding the dynamics of relationships within organizations. In the context of organizational change management and communication strategies, SNA can provide valuable insights into how information flows, decision-making processes, and collaboration patterns are shaped by the social networks that exist within an organization. By analyzing these networks, organizations can identify key influencers, opinion leaders, and communication bottlenecks that can either facilitate or hinder the success of change initiatives. This thesis aims to explore the role of social network analysis in organizational change management and communication strategies, with a focus on how SNA can be leveraged to support effective communication, decision-making, and collaboration in the context of organizational change.

Chapter 1: Introduction

1.1 Introduction
1.2 Background of study
1.3 Problem Statement
1.4 Objective of study
1.5 Limitation of study
1.6 Scope of study
1.7 Significance of study
1.8 Structure of the Thesis
1.9 Definition of Terms

Chapter 2: Literature Review

2.1 Overview of social network analysis
2.2 Theoretical frameworks for understanding social networks
2.3 Applications of social network analysis in organizational change management
2.4 Communication strategies in organizational change
2.5 The role of leadership in facilitating change through social networks
2.6 Measuring and analyzing social networks
2.7 Benefits and challenges of using social network analysis in change management
2.8 Case studies of successful applications of SNA in organizational change
2.9 Critiques and limitations of social network analysis
2.10 Summary of key findings in literature

Chapter 3: Research Methodology

3.1 Research design
3.2 Data collection methods
3.3 Data analysis techniques
3.4 Sampling techniques
3.5 Validity and reliability
3.6 Ethical considerations
3.7 Pilot study
3.8 Limitations of methodology

Chapter 4: Discussion of Findings

4.1 Analysis of social networks in the context of organizational change
4.2 Identification of key influencers and opinion leaders
4.3 Communication patterns and bottlenecks
4.4 Decision-making processes
4.5 Collaboration dynamics
4.6 Recommendations for leveraging social networks in change management
4.7 Implications for organizational communication strategies
4.8 Comparison with existing literature
4.9 Future research directions

Chapter 5: Conclusion and Summary

In conclusion, this thesis aims to contribute to the growing body of literature on the use of social network analysis in organizational change management and communication strategies. By examining the role of social networks in shaping organizational dynamics, this research seeks to provide practical insights and recommendations for organizations looking to leverage SNA to facilitate successful change initiatives.

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