Acceptance of co-operative education practice by the academic staff at Technikon Southern Africa.
- Groenewald, T., Strümpfer, D.J.W., Lessing, B.C
- Authors: Groenewald, T. , Strümpfer, D.J.W. , Lessing, B.C
- Date: 2000
- Subjects: Co-operative education , Educational strategy , Organisational culture , Technikon Southern Africa
- Type: Article
- Identifier: uj:6504 , http://hdl.handle.net/10210/2703
- Description: Technikons advocate the practice of co-operative education, which is an educational strategy that integrates learning through productive work with the theoretical curriculum. However, only 35% of theTechnikon SA programmes have a compulsory experiential learning component. Grounded theory research was undertaken to determine some of the basic assumptions of Technikon SA’s academic staff in this regard. Rather than starting out with a specific research problem, grounded theory explores an area of interest and allows what is relevant to emerge. Semi-structured interviews with four open-ended questions, were conducted with a stratified-random sample of 25 teaching staff at Technikon SA. It was found that, although there is some willing compliance and belief in co-operative education, it is not indicative of the organisational culture of Technikon SA.
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- Authors: Groenewald, T. , Strümpfer, D.J.W. , Lessing, B.C
- Date: 2000
- Subjects: Co-operative education , Educational strategy , Organisational culture , Technikon Southern Africa
- Type: Article
- Identifier: uj:6504 , http://hdl.handle.net/10210/2703
- Description: Technikons advocate the practice of co-operative education, which is an educational strategy that integrates learning through productive work with the theoretical curriculum. However, only 35% of theTechnikon SA programmes have a compulsory experiential learning component. Grounded theory research was undertaken to determine some of the basic assumptions of Technikon SA’s academic staff in this regard. Rather than starting out with a specific research problem, grounded theory explores an area of interest and allows what is relevant to emerge. Semi-structured interviews with four open-ended questions, were conducted with a stratified-random sample of 25 teaching staff at Technikon SA. It was found that, although there is some willing compliance and belief in co-operative education, it is not indicative of the organisational culture of Technikon SA.
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Electronic document management: a human resource management case study.
- Authors: Groenewald, T.
- Date: 2004
- Subjects: Electronic document management system , Knowledge agility , Knowledge capital , Knowledge economy
- Type: Article
- Identifier: uj:6530 , http://hdl.handle.net/10210/2729
- Description: This case study serve as exemplar regarding what can go wrong with the implementation of an electronic document management system. Knowledge agility and knowledge as capital, is outlined against the backdrop of the information society and knowledge economy. The importance of electronic document management and control is sketched thereafter. The literature review is concluded with the impact of human resource management on knowledge agility, which includes references to the learning organisation and complexity theory. The intervention methodology, comprising three phases, follows next. The results of the three phases are presented thereafter. Partial success has been achieved with improving the human efficacy of electronic document management, however the client opted to discontinue the system in use.
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- Authors: Groenewald, T.
- Date: 2004
- Subjects: Electronic document management system , Knowledge agility , Knowledge capital , Knowledge economy
- Type: Article
- Identifier: uj:6530 , http://hdl.handle.net/10210/2729
- Description: This case study serve as exemplar regarding what can go wrong with the implementation of an electronic document management system. Knowledge agility and knowledge as capital, is outlined against the backdrop of the information society and knowledge economy. The importance of electronic document management and control is sketched thereafter. The literature review is concluded with the impact of human resource management on knowledge agility, which includes references to the learning organisation and complexity theory. The intervention methodology, comprising three phases, follows next. The results of the three phases are presented thereafter. Partial success has been achieved with improving the human efficacy of electronic document management, however the client opted to discontinue the system in use.
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Leadership competencies in a manufacturing environment.
- Mollo, S.M., Stanz, K.J., Groenewald, T.
- Authors: Mollo, S.M. , Stanz, K.J. , Groenewald, T.
- Date: 2005
- Subjects: Leadership competencies , Leadership role , Rewarding performance
- Type: Article
- Identifier: uj:6497 , http://hdl.handle.net/10210/1607
- Description: Against the backdrop of a literature review on leadership approaches, models and theories, the aim of this study was the identification of shortcomings regarding leadership competencies within a particular manufacturer. Semistructured interviewing was used within a grounded theory research design. A stratified random sample of participants contributed to the study. Opposing perspectives about several themes emerged from the data such as, vision direction, communication channels, growth, rewarding performance, leadership-role, and change problems. Seminars and workshops towards improvement of competencies are recommended.
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- Authors: Mollo, S.M. , Stanz, K.J. , Groenewald, T.
- Date: 2005
- Subjects: Leadership competencies , Leadership role , Rewarding performance
- Type: Article
- Identifier: uj:6497 , http://hdl.handle.net/10210/1607
- Description: Against the backdrop of a literature review on leadership approaches, models and theories, the aim of this study was the identification of shortcomings regarding leadership competencies within a particular manufacturer. Semistructured interviewing was used within a grounded theory research design. A stratified random sample of participants contributed to the study. Opposing perspectives about several themes emerged from the data such as, vision direction, communication channels, growth, rewarding performance, leadership-role, and change problems. Seminars and workshops towards improvement of competencies are recommended.
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Mergers and change management at a micro level: a case study.
- Authors: Kilfoil, W. , Groenewald, T.
- Date: 2005
- Subjects: Distance education institutions , Change management , Mergers
- Type: Article
- Identifier: uj:6531 , http://hdl.handle.net/10210/2730
- Description: The transformation of the South African higher education landscape resulted in, among other things, the merger of three distance education institutions: Unisa, VUDEC and TSA. The macro level of the merger will no doubt be studied in detail. This article explores a micro level process for two departments merged by a top-down decision that did not take cognisance of their dissimilar functions and structures. The result was both a merger and a demerging process. The two departments first had to confront the realities of their different functions and structures before a reconfiguration could occur, including the emergence of a strategic plan focusing on aspects such as specific contribution, drivers, objectives and structure. The change management principles adopted to ensure the success of the process are outlined, analysed and reflected upon.
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- Authors: Kilfoil, W. , Groenewald, T.
- Date: 2005
- Subjects: Distance education institutions , Change management , Mergers
- Type: Article
- Identifier: uj:6531 , http://hdl.handle.net/10210/2730
- Description: The transformation of the South African higher education landscape resulted in, among other things, the merger of three distance education institutions: Unisa, VUDEC and TSA. The macro level of the merger will no doubt be studied in detail. This article explores a micro level process for two departments merged by a top-down decision that did not take cognisance of their dissimilar functions and structures. The result was both a merger and a demerging process. The two departments first had to confront the realities of their different functions and structures before a reconfiguration could occur, including the emergence of a strategic plan focusing on aspects such as specific contribution, drivers, objectives and structure. The change management principles adopted to ensure the success of the process are outlined, analysed and reflected upon.
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The contribution of co-operative education in the growing talent in South Africa: a qualitative phenomenological exploration.
- Groenewald, T., Schurink, W.
- Authors: Groenewald, T. , Schurink, W.
- Date: 2003
- Subjects: Organisational talent , Growing talent
- Type: Article
- Identifier: uj:6532 , http://hdl.handle.net/10210/2731
- Description: Organisational talent is internationally regarded a key success factor in a competitive world and is continuously challenged. In South Africa, the Apartheid heritage further presents major challenges regarding developmental opportunities of talented people. Co-operative education presents, as structured educational strategy that progressively integrates academic study with learning through productive work experiences, itself as a means to grow the talent of the South African people. As result of the inadequate practice of co-operative education and a fair amount of associated resistance, ‘classical’ literature is reviewed. The literature review further identifies the core properties of co-operative education and the study has attempted to distil the core principles of a phenomenological research design. The specific ‘phenomena’ which the research focused on are existing joint ventures between Higher Education institutions and business enterprises aimed at educating people and growing talent. Selections of the voices of the research participants are presented in this article. Although the present study identifies several shortcomings regarding the practice of co-operative education, it pioneers the notion that the growing of talent can be enhanced through a co-operative education strategy.
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- Authors: Groenewald, T. , Schurink, W.
- Date: 2003
- Subjects: Organisational talent , Growing talent
- Type: Article
- Identifier: uj:6532 , http://hdl.handle.net/10210/2731
- Description: Organisational talent is internationally regarded a key success factor in a competitive world and is continuously challenged. In South Africa, the Apartheid heritage further presents major challenges regarding developmental opportunities of talented people. Co-operative education presents, as structured educational strategy that progressively integrates academic study with learning through productive work experiences, itself as a means to grow the talent of the South African people. As result of the inadequate practice of co-operative education and a fair amount of associated resistance, ‘classical’ literature is reviewed. The literature review further identifies the core properties of co-operative education and the study has attempted to distil the core principles of a phenomenological research design. The specific ‘phenomena’ which the research focused on are existing joint ventures between Higher Education institutions and business enterprises aimed at educating people and growing talent. Selections of the voices of the research participants are presented in this article. Although the present study identifies several shortcomings regarding the practice of co-operative education, it pioneers the notion that the growing of talent can be enhanced through a co-operative education strategy.
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The stages of users' concern when adopting new technolgy.
- Harris, E.M., Stanz, K.J., Zaaiman, J.J., Groenewald, T.
- Authors: Harris, E.M. , Stanz, K.J. , Zaaiman, J.J. , Groenewald, T.
- Date: 2004
- Subjects: Demographical characteristics , Technology adoption
- Type: Article
- Identifier: uj:6488 , http://hdl.handle.net/10210/1598
- Description: The aim of this study is to determine whether users move through stages of concern when adopting technology and whether certain demographical characteristics; age, the department the employees operate in and the length of using the innovative technology affects the stage of technology adoption. The sample which were drawn from the oil industry, consisted of 25 Finance employees from Company A and 32 Customer Service Centre and 22 Logistics employees from Company B. In terms of the gathered statistics on the stages of concern, users reached either stages 1/2 (Information/Personal) or 4/5 (Consequences/Collaboration). No statistical significance was found in terms of age, department and length of using the innovative technology.
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- Authors: Harris, E.M. , Stanz, K.J. , Zaaiman, J.J. , Groenewald, T.
- Date: 2004
- Subjects: Demographical characteristics , Technology adoption
- Type: Article
- Identifier: uj:6488 , http://hdl.handle.net/10210/1598
- Description: The aim of this study is to determine whether users move through stages of concern when adopting technology and whether certain demographical characteristics; age, the department the employees operate in and the length of using the innovative technology affects the stage of technology adoption. The sample which were drawn from the oil industry, consisted of 25 Finance employees from Company A and 32 Customer Service Centre and 22 Logistics employees from Company B. In terms of the gathered statistics on the stages of concern, users reached either stages 1/2 (Information/Personal) or 4/5 (Consequences/Collaboration). No statistical significance was found in terms of age, department and length of using the innovative technology.
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