Business model transformation as a response to digital technology adoption amongst manufacturing firms
- Authors: Mulaudzi, Mashudu Benedict
- Date: 2020
- Subjects: Organizational change , Business planning , Strategic planning , Business management - Technological innovations
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/474884 , uj:42819
- Description: Abstract: Purpose: This study aimed to explore how the process of digital transformation has occurred in relation to the firm’s business model? specifically how each business model element under the theme of value creation, delivery and capture was carried out before, what digital technology was used, and how the business model element changed or made different after the adoption of a certain digital technologies. In addition, the study highlights barriers to digital technology adoption and the business model transformation, and also looks at how the transformation of the business model can be classified in terms of being non-radical (meaning that the firm has transformed very little if any of the business model building blocks under each theme respectively), semi-radical (meaning that the firm has managed to transform at least half of the business model building blocks under each theme respectively) or radical (meaning that the firm has managed to transform all or the majority of the business model building blocks under each theme respectively)... , M.Com. (Strategic Management)
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- Authors: Mulaudzi, Mashudu Benedict
- Date: 2020
- Subjects: Organizational change , Business planning , Strategic planning , Business management - Technological innovations
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/474884 , uj:42819
- Description: Abstract: Purpose: This study aimed to explore how the process of digital transformation has occurred in relation to the firm’s business model? specifically how each business model element under the theme of value creation, delivery and capture was carried out before, what digital technology was used, and how the business model element changed or made different after the adoption of a certain digital technologies. In addition, the study highlights barriers to digital technology adoption and the business model transformation, and also looks at how the transformation of the business model can be classified in terms of being non-radical (meaning that the firm has transformed very little if any of the business model building blocks under each theme respectively), semi-radical (meaning that the firm has managed to transform at least half of the business model building blocks under each theme respectively) or radical (meaning that the firm has managed to transform all or the majority of the business model building blocks under each theme respectively)... , M.Com. (Strategic Management)
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Managing economic transformation and organisational change in the banking industry
- Authors: Geduld, Earl
- Date: 2020
- Subjects: Economic development , Organizational change , Banks and banking
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/451354 , uj:39767
- Description: Abstract: Economic transformation is a fundamental principle and important tool in addressing the socio-economic challenges facing South African society. The banking industry, as an integral player in creating the diverse disparities in the country and society, is also an integral player to address these serious anomalies. The industry, with its influential financial and commercial advantage, has a key role in empowering and enabling individuals and communities to social and economic growth. However, efforts to transform the banking industry to support the greater economic transformation of society and the country as a whole, have proven to be lack-lustre and dismal at best. The aim of the study was to identify challenges experienced by banking industry in meeting its transformation objectives to support socio-economic development, and to propose a strategic framework to the industry to address the challenges encountered. A qualitative study was conducted to gain deeper understanding of the issues relating to the study topic and objectives. A purposive non-probability sampling technique was used to select a sample of 13 participants who were directly and indirectly involved in the banking industry. These participants included 8 middle managers from 6 different banks, as well as 5 participants at a senior management level in the finance ministry and National Treasury, the South African Revenue Service, the Ministry for Public Enterprise, the Ministry for Co-operative Governance, and the Banking Association of South Africa. Data was collected from the participants using semi-structured focus group interviews and semi-structured face-to-face interviews respectively. The interviews were recorded and transcribed as permitted by all participants. Data was subsequently analysed using qualitative content analysis... , M.Com. (Business Management)
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- Authors: Geduld, Earl
- Date: 2020
- Subjects: Economic development , Organizational change , Banks and banking
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/451354 , uj:39767
- Description: Abstract: Economic transformation is a fundamental principle and important tool in addressing the socio-economic challenges facing South African society. The banking industry, as an integral player in creating the diverse disparities in the country and society, is also an integral player to address these serious anomalies. The industry, with its influential financial and commercial advantage, has a key role in empowering and enabling individuals and communities to social and economic growth. However, efforts to transform the banking industry to support the greater economic transformation of society and the country as a whole, have proven to be lack-lustre and dismal at best. The aim of the study was to identify challenges experienced by banking industry in meeting its transformation objectives to support socio-economic development, and to propose a strategic framework to the industry to address the challenges encountered. A qualitative study was conducted to gain deeper understanding of the issues relating to the study topic and objectives. A purposive non-probability sampling technique was used to select a sample of 13 participants who were directly and indirectly involved in the banking industry. These participants included 8 middle managers from 6 different banks, as well as 5 participants at a senior management level in the finance ministry and National Treasury, the South African Revenue Service, the Ministry for Public Enterprise, the Ministry for Co-operative Governance, and the Banking Association of South Africa. Data was collected from the participants using semi-structured focus group interviews and semi-structured face-to-face interviews respectively. The interviews were recorded and transcribed as permitted by all participants. Data was subsequently analysed using qualitative content analysis... , M.Com. (Business Management)
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Post-merger performance of South African companies listed on the JSE LTD
- Authors: Mulaudzi, Given Tshifhiwa
- Date: 2020
- Subjects: Consolidation and merger of corporations , Organizational change
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/456670 , uj:40462
- Description: Abstract: Mergers and acquisitions (M&A) have formed an important part of growth strategies for profit- seeking businesses over the years and the question of whether M&As have actually created or destroyed value has continuously been debated. A large body of research has investigated M&As and their resultant performance, however, there are still conflicting views on how to measure such performance. This study investigated the post-merger performance of companies listed on the Johannesburg Stock Exchange (JSE) with the primary goal of investigating whether an M&A transaction led to a change in corporate financial performance of the acquiring or newly merged company. It is widely accepted that investors approve M&A transactions if, and only if, the transaction is likely to yield positive returns. This study applied an accounting-based approach to measure pre- and post-merger performance. The accounting data before and after an M&A transaction was compared to identify any changes in corporate financial performance. The accounting ratios applied were operating profit margin, return on assets, return on equity and the return on capital. These ratios were then supported by economic value added (EVA®) to measure post- merger performance. The variables applied indicated no statistical evidence of post-merger corporate changes in financial performance. The same results were found when applying the accounting variables at an industry level. However, the EVA® for the property and asset management industry indicated a significant decrease in corporate financial performance. It was therefore concluded that the sample of companies that had entered into an M&A transaction did not experience any significant change in corporate financial performance. , M.Com. (Finance)
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- Authors: Mulaudzi, Given Tshifhiwa
- Date: 2020
- Subjects: Consolidation and merger of corporations , Organizational change
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/456670 , uj:40462
- Description: Abstract: Mergers and acquisitions (M&A) have formed an important part of growth strategies for profit- seeking businesses over the years and the question of whether M&As have actually created or destroyed value has continuously been debated. A large body of research has investigated M&As and their resultant performance, however, there are still conflicting views on how to measure such performance. This study investigated the post-merger performance of companies listed on the Johannesburg Stock Exchange (JSE) with the primary goal of investigating whether an M&A transaction led to a change in corporate financial performance of the acquiring or newly merged company. It is widely accepted that investors approve M&A transactions if, and only if, the transaction is likely to yield positive returns. This study applied an accounting-based approach to measure pre- and post-merger performance. The accounting data before and after an M&A transaction was compared to identify any changes in corporate financial performance. The accounting ratios applied were operating profit margin, return on assets, return on equity and the return on capital. These ratios were then supported by economic value added (EVA®) to measure post- merger performance. The variables applied indicated no statistical evidence of post-merger corporate changes in financial performance. The same results were found when applying the accounting variables at an industry level. However, the EVA® for the property and asset management industry indicated a significant decrease in corporate financial performance. It was therefore concluded that the sample of companies that had entered into an M&A transaction did not experience any significant change in corporate financial performance. , M.Com. (Finance)
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The relationship between manager credibility, strategic alignment, and employee motivation
- Authors: Lees, Daisy
- Date: 2020
- Subjects: Organizational change , Leadership , Employee motivation
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/474708 , uj:42797
- Description: Abstract: In today’s competitive business environment organisations continuously seek opportunities to increase their competitiveness through the human capital they employ. A sound understanding of factors that influence organisational success could enable organisations to be proactive in implementing action plans that improve their competitive position and sustainability. This study sought to examine the relationship between manager credibility, strategic alignment, and motivation. The role of strategic alignment as a mediator between manager credibility and motivation was also explored. A quantitative research approach was undertaken, using secondary data obtained from a consultancy firm operating in the field of organisational development. The research instruments comprised of three questionnaires. The sample population consisted of 3,112 respondents who answered all the questions on the research instruments. The psychometric properties of the instruments were tested. Exploratory factor analysis was conducted on the instruments. The results of the study indicate that there was a positive relationship between all the variables. The three variables (manager credibility, strategic alignment, and motivation) were found to be significantly positively correlated... , M.Phil. (Leadership in Performance and Change)
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- Authors: Lees, Daisy
- Date: 2020
- Subjects: Organizational change , Leadership , Employee motivation
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/474708 , uj:42797
- Description: Abstract: In today’s competitive business environment organisations continuously seek opportunities to increase their competitiveness through the human capital they employ. A sound understanding of factors that influence organisational success could enable organisations to be proactive in implementing action plans that improve their competitive position and sustainability. This study sought to examine the relationship between manager credibility, strategic alignment, and motivation. The role of strategic alignment as a mediator between manager credibility and motivation was also explored. A quantitative research approach was undertaken, using secondary data obtained from a consultancy firm operating in the field of organisational development. The research instruments comprised of three questionnaires. The sample population consisted of 3,112 respondents who answered all the questions on the research instruments. The psychometric properties of the instruments were tested. Exploratory factor analysis was conducted on the instruments. The results of the study indicate that there was a positive relationship between all the variables. The three variables (manager credibility, strategic alignment, and motivation) were found to be significantly positively correlated... , M.Phil. (Leadership in Performance and Change)
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Antecedents of innovation in organisations : a gender perspective
- Authors: Steyn, Renier
- Date: 2019
- Subjects: Knowledge management , Creative ability in business , Organizational change , Technological innovations
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/439403 , uj:38228
- Description: Abstract: Background: A plethora of evidence suggests that innovation is central to organisational survival. Whilst most research points to gender diversity being useful in fostering innovation, the difference in the way men and women perceive the workplace, and the impact of these perceptions on their innovative work behaviour, are less pronounced. Aim: This research aims to assess the meaning men and women attach to organisational variables and the impact thereof on innovation. In identifying the gender-specific antecedents to innovative work behaviour, business leaders could adjust the workplace in order to optimise innovation in the workplace. Setting: Employed men and women, across several South African organisations, capable of reporting on their perception of the workplace, were included in the study. Method: A cross-sectional survey design was used to collect data on innovative work behaviour and acknowledged antecedents thereto. After eliminating instruments which were not measurement-invariant, the relationships between the variables were assessed. Results: Men perceived more support to innovate, and were marginally more innovative than women. When using instruments which were measurement-invariant, no practical significant differences in the relationships between innovation and its antecedents were found. Conclusion: While gender diversity may influence innovation in teams, gender matters little at an individual level. Men and women therefore react similarly to organisational forces. Managerial implications: Men and women react in a similar way to the variables included in the study, and the relationships between these variables are comparable across gender. Gender differentiation in arranging the work environment is therefore unwarranted. Contribution: This research presents empirical data enlightening a current socio-political matter, dealing with gender at an individual rather than at a collective level, applying state of the art methods, and concluding that at an individual level, men and women react to the workplace in no dissimilar manner. , Ph.D. (Leadership in Performance and Change)
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- Authors: Steyn, Renier
- Date: 2019
- Subjects: Knowledge management , Creative ability in business , Organizational change , Technological innovations
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/439403 , uj:38228
- Description: Abstract: Background: A plethora of evidence suggests that innovation is central to organisational survival. Whilst most research points to gender diversity being useful in fostering innovation, the difference in the way men and women perceive the workplace, and the impact of these perceptions on their innovative work behaviour, are less pronounced. Aim: This research aims to assess the meaning men and women attach to organisational variables and the impact thereof on innovation. In identifying the gender-specific antecedents to innovative work behaviour, business leaders could adjust the workplace in order to optimise innovation in the workplace. Setting: Employed men and women, across several South African organisations, capable of reporting on their perception of the workplace, were included in the study. Method: A cross-sectional survey design was used to collect data on innovative work behaviour and acknowledged antecedents thereto. After eliminating instruments which were not measurement-invariant, the relationships between the variables were assessed. Results: Men perceived more support to innovate, and were marginally more innovative than women. When using instruments which were measurement-invariant, no practical significant differences in the relationships between innovation and its antecedents were found. Conclusion: While gender diversity may influence innovation in teams, gender matters little at an individual level. Men and women therefore react similarly to organisational forces. Managerial implications: Men and women react in a similar way to the variables included in the study, and the relationships between these variables are comparable across gender. Gender differentiation in arranging the work environment is therefore unwarranted. Contribution: This research presents empirical data enlightening a current socio-political matter, dealing with gender at an individual rather than at a collective level, applying state of the art methods, and concluding that at an individual level, men and women react to the workplace in no dissimilar manner. , Ph.D. (Leadership in Performance and Change)
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The relationship between person-environment fit and job stress : a vocational interest perspective
- Authors: Mashadza, Itseng Tlamelo
- Date: 2019
- Subjects: Job stress , Organizational change , Personnel management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/414789 , uj:34997
- Description: Abstract: The world of work has changed and continues to change and this, in turn, has changed the values, skills, and expectations of individuals. In order for individuals to survive and keep up with constantly changing trends, individuals may find themselves in jobs that are not in line with their vocational interests. Vocational interests have been investigated in the field of psychology and been used to predict various work related outcomes. One potential outcome of working in a job that does not match one’s interests is stress. The aim of this quantitative crosssectional design study was to investigate the relationship between person-environment fit from the perspective of vocational interests and work stress. More specifically, this study aimed to investigate the relationships between (a) person-environment fit and general work stress and (b) person-environment fit and eight different sources of work stress (role ambiguity, relationships, work-load, autonomy, tools and equipment, physical environment, career advancement, job security and work/home interface). The study also investigated the structural validity of Holland’s model in Botswana as a precursor to investigating the aforementioned relationships. This study used the South African Career Interest Inventory and the Sources of Work Stress Inventory. These questionnaires were administered to 210 employees from various sectors in Botswana. Person-environment fit was measured using three different congruence measures, namely (a) the Brown-Gore index, (b) Euclidean distances, and (c) profile similarity correlations. The correlation coefficients indicated that person-environment fit had a small albeit statistically significant negative relationship with general work stress. Lack of autonomy also showed a small statistically significant negative relationship with person-environment fit. The structure of Holland’s vocational/personality model was inspected using multidimensional scaling and the randomisation test of hypothesised order relations. The correct Realistic, Investigative, Artistic, Social, Enterprising, and Conventional ordering was identified within the obtained data, and satisfactory fit to a circumplex model was found. However, the location of the aforementioned interest types in this model was not in the shape of a perfect hexagon. These results hold implications for the use of Holland’s model in the work context and in Botswana. , M.Phil. (Industrial Psychology)
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- Authors: Mashadza, Itseng Tlamelo
- Date: 2019
- Subjects: Job stress , Organizational change , Personnel management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/414789 , uj:34997
- Description: Abstract: The world of work has changed and continues to change and this, in turn, has changed the values, skills, and expectations of individuals. In order for individuals to survive and keep up with constantly changing trends, individuals may find themselves in jobs that are not in line with their vocational interests. Vocational interests have been investigated in the field of psychology and been used to predict various work related outcomes. One potential outcome of working in a job that does not match one’s interests is stress. The aim of this quantitative crosssectional design study was to investigate the relationship between person-environment fit from the perspective of vocational interests and work stress. More specifically, this study aimed to investigate the relationships between (a) person-environment fit and general work stress and (b) person-environment fit and eight different sources of work stress (role ambiguity, relationships, work-load, autonomy, tools and equipment, physical environment, career advancement, job security and work/home interface). The study also investigated the structural validity of Holland’s model in Botswana as a precursor to investigating the aforementioned relationships. This study used the South African Career Interest Inventory and the Sources of Work Stress Inventory. These questionnaires were administered to 210 employees from various sectors in Botswana. Person-environment fit was measured using three different congruence measures, namely (a) the Brown-Gore index, (b) Euclidean distances, and (c) profile similarity correlations. The correlation coefficients indicated that person-environment fit had a small albeit statistically significant negative relationship with general work stress. Lack of autonomy also showed a small statistically significant negative relationship with person-environment fit. The structure of Holland’s vocational/personality model was inspected using multidimensional scaling and the randomisation test of hypothesised order relations. The correct Realistic, Investigative, Artistic, Social, Enterprising, and Conventional ordering was identified within the obtained data, and satisfactory fit to a circumplex model was found. However, the location of the aforementioned interest types in this model was not in the shape of a perfect hexagon. These results hold implications for the use of Holland’s model in the work context and in Botswana. , M.Phil. (Industrial Psychology)
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A framework for managing interface and change control in a multi-discipline project environment
- Authors: Feuth, Johan
- Date: 2018
- Subjects: Project managers , Project management , Organizational change , Creative ability in business
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/269286 , uj:28606
- Description: M.Phil. (Engineering Management) , Abstract: Design, engineering and construction projects are inherently complex by nature, let alone when multiple disciplines and organisations are involved. The rapid development of technology, size of projects and speed to market are all factors to consider to remain competitive, efficient and profitable in a global market. Engineering managers are finding it increasingly more important to be equipped with additional administrative and commercial skills to adapt to continuously changing environments. Organisations are forced to be innovative and creative by developing effective management and planning strategies with sound decision making processes. All stakeholders are required to pay more attention to the difficulties and problems experienced with interfacing and change control than ever before. This study presents the problems experienced with interface and change control management and the benefits of implementing effective interface and change control processes. Interface and change control management frameworks are proposed to mitigate the impact of problems by encouraging meaningful communication between all stakeholders to focus on the objectives to complete projects successfully within time, budget and to performance requirements.
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- Authors: Feuth, Johan
- Date: 2018
- Subjects: Project managers , Project management , Organizational change , Creative ability in business
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/269286 , uj:28606
- Description: M.Phil. (Engineering Management) , Abstract: Design, engineering and construction projects are inherently complex by nature, let alone when multiple disciplines and organisations are involved. The rapid development of technology, size of projects and speed to market are all factors to consider to remain competitive, efficient and profitable in a global market. Engineering managers are finding it increasingly more important to be equipped with additional administrative and commercial skills to adapt to continuously changing environments. Organisations are forced to be innovative and creative by developing effective management and planning strategies with sound decision making processes. All stakeholders are required to pay more attention to the difficulties and problems experienced with interfacing and change control than ever before. This study presents the problems experienced with interface and change control management and the benefits of implementing effective interface and change control processes. Interface and change control management frameworks are proposed to mitigate the impact of problems by encouraging meaningful communication between all stakeholders to focus on the objectives to complete projects successfully within time, budget and to performance requirements.
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The effect of change and interdepartmental conflict on work identity : the mediating effect of organisational trust
- Authors: Van Tonder, Louis Jan
- Date: 2018
- Subjects: Organizational change , Diversity in the workplace , Interpersonal relations , Work environment - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/296114 , uj:32257
- Description: Abstract: Orientation: Employees play a significant role in any organisation, and it is becoming increasingly complex for organisations to attract and retain talent. Furthermore, organisations are challenged to instil and sustain high-performance cultures. Apart from knowledge and skills, organisational performance depends greatly on employee motivation and commitment. Work identity has been identified as the root cause for many employee behaviours that, in turn, affect organisational outcomes. Work identity plays an important role in employee commitment, loyalty, stability, group- and inter-group relations, and collaboration. Research purpose: The main purpose of the study was to investigate the relationship between interdepartmental conflict, organisational change, and work identity, and whether organisational trust mediates these relationships. The study was conducted in two South African temporary employment services organisations representative of a diverse workforce, who were in the process of merging... , M.Com.
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- Authors: Van Tonder, Louis Jan
- Date: 2018
- Subjects: Organizational change , Diversity in the workplace , Interpersonal relations , Work environment - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/296114 , uj:32257
- Description: Abstract: Orientation: Employees play a significant role in any organisation, and it is becoming increasingly complex for organisations to attract and retain talent. Furthermore, organisations are challenged to instil and sustain high-performance cultures. Apart from knowledge and skills, organisational performance depends greatly on employee motivation and commitment. Work identity has been identified as the root cause for many employee behaviours that, in turn, affect organisational outcomes. Work identity plays an important role in employee commitment, loyalty, stability, group- and inter-group relations, and collaboration. Research purpose: The main purpose of the study was to investigate the relationship between interdepartmental conflict, organisational change, and work identity, and whether organisational trust mediates these relationships. The study was conducted in two South African temporary employment services organisations representative of a diverse workforce, who were in the process of merging... , M.Com.
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Towards a transformational change leadership framework for implementing Broad-Based Black Economic Empowerment in South African businesses
- Authors: Grobler, Corlé
- Date: 2018
- Subjects: Black Economic Empowerment (Program : South Africa) , Blacks - Employment - South Africa , Employee empowerment - South Africa , Blacks - South Africa - Economic conditions , Organizational change , South Africa. Broad-Based Black Economic Empowerment Act, 2003
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271669 , uj:28899
- Description: M.Phil. (Human Resource Management) , Abstract: Post-apartheid South Africa is characterised by enduring inequality, poor economic growth, high unemployment, poverty, poor education, and a lack of skills. To redress the social, political, and economic inequalities of the past, government enacted various transformational statutes. The Broad-based Black Economic Empowerment Act was promulgated to enable transformation to an inclusive economy. The process of transformation necessitates thoughtful, managed change. However, the implementation of Broad-based Black Economic empowerment has often been compliance-driven, and did not result in sustained transformation. The purpose of this study was to establish whether a transformational change leadership framework could be used for the effective implementation of Broad-based Black Economic Empowerment, and to what extent Kotter’s Eight-step Change Leadership Model could be applied. A qualitative case study research design was used, with a constructivist research philosophy. Data were collected through five semi-structured interviews and the review of companies’ integrated annual reports. Thematic analysis was used deductively to identify, organise, compare, and describe themes under the headings of Kotter’s eight steps and other transformational change management model phases. The study established that Kotter’s Model could be applied in the implementation of transformation. Conceptually, it emerged that a transformational change leadership framework for the implementation of Broad-based Black Economic Empowerment...
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- Authors: Grobler, Corlé
- Date: 2018
- Subjects: Black Economic Empowerment (Program : South Africa) , Blacks - Employment - South Africa , Employee empowerment - South Africa , Blacks - South Africa - Economic conditions , Organizational change , South Africa. Broad-Based Black Economic Empowerment Act, 2003
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271669 , uj:28899
- Description: M.Phil. (Human Resource Management) , Abstract: Post-apartheid South Africa is characterised by enduring inequality, poor economic growth, high unemployment, poverty, poor education, and a lack of skills. To redress the social, political, and economic inequalities of the past, government enacted various transformational statutes. The Broad-based Black Economic Empowerment Act was promulgated to enable transformation to an inclusive economy. The process of transformation necessitates thoughtful, managed change. However, the implementation of Broad-based Black Economic empowerment has often been compliance-driven, and did not result in sustained transformation. The purpose of this study was to establish whether a transformational change leadership framework could be used for the effective implementation of Broad-based Black Economic Empowerment, and to what extent Kotter’s Eight-step Change Leadership Model could be applied. A qualitative case study research design was used, with a constructivist research philosophy. Data were collected through five semi-structured interviews and the review of companies’ integrated annual reports. Thematic analysis was used deductively to identify, organise, compare, and describe themes under the headings of Kotter’s eight steps and other transformational change management model phases. The study established that Kotter’s Model could be applied in the implementation of transformation. Conceptually, it emerged that a transformational change leadership framework for the implementation of Broad-based Black Economic Empowerment...
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Managing change during systems implementation at an engineering organization
- Authors: Fajandar, Imtiaz
- Date: 2017
- Subjects: Customer relations - Management , Organizational change - Management , Organizational change , Manufacturing industries
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/262940 , uj:27791
- Description: M.Ing. (Engineering Management) , Abstract: In recent years, organizational change and Customer Relationship Management implementation have become critical for organizations globally, due to the pressures of changing customer needs, competition rapidly increasing, technological developments, evolving work forces and new government regulations, despite records showing their high failure rates. Organizations have been forced to move from product orientated business strategies to customer focused business strategies. The ability to manage such organizational changes is important in facilitating the fruitful result of a CRM initiative. In descriptive case studies, an engineering company with a large market share and geographical monopoly was researched. Due to the challenges involved in facilitating a successful outcome in a CRM initiative, various elements will be considered from both an organizational change as well as CRM implementation point of view. This research will focus on the people aspect of change, including the influence of management support and customer focused cultures in organizations to successfully manage change in organizations. Despite literature showing CRM failure was high due to organizational change. This study utilized a case study research design. The research provides insight into change management practices as well as influential factors in managing change. By compiling a detailed literature review, the various factors evaluated show this can be possible, conclusions are generated and a number of recommendations provided.
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- Authors: Fajandar, Imtiaz
- Date: 2017
- Subjects: Customer relations - Management , Organizational change - Management , Organizational change , Manufacturing industries
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/262940 , uj:27791
- Description: M.Ing. (Engineering Management) , Abstract: In recent years, organizational change and Customer Relationship Management implementation have become critical for organizations globally, due to the pressures of changing customer needs, competition rapidly increasing, technological developments, evolving work forces and new government regulations, despite records showing their high failure rates. Organizations have been forced to move from product orientated business strategies to customer focused business strategies. The ability to manage such organizational changes is important in facilitating the fruitful result of a CRM initiative. In descriptive case studies, an engineering company with a large market share and geographical monopoly was researched. Due to the challenges involved in facilitating a successful outcome in a CRM initiative, various elements will be considered from both an organizational change as well as CRM implementation point of view. This research will focus on the people aspect of change, including the influence of management support and customer focused cultures in organizations to successfully manage change in organizations. Despite literature showing CRM failure was high due to organizational change. This study utilized a case study research design. The research provides insight into change management practices as well as influential factors in managing change. By compiling a detailed literature review, the various factors evaluated show this can be possible, conclusions are generated and a number of recommendations provided.
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Managing change in an engineering organisation
- Authors: Junkoon, Larissa
- Date: 2017
- Subjects: Organizational change , Corporate reorganizations , Reengineering (Management)
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/269771 , uj:28662
- Description: Abstract: The purpose of this study was to achieve an understanding of the factors which contribute to organisational change resistance by engineers in a civil engineering consulting organisation in order to better manage them in future. The research was conducted within a civil engineering consulting organisation which implemented an organisational change initiative. The organisation carried out change readiness surveys on a regular basis during the organisational change initiative, the data of which provided the research problem and was also used as a basis for the study. It was clear from this data that there was little to no interest from most of the engineers (and other technical staff) within the organisation. The literature review provided a list of factors which contribute to organisational change resistance . Many common reasons for resistance were found within various professions as well as many ways in which these resistances can be reduced. The background obtained from the literature review assisted in drafting a questionnaire that was sent out to all employees in order to establish the applicable reasons within the case organisation. Available documents on the organisational change were also analysed to understand if similar trends as compared to the questionnaire and literature were found. After these were compared, a number of steps the organisation should take during future organisational changes were put forth to assist in reducing employee resistance. The intention of this research was to add to the engineering management fraternity by identifying the factors that cause employee resistance to organisational change by engineers and to find appropriate change management methods or steps to better manage the resistance during future change initiatives. If these factors are known, they can be managed and can help to ensure earlier commitment by employees to the change. , M.Ing. (Engineering Management)
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- Authors: Junkoon, Larissa
- Date: 2017
- Subjects: Organizational change , Corporate reorganizations , Reengineering (Management)
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/269771 , uj:28662
- Description: Abstract: The purpose of this study was to achieve an understanding of the factors which contribute to organisational change resistance by engineers in a civil engineering consulting organisation in order to better manage them in future. The research was conducted within a civil engineering consulting organisation which implemented an organisational change initiative. The organisation carried out change readiness surveys on a regular basis during the organisational change initiative, the data of which provided the research problem and was also used as a basis for the study. It was clear from this data that there was little to no interest from most of the engineers (and other technical staff) within the organisation. The literature review provided a list of factors which contribute to organisational change resistance . Many common reasons for resistance were found within various professions as well as many ways in which these resistances can be reduced. The background obtained from the literature review assisted in drafting a questionnaire that was sent out to all employees in order to establish the applicable reasons within the case organisation. Available documents on the organisational change were also analysed to understand if similar trends as compared to the questionnaire and literature were found. After these were compared, a number of steps the organisation should take during future organisational changes were put forth to assist in reducing employee resistance. The intention of this research was to add to the engineering management fraternity by identifying the factors that cause employee resistance to organisational change by engineers and to find appropriate change management methods or steps to better manage the resistance during future change initiatives. If these factors are known, they can be managed and can help to ensure earlier commitment by employees to the change. , M.Ing. (Engineering Management)
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Exploring employees’ perceptions towards structural change
- Phelane, Mankgotjetje Lazarus
- Authors: Phelane, Mankgotjetje Lazarus
- Date: 2016
- Subjects: Organizational change , Employees - Attitudes , Ekurhuleni (South Africa)
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/225896 , uj:22827
- Description: M.Com. (Business Management) , Abstract: The complexity of political, regulatory, and technological changes confronting most organisations has made radical organisational change and adaptation a central research issue. Change is inescapable in today’s business and it affects employees in any organisation. Ekurhuleni Metropolitan Municipality identified an institutional review as one of its flagship programmes which resulted in establishment of new departments and new functions. The review of the structure left employees with different view points. The purpose of this study was to explore employees’ perceptions towards the structural change. The research was conducted through semi-structured interviews with two senior managers and three middle managers, as well as focus group interviews with twenty employees below management level in different occupation categories. The data was collected through audio recording and transcription of participants’ responses during the interviews. The data was analysed through a coding system where findings were identified and recommentions were made. This allowed the researcher to extract the intricacies involved and gather a more comprehensive overview of the process. It also permitted the researcher’s own questions and uncertainties pertaining the change process to be addressed and clarified where it would have otherwise being difficult to do so. The study was based on ascertaining the ability of the employer to use their leadership capabilities and its employees to reflect a strategic orientated entity during a transition while achieving its service delivery imperatives. Judging from the interviews, responses depicted an inconsistent awareness of this process. This finding implied that the cascading of information was perhaps defined by a hierarchy and the suggestions of employees to seek information related to this structural change process alluded to individuals who are expressing an interest to serve as custodians of the change process. However this can only be made possible if they are aware of what is taking place and their opinions and views are considered.
- Full Text:
- Authors: Phelane, Mankgotjetje Lazarus
- Date: 2016
- Subjects: Organizational change , Employees - Attitudes , Ekurhuleni (South Africa)
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/225896 , uj:22827
- Description: M.Com. (Business Management) , Abstract: The complexity of political, regulatory, and technological changes confronting most organisations has made radical organisational change and adaptation a central research issue. Change is inescapable in today’s business and it affects employees in any organisation. Ekurhuleni Metropolitan Municipality identified an institutional review as one of its flagship programmes which resulted in establishment of new departments and new functions. The review of the structure left employees with different view points. The purpose of this study was to explore employees’ perceptions towards the structural change. The research was conducted through semi-structured interviews with two senior managers and three middle managers, as well as focus group interviews with twenty employees below management level in different occupation categories. The data was collected through audio recording and transcription of participants’ responses during the interviews. The data was analysed through a coding system where findings were identified and recommentions were made. This allowed the researcher to extract the intricacies involved and gather a more comprehensive overview of the process. It also permitted the researcher’s own questions and uncertainties pertaining the change process to be addressed and clarified where it would have otherwise being difficult to do so. The study was based on ascertaining the ability of the employer to use their leadership capabilities and its employees to reflect a strategic orientated entity during a transition while achieving its service delivery imperatives. Judging from the interviews, responses depicted an inconsistent awareness of this process. This finding implied that the cascading of information was perhaps defined by a hierarchy and the suggestions of employees to seek information related to this structural change process alluded to individuals who are expressing an interest to serve as custodians of the change process. However this can only be made possible if they are aware of what is taking place and their opinions and views are considered.
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Validating a leadership model for stimulating innovation
- Authors: Naidoo, S.
- Date: 2016
- Subjects: Creative ability in business - Management , Leadership , Technological innovations - Management , Organizational change , Success in business
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/83137 , uj:19056
- Description: Abstract: The rapid changes and challenges in the macro external context, leading to an emerging new world force organisations to rethink and recalibrate on a continuous basis if they want to become competitive, and in the long term sustainable (Hewitt, 2012). Organisations recurrently mark their call to explore, create and to implement new ideas in order to remain ahead of competitors, generate profits and maintain a competitive global advantage (Slatten & Mehmetoglu, 2011). This necessitates the need amongst organisations to become more innovative; to diversify their products and services; introduce new technology and to pursue new leadership practices (Scott & Bruce, 1994; Zhao, 2005). Employees play a vital role in building an innovative workplace in terms of processes, procedures and functions. Additionally, leaders play a critical role in terms of motivating and triggering employees to accomplish a collective vision of cultivating innovative behaviour. The understanding of influential leadership behaviours and characteristics is therefore crucial in fostering successful innovative behaviour from employees within an organisation (Vroom & Jago, 2007). The aim of the study was to investigate the relationship amongst the leadership latent variables; rewards, resources and leadership vision as encapsulated in de Jong and Den Hartog’s (2007) conceptual framework for stimulating innovation. Understanding the relationship between the latent variables rewards, resources, leadership vision and innovation, allows leadership to be in a position to partially understand what might contribute to the generation and implementation of innovative ideas, thereby increasing innovation. Consequently, leaders can use these findings as managerial tools for stimulating more innovative output and thereby cultivate an innovative culture throughout the organisation. This in turn will lead to competitive high performing organisations... , M.Phil.
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- Authors: Naidoo, S.
- Date: 2016
- Subjects: Creative ability in business - Management , Leadership , Technological innovations - Management , Organizational change , Success in business
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/83137 , uj:19056
- Description: Abstract: The rapid changes and challenges in the macro external context, leading to an emerging new world force organisations to rethink and recalibrate on a continuous basis if they want to become competitive, and in the long term sustainable (Hewitt, 2012). Organisations recurrently mark their call to explore, create and to implement new ideas in order to remain ahead of competitors, generate profits and maintain a competitive global advantage (Slatten & Mehmetoglu, 2011). This necessitates the need amongst organisations to become more innovative; to diversify their products and services; introduce new technology and to pursue new leadership practices (Scott & Bruce, 1994; Zhao, 2005). Employees play a vital role in building an innovative workplace in terms of processes, procedures and functions. Additionally, leaders play a critical role in terms of motivating and triggering employees to accomplish a collective vision of cultivating innovative behaviour. The understanding of influential leadership behaviours and characteristics is therefore crucial in fostering successful innovative behaviour from employees within an organisation (Vroom & Jago, 2007). The aim of the study was to investigate the relationship amongst the leadership latent variables; rewards, resources and leadership vision as encapsulated in de Jong and Den Hartog’s (2007) conceptual framework for stimulating innovation. Understanding the relationship between the latent variables rewards, resources, leadership vision and innovation, allows leadership to be in a position to partially understand what might contribute to the generation and implementation of innovative ideas, thereby increasing innovation. Consequently, leaders can use these findings as managerial tools for stimulating more innovative output and thereby cultivate an innovative culture throughout the organisation. This in turn will lead to competitive high performing organisations... , M.Phil.
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The relationship between strategic leadership and employee performance in a parastatal
- Dhanphat, N., Mokgahla, N., Jansen, A.
- Authors: Dhanphat, N. , Mokgahla, N. , Jansen, A.
- Date: 2015-06-08
- Subjects: Transformational leadership , Government business enterprises , Performance - Management , Organizational change , Leadership
- Type: Article
- Identifier: uj:6184 , http://hdl.handle.net/10210/14070
- Description: There is a plethora of leadership literature which place emphasis on the importance of leadership in the performance of employees and organizations. Strategic leadership is of particular interest since this has been a focus in organizations. Strategic leadership is defined by Hitt, Ireland and Hoskisson (2004) as the ability to foresee, envisage, maintain flexibility, and empower others to create strategic change as necessary as part of organizational process. Since the literature on strategic leadership is still in development, parallels are drawn between strategic leadership and transformational leadership styles. This paper aims to understand the relationship between employees’ perceptions of strategic leadership (transformational leadership) of their leaders and employee performance within a South African parastatal. The Multifactor Leadership Questionnaire (MLQ) was used to collect data on leadership styles. The psychometric properties of validity and reliability were assessed using Factor Analysis and Cronbach’s Coefficient Alpha. Descriptive and inferential statistics were used to analyze data. The findings reflect that there is a positive linear and significant relationship between strategic leadership and employee performance. Based on the results of the study, recommendations are provided, which when implemented have the potential to enhance employee performance.
- Full Text: false
- Authors: Dhanphat, N. , Mokgahla, N. , Jansen, A.
- Date: 2015-06-08
- Subjects: Transformational leadership , Government business enterprises , Performance - Management , Organizational change , Leadership
- Type: Article
- Identifier: uj:6184 , http://hdl.handle.net/10210/14070
- Description: There is a plethora of leadership literature which place emphasis on the importance of leadership in the performance of employees and organizations. Strategic leadership is of particular interest since this has been a focus in organizations. Strategic leadership is defined by Hitt, Ireland and Hoskisson (2004) as the ability to foresee, envisage, maintain flexibility, and empower others to create strategic change as necessary as part of organizational process. Since the literature on strategic leadership is still in development, parallels are drawn between strategic leadership and transformational leadership styles. This paper aims to understand the relationship between employees’ perceptions of strategic leadership (transformational leadership) of their leaders and employee performance within a South African parastatal. The Multifactor Leadership Questionnaire (MLQ) was used to collect data on leadership styles. The psychometric properties of validity and reliability were assessed using Factor Analysis and Cronbach’s Coefficient Alpha. Descriptive and inferential statistics were used to analyze data. The findings reflect that there is a positive linear and significant relationship between strategic leadership and employee performance. Based on the results of the study, recommendations are provided, which when implemented have the potential to enhance employee performance.
- Full Text: false
A comparison between the mental models of entrepreneurs involved in successful and unsuccessful entrepreneurial activity
- Authors: Le Roux, Suzette Johanna
- Date: 2015
- Subjects: Entrepreneurship , Organizational change , Economic development , Businesspeople , Success in business
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/374712 , http://hdl.handle.net/10210/82617 , uj:18980
- Description: Abstract:Orientation As an entrepreneur/mentor, I am fascinated by the issue of why some start-up businesses flourish and others struggle to survive. In line with this and in order to increase understanding of entrepreneurial success, there is, as Bakker, Curşeu, and Vermeulen (2007) state, a need for empirical research to be conducted into the thought processes of entrepreneurs during strategic decision-making. In this study I endeavoured to discover why so many businesses fail and, subsequently, find a way to improve the success rate of novice entrepreneurs by exploring the mental models that support their decision-making. Research question The research question that guided the study investigated the differences between the mental models of entrepreneurs involved in successful businesses and those involved in unsuccessful entrepreneurial activity. Research aim and objectives The aim of the study was to explore and describe the concrete experiences and mental models of a small group of entrepreneurs, of which I was one. The following key objectives were identified for the study: To identify the critical elements of the mental models of entrepreneurs involved in successful entrepreneurial activity To ascertain the way in which the mental models of entrepreneurs involved in successful entrepreneurial activity differ from those involved in unsuccessful entrepreneurial activity To suggest interventions that would be appropriate for altering the mental models of entrepreneurs involved in unsuccessful activity so that they resemble the mental models of those involved in successful entrepreneurial activity... , D.Phil.
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- Authors: Le Roux, Suzette Johanna
- Date: 2015
- Subjects: Entrepreneurship , Organizational change , Economic development , Businesspeople , Success in business
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/374712 , http://hdl.handle.net/10210/82617 , uj:18980
- Description: Abstract:Orientation As an entrepreneur/mentor, I am fascinated by the issue of why some start-up businesses flourish and others struggle to survive. In line with this and in order to increase understanding of entrepreneurial success, there is, as Bakker, Curşeu, and Vermeulen (2007) state, a need for empirical research to be conducted into the thought processes of entrepreneurs during strategic decision-making. In this study I endeavoured to discover why so many businesses fail and, subsequently, find a way to improve the success rate of novice entrepreneurs by exploring the mental models that support their decision-making. Research question The research question that guided the study investigated the differences between the mental models of entrepreneurs involved in successful businesses and those involved in unsuccessful entrepreneurial activity. Research aim and objectives The aim of the study was to explore and describe the concrete experiences and mental models of a small group of entrepreneurs, of which I was one. The following key objectives were identified for the study: To identify the critical elements of the mental models of entrepreneurs involved in successful entrepreneurial activity To ascertain the way in which the mental models of entrepreneurs involved in successful entrepreneurial activity differ from those involved in unsuccessful entrepreneurial activity To suggest interventions that would be appropriate for altering the mental models of entrepreneurs involved in unsuccessful activity so that they resemble the mental models of those involved in successful entrepreneurial activity... , D.Phil.
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Features that contribute to senior female representation at an organisation
- Authors: Palmer, Alison
- Date: 2015
- Subjects: Women executives , Organizational change , Financial services industry - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/124612 , uj:20939
- Description: Abstract: The Business Women’s Association of South Africa’s Women in Leadership Census 2015 reported that only 34 of 273 JSE-listed companies and 20 state-owned enterprises had 25% or more female representation at executive manager- and board level (BWASA, 2015). Research for this minor-dissertation was carried out in one of these organisations. The gendered nature of organisations and an organisation’s influence on its employees’ gendered behaviour in the working environment, have not yet been examined in the South African financial services context. There is, therefore, a need to investigate organisations that appear to exhibit both traditional and non-traditional gendered behaviour, to better understand the underlying factors and organisational features that contribute to this behaviour. The aim of this study was to identify the organisational features that contributed to a high representation of women executives in an organisation operating within the male-dominated South African financial services industry. A case study strategy was utilised. The unit of analysis was senior and executive managers. A Glaserian grounded theory approach was employed, and the use of semi-structured interviews allowed for the emergence of themes that could be further interrogated, ultimately developing theory to explain the phenomenon being studied. Following Bhaskar’s (2008) critical realist stratified ontology, it was found that a key factor was the composition of the candidate pool from which executive positions had been filled. Through a process of retroduction, two features were identified as having had an impact on the candidate pool, the first being the organisation’s attractiveness as perceived by those outside the organisation. The second feature that influenced the number of women at executive level at FS Org was the role of gatekeeper played by the CEO. This study contributes to the existing body of knowledge regarding the gendered organisation, and identifies features that have promoted women’s advancement in this specific case. Recommendations are provided for further research to gain insight into organisational features across industries that contribute to the representation of women at executive management level. , M.Phil.
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- Authors: Palmer, Alison
- Date: 2015
- Subjects: Women executives , Organizational change , Financial services industry - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/124612 , uj:20939
- Description: Abstract: The Business Women’s Association of South Africa’s Women in Leadership Census 2015 reported that only 34 of 273 JSE-listed companies and 20 state-owned enterprises had 25% or more female representation at executive manager- and board level (BWASA, 2015). Research for this minor-dissertation was carried out in one of these organisations. The gendered nature of organisations and an organisation’s influence on its employees’ gendered behaviour in the working environment, have not yet been examined in the South African financial services context. There is, therefore, a need to investigate organisations that appear to exhibit both traditional and non-traditional gendered behaviour, to better understand the underlying factors and organisational features that contribute to this behaviour. The aim of this study was to identify the organisational features that contributed to a high representation of women executives in an organisation operating within the male-dominated South African financial services industry. A case study strategy was utilised. The unit of analysis was senior and executive managers. A Glaserian grounded theory approach was employed, and the use of semi-structured interviews allowed for the emergence of themes that could be further interrogated, ultimately developing theory to explain the phenomenon being studied. Following Bhaskar’s (2008) critical realist stratified ontology, it was found that a key factor was the composition of the candidate pool from which executive positions had been filled. Through a process of retroduction, two features were identified as having had an impact on the candidate pool, the first being the organisation’s attractiveness as perceived by those outside the organisation. The second feature that influenced the number of women at executive level at FS Org was the role of gatekeeper played by the CEO. This study contributes to the existing body of knowledge regarding the gendered organisation, and identifies features that have promoted women’s advancement in this specific case. Recommendations are provided for further research to gain insight into organisational features across industries that contribute to the representation of women at executive management level. , M.Phil.
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Analysing change management for a decentralised academic library in the knowledge economy
- Authors: Mabunda, Tiyani Tyson
- Date: 2014-10-20
- Subjects: Knowledge economy , Academic libraries - Management , Organizational change
- Type: Thesis
- Identifier: uj:12625 , http://hdl.handle.net/10210/12445
- Description: M.Com. (Business Management) , In the knowledge economy, the service delivery models, organisational structure and staffing, facilities, and workflows and procedures in academic libraries are changing continuously. Current technological growth and advancement is enabling academic libraries to change the way they deliver service to clients, redefining the academic library collection in order to meet the changing needs of clients and remain relevant. The focus of the study presented in this minor dissertation is to analyse and understand how change in terms of technology is managed in a decentralised academic library in a higher education institution (HEI) of South Africa. Change is something that is happening in most organisations on a daily basis, and academic libraries should be active in responding to change because of the vital role in supporting teaching, learning and research at HEI level. If the academic library can manage change in a planned manner, they would progress in effectively meeting the information needs of their clients. This study was placed within a qualitative research paradigm. A case study design presented the study with the opportunity to analyse the feelings, opinion and experience of the participants and ensured that the real life events are investigated. Semi-structured individual interviews were used to collect data for the purpose of this study. The most significant finding of this study is the emphasis on the importance of change management in the library and the need for effective communication in order to achieve low employee resistance to change. The majority of the research participants felt that technological change is improving the level of library service to clients. The findings enabled the researcher to make recommendations for future change practice in academic libraries.
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- Authors: Mabunda, Tiyani Tyson
- Date: 2014-10-20
- Subjects: Knowledge economy , Academic libraries - Management , Organizational change
- Type: Thesis
- Identifier: uj:12625 , http://hdl.handle.net/10210/12445
- Description: M.Com. (Business Management) , In the knowledge economy, the service delivery models, organisational structure and staffing, facilities, and workflows and procedures in academic libraries are changing continuously. Current technological growth and advancement is enabling academic libraries to change the way they deliver service to clients, redefining the academic library collection in order to meet the changing needs of clients and remain relevant. The focus of the study presented in this minor dissertation is to analyse and understand how change in terms of technology is managed in a decentralised academic library in a higher education institution (HEI) of South Africa. Change is something that is happening in most organisations on a daily basis, and academic libraries should be active in responding to change because of the vital role in supporting teaching, learning and research at HEI level. If the academic library can manage change in a planned manner, they would progress in effectively meeting the information needs of their clients. This study was placed within a qualitative research paradigm. A case study design presented the study with the opportunity to analyse the feelings, opinion and experience of the participants and ensured that the real life events are investigated. Semi-structured individual interviews were used to collect data for the purpose of this study. The most significant finding of this study is the emphasis on the importance of change management in the library and the need for effective communication in order to achieve low employee resistance to change. The majority of the research participants felt that technological change is improving the level of library service to clients. The findings enabled the researcher to make recommendations for future change practice in academic libraries.
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Towards the sixth generation of R and D management
- Authors: Kensen, Alex Kwaku
- Date: 2014-09-17
- Subjects: Research, Industrial - Management , Technological innovations - Management , Organizational change , Strategic planning
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/383538 , uj:12331 , http://hdl.handle.net/10210/12118
- Description: M.Ing. (Engineering Management) , It is apparent that understanding the link between the role of innovation in competitiveness and economic development is essential. This is because innovation ultimately holds the key to addressing the most pressing social and human challenges of nations. In the past, some organizations viewed research and development (R & D) as an intangible process that is difficult to manage and measure. However, the upsurge in enabling technologies such as the internet is changing such perceptions of managing R & D processes, which is now moving from a technology-oriented model to one that is more interactive and collaborative. Moreover, organizations that have a clear understanding of R & D management have great successes in exploiting it to speed up the commercialization of new technologies that enable them to achieve numerous competitive benefits such as first-to-market advantages, greater market shares for their innovations, premium prices and dominant designs relative to their counterparts. While it is evident that there is increased focus on fine-tuning R & D management processes, the majority of these efforts were confined to the USA, Europe, Asia and other developed economies, with limited developments in the less developed economies like those in Africa. This dissertation explores the five generations of R & D management practices and attempts to predict the best practices that managers will adopt in the R & D sixth generation. The findings suggest that the sixth generation will be characterized by greater multi-disciplinary approaches emphasizing cross-functional communication, collaboration, as well as greater inclusion of stakeholders such as suppliers, customers and partners in the full life cycle of R & D process.
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- Authors: Kensen, Alex Kwaku
- Date: 2014-09-17
- Subjects: Research, Industrial - Management , Technological innovations - Management , Organizational change , Strategic planning
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/383538 , uj:12331 , http://hdl.handle.net/10210/12118
- Description: M.Ing. (Engineering Management) , It is apparent that understanding the link between the role of innovation in competitiveness and economic development is essential. This is because innovation ultimately holds the key to addressing the most pressing social and human challenges of nations. In the past, some organizations viewed research and development (R & D) as an intangible process that is difficult to manage and measure. However, the upsurge in enabling technologies such as the internet is changing such perceptions of managing R & D processes, which is now moving from a technology-oriented model to one that is more interactive and collaborative. Moreover, organizations that have a clear understanding of R & D management have great successes in exploiting it to speed up the commercialization of new technologies that enable them to achieve numerous competitive benefits such as first-to-market advantages, greater market shares for their innovations, premium prices and dominant designs relative to their counterparts. While it is evident that there is increased focus on fine-tuning R & D management processes, the majority of these efforts were confined to the USA, Europe, Asia and other developed economies, with limited developments in the less developed economies like those in Africa. This dissertation explores the five generations of R & D management practices and attempts to predict the best practices that managers will adopt in the R & D sixth generation. The findings suggest that the sixth generation will be characterized by greater multi-disciplinary approaches emphasizing cross-functional communication, collaboration, as well as greater inclusion of stakeholders such as suppliers, customers and partners in the full life cycle of R & D process.
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Die invloed van regstellende aksie op ondernemingskultuur
- Authors: Fourie, Sophia Elizabeth
- Date: 2014-08-27
- Subjects: Organizational change , Strategic planning - South Africa , Affirmative action programs - South Africa
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/375393 , uj:12158 , http://hdl.handle.net/10210/11901
- Description: M.Com. (Business Management) , Change is no longer only an option but a necessity in the changing socio-economic environment in which businesses have found themselves in the new democratic South Africa. Businesses are confronted with so many new challenges every day (for instance affirmative action) that the need for transformation and change have become an integral component of strategic management and planning. The aim of this study was to determine the effect of affirmative action on organisational culture. A positive and supportive organisational culture is needed for successful implementation of affirmative action. Substantial consensus has been reached by researchers that each enterprise has its own identifiable culture and that this culture has a powerful influence on the management process and performance of the enterprise. Within the context of strategic management the shared values and beliefs of the employees are a major determinant in aligning organisational culture and a strategy of affirmative action. Managers have an important task to manage the interactive role of strategy and organisational culture and have to be role models of non-discriminative and non-racist behaviour in businesses that promote equal opportunities for all, irrespective of race or gender.
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- Authors: Fourie, Sophia Elizabeth
- Date: 2014-08-27
- Subjects: Organizational change , Strategic planning - South Africa , Affirmative action programs - South Africa
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/375393 , uj:12158 , http://hdl.handle.net/10210/11901
- Description: M.Com. (Business Management) , Change is no longer only an option but a necessity in the changing socio-economic environment in which businesses have found themselves in the new democratic South Africa. Businesses are confronted with so many new challenges every day (for instance affirmative action) that the need for transformation and change have become an integral component of strategic management and planning. The aim of this study was to determine the effect of affirmative action on organisational culture. A positive and supportive organisational culture is needed for successful implementation of affirmative action. Substantial consensus has been reached by researchers that each enterprise has its own identifiable culture and that this culture has a powerful influence on the management process and performance of the enterprise. Within the context of strategic management the shared values and beliefs of the employees are a major determinant in aligning organisational culture and a strategy of affirmative action. Managers have an important task to manage the interactive role of strategy and organisational culture and have to be role models of non-discriminative and non-racist behaviour in businesses that promote equal opportunities for all, irrespective of race or gender.
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The role of leadership in the management of change
- Authors: Jacobs, Charlene
- Date: 2014-03-18
- Subjects: Organizational change - Management , Organizational change - South Africa , Organizational change
- Type: Thesis
- Identifier: uj:4424 , http://hdl.handle.net/10210/9769
- Description: M.Com. (Business Management) , "In the three short decades between now and the twenty first century, millions of ordinary, psychologically normal people will face an abrupt collision with the future. Citizens of the world's richest and most technically advanced nations, many of them, will find it increasingly painful to keep up with incessant demand for change that characterises our time." (Toftler, 1983:18.) More than ajlecade and a half has passed since Alvin Toffler wrote his best seller, Future Shock. The year 2000 is less than 10 years away. Future shock is something each of us lives with every day. Things change around us constantly - from there the saying: "the only constant in life is change". As individuals, our lives become more and more complicated. As managers, we face increasing pressure and uncertainty (Manning, 1987:1). One of the most important skills a manager can have in his of her repertoire these days is the skill to manage change (Burke et a/.,1991:87). Managers must manage today's business effectively while creating a new and radically different kind of business for tomorrow. It's a daunting task, but it's one that cannot be postponed - the future simply won't wait (Manning, 1987:1). Within the South African context great challenges face management. South Africa is faced with addressing major political, economic and social imbalances. Traditionally, the business community has often been reluctant to play an upfront role in the political realm. The business of business is business, was a commonly heard adage. In 1988, the formation of the Consultative Business Movement was a small sign that business was starting to take seriously it's role in a changing society (Eloff, 1992:12).
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- Authors: Jacobs, Charlene
- Date: 2014-03-18
- Subjects: Organizational change - Management , Organizational change - South Africa , Organizational change
- Type: Thesis
- Identifier: uj:4424 , http://hdl.handle.net/10210/9769
- Description: M.Com. (Business Management) , "In the three short decades between now and the twenty first century, millions of ordinary, psychologically normal people will face an abrupt collision with the future. Citizens of the world's richest and most technically advanced nations, many of them, will find it increasingly painful to keep up with incessant demand for change that characterises our time." (Toftler, 1983:18.) More than ajlecade and a half has passed since Alvin Toffler wrote his best seller, Future Shock. The year 2000 is less than 10 years away. Future shock is something each of us lives with every day. Things change around us constantly - from there the saying: "the only constant in life is change". As individuals, our lives become more and more complicated. As managers, we face increasing pressure and uncertainty (Manning, 1987:1). One of the most important skills a manager can have in his of her repertoire these days is the skill to manage change (Burke et a/.,1991:87). Managers must manage today's business effectively while creating a new and radically different kind of business for tomorrow. It's a daunting task, but it's one that cannot be postponed - the future simply won't wait (Manning, 1987:1). Within the South African context great challenges face management. South Africa is faced with addressing major political, economic and social imbalances. Traditionally, the business community has often been reluctant to play an upfront role in the political realm. The business of business is business, was a commonly heard adage. In 1988, the formation of the Consultative Business Movement was a small sign that business was starting to take seriously it's role in a changing society (Eloff, 1992:12).
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