Personal Change as a Key Determinant of the Outcomes of Organisational Transformation Interventions
- Authors: Chawane, Thabile , Van Vuuren, Leon J , Roodt, Gert
- Date: 2003
- Subjects: Personal change , Organisational transformation , Organisational change , Organisational behaviour , Organisational performance , Organisational justice , Interventions
- Type: Article
- Identifier: uj:6415 , http://hdl.handle.net/10210/121
- Description: The purpose of this study was to investigate the critical role of personal change, and its inherent elements, in determining the outcomes of organisational transformation interventions. The purposeful sampling method was used to involve expert organisational transformation consultants as participants (N=10). A qualitative content analysis technique was applied to infer meaningful explanations to the research problem. It was found that although personal change formed an integral part of transformation interventions, it was not adequately explored and utilised as a crucial and consequential dimension in influencing the results of organisational transformation interventions. The implications of the findings are discussed.
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Synergy in a globally diversified organisation
- Authors: Benecke, Gerhard
- Date: 2008-05-26T06:28:51Z
- Subjects: Organisational change management , Organisational behaviour , Communication in organisations , Corporate culture , Intellectual capital
- Type: Thesis
- Identifier: uj:2217 , http://hdl.handle.net/10210/460
- Description: The aim of this study was to develop a substantive theory for leading a change process towards achieving synergy between the business units of a globally diver-sified organisation. A modernist qualitative research methodology was followed. Casing was employed as research design. Grounded theory as proposed by Strauss and Corbin (1998) was applied as research strategy. Twenty seven employees were selected as research participants by means of purposive sampling. All the participants were selected on the basis of their in-volvement in synergy activities in the Company. In-depth interviews and re-quested essays were used as data collection methods to explore the twenty seven participants’ experiences with synergy. Two focus group interviews were addition-ally used as data collection methods. The nine participants in the first focus group interview were members of a regional synergy committee. The other focus group consisted of three executives of the Company. Participant observation was em-ployed as another data collection method during the focus group meetings as well as at one video conference on the establishment of a forum for recruitment and selection in the Company in which seven employees participated. The data was analysed by utilising the grounded theory methodology. After the conclusion of the data analysis phase, the first order constructs and re-lated concepts to synergy were further explored in the literature. A substantive theory for leading a change process towards achieving synergy was developed by aligning the conditional/ consequential matrix of Strauss & Corbin (1998) and the S-O-R theory of Partington (2000). Despite shortcomings the aim of the study was achieved. The study contributed to the development of theory, methodology and also contributed on a practical level. Recommendations for further research conclude the dissertation. , Prof. Willem Schurink Prof. Gert Roodt
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