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.
- Full Text:
- 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.
- Full Text:
Die bestuur van ondernemingspolitiek
- Authors: Fourie, Sophia Elizabeth
- Date: 2012-09-12
- Subjects: Office politics
- Type: Thesis
- Identifier: uj:10105 , http://hdl.handle.net/10210/7489
- Description: D.Comm. , Organisations are complex, dynamic social systems comprised of numerous interdependent and inter-related variables, and consequently they can be difficult to understand. People join organisations to bring about a desired future. However, to succeed, they must be able to predict the behaviour of those around them. Similarly, they must make themselves predictable. Mutual predictability makes for successful organisations. Unstable and fast changing goals and technologies tend to cause anxiety, stress, and overstrain in people. This tension appears as excessive politics, defending one's privileges, or to simply spend more energy on life outside the organisation, than on a career and work life. The mere mention of politics inevitably invokes negative thoughts from most organisational members. Politics in organisations seem to conjure up scheming plots and conspirators preparing a plan to do someone "in" utilising other than "pleasant" methods. And indeed there are times that this is the way politics are played. Politics rather than being viewed negatively should be viewed as a positive force within an organisation and effective managers will encourage politics, if played fairly. A certain amount of political behaviour appears in all organisations. Managers, who do not understand the politics of their organisations, are at a disadvantage and will find it difficult to get things done. Managers should recognise the inevitability of organisational politics and attempt to use and manage it effectively. This result of this research is an integrated perspective of the concepts, which describe and explain organisational politics in order for managers to understand and manage political behaviour in organisations.
- Full Text:
- Authors: Fourie, Sophia Elizabeth
- Date: 2012-09-12
- Subjects: Office politics
- Type: Thesis
- Identifier: uj:10105 , http://hdl.handle.net/10210/7489
- Description: D.Comm. , Organisations are complex, dynamic social systems comprised of numerous interdependent and inter-related variables, and consequently they can be difficult to understand. People join organisations to bring about a desired future. However, to succeed, they must be able to predict the behaviour of those around them. Similarly, they must make themselves predictable. Mutual predictability makes for successful organisations. Unstable and fast changing goals and technologies tend to cause anxiety, stress, and overstrain in people. This tension appears as excessive politics, defending one's privileges, or to simply spend more energy on life outside the organisation, than on a career and work life. The mere mention of politics inevitably invokes negative thoughts from most organisational members. Politics in organisations seem to conjure up scheming plots and conspirators preparing a plan to do someone "in" utilising other than "pleasant" methods. And indeed there are times that this is the way politics are played. Politics rather than being viewed negatively should be viewed as a positive force within an organisation and effective managers will encourage politics, if played fairly. A certain amount of political behaviour appears in all organisations. Managers, who do not understand the politics of their organisations, are at a disadvantage and will find it difficult to get things done. Managers should recognise the inevitability of organisational politics and attempt to use and manage it effectively. This result of this research is an integrated perspective of the concepts, which describe and explain organisational politics in order for managers to understand and manage political behaviour in organisations.
- Full Text:
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