'n Ontleding van enkele ondernemingskomponente nodig vir strategie-implementering
- Authors: Van Stryp, Gisela Christine
- Date: 2012-08-16
- Subjects: Strategic planning , Leadership , Corporate culture , Organizational change
- Type: Thesis
- Identifier: uj:9561 , http://hdl.handle.net/10210/5986
- Description: M.Comm. , The environment in which a South African business operates are distinguished by change. Businesses must on a continuous basis adopt to the demands of change in their environment. This study focus on the unseen or invisible components of a business, such as the structure, culture, leadership and human resource compliment, which enable the business to implement the formalised strategy, which in turn assist the business in adopting to the change in environment. Chapter two contains a short summary of strategy formulation and implementation. As soon as the strategy has been formalised and implementation of strategy must take place, the emphasised is moved to the unseen components of business. From Chapter three to six a iscussion on the resources required to support and manage the implementation of strategy, follows. In these chapters the following is raised: the structure that is required to ensure that strategy objectives are achieved; the required leadership, with emphasis on the role of leaders vs managers in a business; the relationship of strategy and culture; and the optimal composition of the human resource complement to ensure the implementation of the strategy. A summary of the recommendations of the study are the following: develop a suitable structure to support the strategy of business and tend to move to flatter organisational structures; obtain and develop leaders in the business; build and encourage a strong corporate culture; and Top Management must ensure and commit them to obtain the required human resource compliment in the business. In conclusion a recipe to the successful implementation of a strategy "Be customer focused and get the basis right.
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- Authors: Van Stryp, Gisela Christine
- Date: 2012-08-16
- Subjects: Strategic planning , Leadership , Corporate culture , Organizational change
- Type: Thesis
- Identifier: uj:9561 , http://hdl.handle.net/10210/5986
- Description: M.Comm. , The environment in which a South African business operates are distinguished by change. Businesses must on a continuous basis adopt to the demands of change in their environment. This study focus on the unseen or invisible components of a business, such as the structure, culture, leadership and human resource compliment, which enable the business to implement the formalised strategy, which in turn assist the business in adopting to the change in environment. Chapter two contains a short summary of strategy formulation and implementation. As soon as the strategy has been formalised and implementation of strategy must take place, the emphasised is moved to the unseen components of business. From Chapter three to six a iscussion on the resources required to support and manage the implementation of strategy, follows. In these chapters the following is raised: the structure that is required to ensure that strategy objectives are achieved; the required leadership, with emphasis on the role of leaders vs managers in a business; the relationship of strategy and culture; and the optimal composition of the human resource complement to ensure the implementation of the strategy. A summary of the recommendations of the study are the following: develop a suitable structure to support the strategy of business and tend to move to flatter organisational structures; obtain and develop leaders in the business; build and encourage a strong corporate culture; and Top Management must ensure and commit them to obtain the required human resource compliment in the business. In conclusion a recipe to the successful implementation of a strategy "Be customer focused and get the basis right.
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The alignment of organisational interventions with all interdependent levels of culture
- Authors: Rothmann, Karien
- Date: 2012-08-14
- Subjects: Corporate culture , Organizational change , Diversity in the workplace
- Type: Thesis
- Identifier: uj:9197 , http://hdl.handle.net/10210/5648
- Description: M.Comm. , The word "culture" has many definitions and implications. Its nature is often difficult to define and hard to compress. It reflects how people think about their world and environment and how they make choices to survive within it. Most importantly, though, it mirrors the changes in mindset and growth of a specific group of people.
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- Authors: Rothmann, Karien
- Date: 2012-08-14
- Subjects: Corporate culture , Organizational change , Diversity in the workplace
- Type: Thesis
- Identifier: uj:9197 , http://hdl.handle.net/10210/5648
- Description: M.Comm. , The word "culture" has many definitions and implications. Its nature is often difficult to define and hard to compress. It reflects how people think about their world and environment and how they make choices to survive within it. Most importantly, though, it mirrors the changes in mindset and growth of a specific group of people.
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Aligning corporate culture and product innovation at Sappi Fine Paper South Africa
- Authors: Loots, Daniel Eduard
- Date: 2009-03-24T12:09:33Z
- Subjects: Organizational change , Corporate culture , Paper industry (South Africa)
- Type: Thesis
- Identifier: uj:8221 , http://hdl.handle.net/10210/2305
- Description: M.B.A. , The paper industry and, more specifically, Sappi Fine Paper, has not been achieving the levels of innovation required to meet rapidly-changing market needs, especially when compared to manufacturers like 3M. The industry is therefore losing value and not achieving optimal returns on investment. The reasons for this lack of innovation are not known. This study aims to investigate these sub-optimal levels of innovation, and to define some of the possible reasons for it. The study begins with an examination of corporate culture and its impact on innovation. In this regard, a cultural audit was done on a selected group of Sappi employees involved in product development from manufacturing, and sales and marketing. The questionnaire used was aimed at measuring and quantifying innovation and creativity influencers, and both perceived and preferred dimensions of culture were recorded. A gap analysis was then undertaken between the two, and perceptual charts plotted for each of the research groups. The audit revealed that Sappi Fine Paper does, indeed, have a creative culture, but the gap analysis revealed that in certain dimensions there are large gaps between the perceived and preferred profiles. The most critical gap affecting innovation was the one in the “risk profile” dimension. This revealed a tendency for the company to be risk averse, while the expressed preference of staff is that it be more open to risk taking. The literature review also highlights the importance that risk taking plays in innovation. The conclusion drawn is that, in order to achieve improved levels of innovation, Sappi Fine Paper needs to support existing creativity with a greater openness to risk taking resulting in higher levels of innovation.
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- Authors: Loots, Daniel Eduard
- Date: 2009-03-24T12:09:33Z
- Subjects: Organizational change , Corporate culture , Paper industry (South Africa)
- Type: Thesis
- Identifier: uj:8221 , http://hdl.handle.net/10210/2305
- Description: M.B.A. , The paper industry and, more specifically, Sappi Fine Paper, has not been achieving the levels of innovation required to meet rapidly-changing market needs, especially when compared to manufacturers like 3M. The industry is therefore losing value and not achieving optimal returns on investment. The reasons for this lack of innovation are not known. This study aims to investigate these sub-optimal levels of innovation, and to define some of the possible reasons for it. The study begins with an examination of corporate culture and its impact on innovation. In this regard, a cultural audit was done on a selected group of Sappi employees involved in product development from manufacturing, and sales and marketing. The questionnaire used was aimed at measuring and quantifying innovation and creativity influencers, and both perceived and preferred dimensions of culture were recorded. A gap analysis was then undertaken between the two, and perceptual charts plotted for each of the research groups. The audit revealed that Sappi Fine Paper does, indeed, have a creative culture, but the gap analysis revealed that in certain dimensions there are large gaps between the perceived and preferred profiles. The most critical gap affecting innovation was the one in the “risk profile” dimension. This revealed a tendency for the company to be risk averse, while the expressed preference of staff is that it be more open to risk taking. The literature review also highlights the importance that risk taking plays in innovation. The conclusion drawn is that, in order to achieve improved levels of innovation, Sappi Fine Paper needs to support existing creativity with a greater openness to risk taking resulting in higher levels of innovation.
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Strategic organisational transformation: the role of learning, leadership and culture
- Authors: Viljoen, Karen
- Date: 2012-08-28
- Subjects: Organizational change , Organizational learning , Strategic planning , Leadership , Corporate culture
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/385716 , uj:3333 , http://hdl.handle.net/10210/6734
- Description: M. Comm. , South Africa finds itself in the midst of a turbulent environment. Organisations are seeking ways and methods to achieve better results for its stakeholders by being more competitive through for example addressing customer needs. Furthermore, organisations are focusing on adapting to the changing economic and social environment. Suddenly, after many years where the political dispensation only provided protection and benefits to certain groups, organisations now have to comply with the requirements of new legislation such as the Labour Relations Act, the Basic Condition of Employment Act, the Skills Development Act and the Employment Equity Act. Although the influence of these Acts are not under the discussion their existence do have an impact on the way South African organisations do business. Words and phrases such as empowerment, transparency and equal opportunity have quickly and almost unnoticeably become part of the South African vocabulary. Furthermore, South Africa has now also become part of the global arena. Its global competitiveness therefore might be the single most important factor in ensuring South Africa's survival. Information technology has opened up a world of e-commerce and a large number of foreign companies have now moved their focus to the so-called emerging markets of which South Africa is one, bringing along more companies to compete with in the limited local market. Organisations in South Africa therefore have to empower themselves in adapting to the new challenges and the changing environment. Possibly the best way will be to gear itself for continuous change. However, South Africa's top management teams will have to take cognisance of factors that will ensure successful strategic organisational transformation. Here, the role of leadership, learning and culture will proof significant to enable strategic organisational transformation in the South African organisation. With this study it is hoped that some findings will assist organisations faced with the reality of change, to understand the important determinants in organisational change.
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- Authors: Viljoen, Karen
- Date: 2012-08-28
- Subjects: Organizational change , Organizational learning , Strategic planning , Leadership , Corporate culture
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/385716 , uj:3333 , http://hdl.handle.net/10210/6734
- Description: M. Comm. , South Africa finds itself in the midst of a turbulent environment. Organisations are seeking ways and methods to achieve better results for its stakeholders by being more competitive through for example addressing customer needs. Furthermore, organisations are focusing on adapting to the changing economic and social environment. Suddenly, after many years where the political dispensation only provided protection and benefits to certain groups, organisations now have to comply with the requirements of new legislation such as the Labour Relations Act, the Basic Condition of Employment Act, the Skills Development Act and the Employment Equity Act. Although the influence of these Acts are not under the discussion their existence do have an impact on the way South African organisations do business. Words and phrases such as empowerment, transparency and equal opportunity have quickly and almost unnoticeably become part of the South African vocabulary. Furthermore, South Africa has now also become part of the global arena. Its global competitiveness therefore might be the single most important factor in ensuring South Africa's survival. Information technology has opened up a world of e-commerce and a large number of foreign companies have now moved their focus to the so-called emerging markets of which South Africa is one, bringing along more companies to compete with in the limited local market. Organisations in South Africa therefore have to empower themselves in adapting to the new challenges and the changing environment. Possibly the best way will be to gear itself for continuous change. However, South Africa's top management teams will have to take cognisance of factors that will ensure successful strategic organisational transformation. Here, the role of leadership, learning and culture will proof significant to enable strategic organisational transformation in the South African organisation. With this study it is hoped that some findings will assist organisations faced with the reality of change, to understand the important determinants in organisational change.
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Organisational culture : a tool for driving strategic change
- Authors: Pienaar, Gert Jacobus
- Date: 2011-10-11T07:07:01Z
- Subjects: Corporate culture , Organizational change
- Type: Thesis
- Identifier: uj:7233 , http://hdl.handle.net/10210/3888
- Description: M.Comm. , “We don’t receive wisdom; we must discover it for ourselves after a journey that no one can take for us or spare us” – Marcel Proust Organizational change has become a buzzword in the organizational behaviour industry. In theory and on paper, organizational change is an appealing concept with its aim to assist leaders to adapt organisations to situational variables. In reality organizations are filled with aging paradigms, entrenched cultural artifacts, - values and deeply held - assumptions that make them quite inflexible and therefore closed to new and innovative ideas. Organizational leaders are faced with the problem of growing and renewing companies in order to meet the expectations of external and internal company stakeholders. The external stakeholders are continuously demanding higher and higher returns on capital and do not tolerate poor performance. The internal stakeholders of companies have also become more selective when choosing amongst potential to be employers. It is therefore important that organizations have an understanding of the image that they portray to the market and potential employees. Organizational culture is a tool that can assist leaders to define the type of organization they want to be and thus the image they portray to its stakeholders. Organizational culture is defined as a pattern of shared basic assumptions that a group learns as it solves its problems of external adaptation and internal integration. If the assumptions lead to success they are considered to be valid and should be taught to new members as the correct way to perceive and think and feel when confronted with external environment adaptation or internal organisation integration issues A positive organizational culture reinforces the core beliefs and behaviours that a leader desires while weakening the values and actions the leader rejects (Kaufman 2002). A negative culture becomes toxic, poisoning the life of the organization and hindering any potential for creativity, collaboration and prosperity
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- Authors: Pienaar, Gert Jacobus
- Date: 2011-10-11T07:07:01Z
- Subjects: Corporate culture , Organizational change
- Type: Thesis
- Identifier: uj:7233 , http://hdl.handle.net/10210/3888
- Description: M.Comm. , “We don’t receive wisdom; we must discover it for ourselves after a journey that no one can take for us or spare us” – Marcel Proust Organizational change has become a buzzword in the organizational behaviour industry. In theory and on paper, organizational change is an appealing concept with its aim to assist leaders to adapt organisations to situational variables. In reality organizations are filled with aging paradigms, entrenched cultural artifacts, - values and deeply held - assumptions that make them quite inflexible and therefore closed to new and innovative ideas. Organizational leaders are faced with the problem of growing and renewing companies in order to meet the expectations of external and internal company stakeholders. The external stakeholders are continuously demanding higher and higher returns on capital and do not tolerate poor performance. The internal stakeholders of companies have also become more selective when choosing amongst potential to be employers. It is therefore important that organizations have an understanding of the image that they portray to the market and potential employees. Organizational culture is a tool that can assist leaders to define the type of organization they want to be and thus the image they portray to its stakeholders. Organizational culture is defined as a pattern of shared basic assumptions that a group learns as it solves its problems of external adaptation and internal integration. If the assumptions lead to success they are considered to be valid and should be taught to new members as the correct way to perceive and think and feel when confronted with external environment adaptation or internal organisation integration issues A positive organizational culture reinforces the core beliefs and behaviours that a leader desires while weakening the values and actions the leader rejects (Kaufman 2002). A negative culture becomes toxic, poisoning the life of the organization and hindering any potential for creativity, collaboration and prosperity
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