Towards understanding experiences of women aspiring to senior management positions within a business environment
- Authors: Usher, Jane Victoria
- Date: 2012-06-05
- Subjects: Businesswomen , Corporate culture , Women executives , Sex discrimination in employment , Sex role in the work environment
- Type: Thesis
- Identifier: uj:2388 , http://hdl.handle.net/10210/4842
- Description: D.Phil. , Equality, status and remuneration of women in the workforce remain of on-going interest and concern. Although extensive research has been conducted into this field, intensely personal experiences of women in the work environment is an important area to be researched, as this may hold the key to assisting them in successfully reaching the higher echelons within the business world. Insight into women’s workplace experiences is a worldwide need in order to improve empowerment and equality in the workplace. Unfortunately this type of insight is lacking in the body of research that is currently available. The motivation for this study entitled: Towards Understanding Experiences of Women Aspiring to Senior Management Positions within a Business Environment was to examine the intensely personal experiences and emotions of women striving to achieve a senior place in the business hierarchy, especially when they encounter unexpected obstacles such as workplace bullying. The researcher has experienced many challenges that have influenced her career over her last ten years at work. Undertaking an auto-ethnographic study, an approach she wasn’t even aware of until 2006, provided her with the opportunity to study these events and experiences, and to learn from the knowledge gained, and thereby put forward suggestions to effect the social change that is required to improve a career woman’s quality of life. The aims of this research study were to understand the context of the research participants’ work situations and their resultant experiences, to propose actions to relieve the negative emotions and behaviours that may occur during such situations, as well as generate knowledge and add to existing theories. This research explores and describes the realities of two working women, and how they make sense of their worlds and experiences. The researcher has adopted elements of post-modernism as well as some positivistic and modernistic components which occur in varying degrees along the qualitative research continuum. While qualitative researchers hold different views regarding the incorporation and relevance of literature to their research topic, the researcher has incorporated both literature and theory in this thesis. Insights gained from the lived experiences of the research participants have been applied by means of analytical induction to relevant theory and contributeto the body of knowledge.
- Full Text:
- Authors: Usher, Jane Victoria
- Date: 2012-06-05
- Subjects: Businesswomen , Corporate culture , Women executives , Sex discrimination in employment , Sex role in the work environment
- Type: Thesis
- Identifier: uj:2388 , http://hdl.handle.net/10210/4842
- Description: D.Phil. , Equality, status and remuneration of women in the workforce remain of on-going interest and concern. Although extensive research has been conducted into this field, intensely personal experiences of women in the work environment is an important area to be researched, as this may hold the key to assisting them in successfully reaching the higher echelons within the business world. Insight into women’s workplace experiences is a worldwide need in order to improve empowerment and equality in the workplace. Unfortunately this type of insight is lacking in the body of research that is currently available. The motivation for this study entitled: Towards Understanding Experiences of Women Aspiring to Senior Management Positions within a Business Environment was to examine the intensely personal experiences and emotions of women striving to achieve a senior place in the business hierarchy, especially when they encounter unexpected obstacles such as workplace bullying. The researcher has experienced many challenges that have influenced her career over her last ten years at work. Undertaking an auto-ethnographic study, an approach she wasn’t even aware of until 2006, provided her with the opportunity to study these events and experiences, and to learn from the knowledge gained, and thereby put forward suggestions to effect the social change that is required to improve a career woman’s quality of life. The aims of this research study were to understand the context of the research participants’ work situations and their resultant experiences, to propose actions to relieve the negative emotions and behaviours that may occur during such situations, as well as generate knowledge and add to existing theories. This research explores and describes the realities of two working women, and how they make sense of their worlds and experiences. The researcher has adopted elements of post-modernism as well as some positivistic and modernistic components which occur in varying degrees along the qualitative research continuum. While qualitative researchers hold different views regarding the incorporation and relevance of literature to their research topic, the researcher has incorporated both literature and theory in this thesis. Insights gained from the lived experiences of the research participants have been applied by means of analytical induction to relevant theory and contributeto the body of knowledge.
- Full Text:
Towards designing an organisational wellness model for an engineering company
- Authors: Bestbier, Alet Lizette
- Date: 2012-10-30
- Subjects: Employee health promotion , Corporate culture , Power-plants - Employees - Health and hygiene , Engineers - Health and hygiene
- Type: Thesis
- Identifier: uj:10495 , http://hdl.handle.net/10210/7991
- Description: M.Phil. , Organisational wellness is a relatively new concept. Although a few models can be found in the relevant literature, there is a lack of holistic models for the engineering field, or more specifically for the mechanical engineering employee within the power-generating industry. The aim of the study was to develop an organisational wellness model for a company within the power-generation industry, by addressing the main research question: “What are the experiences and perceptions of five engineers on organisational wellness?” and the following sub-questions: 1. What events or incidents shaped the perceptions of these five engineers regarding organisational wellness? 2. What themes materialised from the stories and interviews? 3. Can any other organisational evidence be found in support of Sub-question 1? 4. Can stories provide the information that is needed for generating knowledge that can further the study of the concept of organisational wellness? The stories of five engineers and their views on organisational wellness that were extracted from mostly unstructured interviews, were packaged unconventionally as a movie script, aiming at contributing to the pool of knowledge on organisational wellness by adding a new holistic model to the field of study. The study also explored an alternative application of arts-based research methodology, and broadened the relevant industry’s knowledge on the topic of organisational wellness. ii It is clear that members of the younger generations relate more easily to visual media like movies and documentaries. The dissertation was thus designed to inspire their creativity and thoughts about the subject matter, moving away from the exclusiveness of an academic audience. I have created seven moments in time that reflect on different aspects of the dissertation, they are referred to as research moments. The main focus, or first research moment, is the movie script entitled “Discovering Wellness” with behind-the-scenes moments, which could be viewed as stand-alone documentaries and movies, nevertheless contributing to the overall research moment. The second moment focuses on relevant literature on organisational wellness, while the third moment encapsulates the qualitative approach, as well as the epistemological and oncological aspects of the research. Moments four to seven individually contain behind-the-scenes information that contribute to the various perspectives of the research setting in order to provide the reader with an in-depth view of the context. Music, photographs and art were also added for the purpose of directing the reader or audience member’s attention to the mind-set and perspective of the writer, as well as to provide richer information on the research setting or context. Themes materialised in the stories collected through the unstructured interview process, which enabled the recommendation of a new model for the industry or field. It also compares favourably with themes and constructs that have been identified in other wellness models which are relevant to other industries or fields. In conclusion, the research is not finite, and the story does not come to a definite end, as it simply showcases a perception on a moment in time. If it stimulates further research, it will have fulfilled its purpose. Key words: organisational wellness, holistic model, arts-based research, script writing, performatory art.
- Full Text:
- Authors: Bestbier, Alet Lizette
- Date: 2012-10-30
- Subjects: Employee health promotion , Corporate culture , Power-plants - Employees - Health and hygiene , Engineers - Health and hygiene
- Type: Thesis
- Identifier: uj:10495 , http://hdl.handle.net/10210/7991
- Description: M.Phil. , Organisational wellness is a relatively new concept. Although a few models can be found in the relevant literature, there is a lack of holistic models for the engineering field, or more specifically for the mechanical engineering employee within the power-generating industry. The aim of the study was to develop an organisational wellness model for a company within the power-generation industry, by addressing the main research question: “What are the experiences and perceptions of five engineers on organisational wellness?” and the following sub-questions: 1. What events or incidents shaped the perceptions of these five engineers regarding organisational wellness? 2. What themes materialised from the stories and interviews? 3. Can any other organisational evidence be found in support of Sub-question 1? 4. Can stories provide the information that is needed for generating knowledge that can further the study of the concept of organisational wellness? The stories of five engineers and their views on organisational wellness that were extracted from mostly unstructured interviews, were packaged unconventionally as a movie script, aiming at contributing to the pool of knowledge on organisational wellness by adding a new holistic model to the field of study. The study also explored an alternative application of arts-based research methodology, and broadened the relevant industry’s knowledge on the topic of organisational wellness. ii It is clear that members of the younger generations relate more easily to visual media like movies and documentaries. The dissertation was thus designed to inspire their creativity and thoughts about the subject matter, moving away from the exclusiveness of an academic audience. I have created seven moments in time that reflect on different aspects of the dissertation, they are referred to as research moments. The main focus, or first research moment, is the movie script entitled “Discovering Wellness” with behind-the-scenes moments, which could be viewed as stand-alone documentaries and movies, nevertheless contributing to the overall research moment. The second moment focuses on relevant literature on organisational wellness, while the third moment encapsulates the qualitative approach, as well as the epistemological and oncological aspects of the research. Moments four to seven individually contain behind-the-scenes information that contribute to the various perspectives of the research setting in order to provide the reader with an in-depth view of the context. Music, photographs and art were also added for the purpose of directing the reader or audience member’s attention to the mind-set and perspective of the writer, as well as to provide richer information on the research setting or context. Themes materialised in the stories collected through the unstructured interview process, which enabled the recommendation of a new model for the industry or field. It also compares favourably with themes and constructs that have been identified in other wellness models which are relevant to other industries or fields. In conclusion, the research is not finite, and the story does not come to a definite end, as it simply showcases a perception on a moment in time. If it stimulates further research, it will have fulfilled its purpose. Key words: organisational wellness, holistic model, arts-based research, script writing, performatory art.
- Full Text:
The role of familiness in the success and failure of family-business groups.
- Authors: Venter, William Peter
- Date: 2012-08-15
- Subjects: Family-owned business enterprises , Corporate culture , Success in business
- Type: Thesis
- Identifier: uj:9400 , http://hdl.handle.net/10210/5836
- Description: D.Phil. , In both developed and under-developed countries, family businesses are the most prevalent, best-performing and resilient expressions of applied entrepreneurship. Despite this, however, the general impression one gathers from both the academic and the popular literature is a negative one, suggesting that family businesses tend to be fragile, transient of nature, and prone to destructive, internal conflict. Consequently, the positive performances and valuable socio-economic contributions that family businesses do actually generate in global economies, are inadequately acknowledged and largely inconsistent with the negative images that prevail in the bulk of the literature on the subject. Mainstream family-business theory, known as the orthodox approach, regards the family and the business as separate entities. The current study is conducted in opposition to this view, preferring the heterodox approach, which acknowledges family and business as an interrelated, virtually indivisible unit of productive and profitable association between the two constituent parts. In successful family firms, the business and the family seem to be inseparable. This homogeneity is termed a "unified systemic" relationship, and the reciprocal inter-relationship between family and business is regarded by the "systems" school of thought as the leading factor contributing to the generally superior performance of family businesses. Central to the unified, systemic model is the concept of "familiness". This characteristic underpins the co-ordination of the family inter-action with the firm, leading to flexibility, resilience, sustainability and superior performance. The current study does not attempt to deny the difficulties that confront family businesses. This would be unreasonable in the light of an alleged 30-percent-onaverage generation-transition survival rate in family businesses. However, the study has chosen to focus on a more positive view of family-business relationships, acknowledging an inseparable association between the family and the business, and the pro-active management thereof. More specifically, this study investigates the role of familiness in the success and failure of family-business groups in South Africa. Because of the vastness of the field, the study does not attempt to include familybusiness groups on a global scale. For the purposes of the current study, familiness is investigated as the development of, and the relationships formed between, founder capital, family capital and generation capital, leading to family-business-capital-behaviour, as these concepts are defined in the study. To facilitate this investigation, a conceptual model, comprising fourteen different, developmental channels, was created. Collectively, the model represents familiness in all the different phases of growth and advancement of family-business groups (see Familiness Transmission of Capital Model, Figure 2.14, p. 86). In evaluating the model, semi-structured interviews were used to do a qualitative investigation of all fourteen proposed transmission channels. Eight of the most prominent and influential family-business groups in South Africa participated in the study. Family-business groups were specifically chosen for the current study because they are more complex than smaller family businesses and secondly, because it is virtually impossible to gain access to the family-business owners of multinational, multi-billion-rand enterprises. The sample of family-business groups selected for the current study had already achieved successful transitions through their second, third and fourth generations. The results of the current study indicate that the concept of familiness appears to play a vital role in the success or failure of generation-transmission in the eight prominent South African family-business groups investigated. More specifically, it would seem that the systemic inter-relatedness between the family and the business, through the concept of familiness, plays a pivotal role in the various transmission channels that lead not only to the advanced success of family businesses, but also to the successful transition of the business to the succeeding generations of the founding family. The findings of the current study endorse the heterodox view that the family and the business cannot be separated, but should rather be seen as an interactive system with unique, collectable resources. The findings respond to a need created, according to Bornheim (2000:163), by the principal deficiency in the family organisation literature, namely a theory that explains the developmental stages of each generation succession. ii The study concludes that family businesses seem to engender a "soul" into the functioning of such enterprises by means of service leadership in eight areas of operation, identified by means of a conditional matrix, namely: customer-care; social responsibility; culture; innovative behaviour; leadership-by-example; legacy of family ownership; passion for the family business; and the treatment of employees as if they are members of the family. The concept of familiness engendering a "soul" into a business, offers a possible explanation for the superior performance of family businesses when this is compared with the general performance of non-family businesses. Several recommendations and suggestions are offered for further research on the topic.
- Full Text:
- Authors: Venter, William Peter
- Date: 2012-08-15
- Subjects: Family-owned business enterprises , Corporate culture , Success in business
- Type: Thesis
- Identifier: uj:9400 , http://hdl.handle.net/10210/5836
- Description: D.Phil. , In both developed and under-developed countries, family businesses are the most prevalent, best-performing and resilient expressions of applied entrepreneurship. Despite this, however, the general impression one gathers from both the academic and the popular literature is a negative one, suggesting that family businesses tend to be fragile, transient of nature, and prone to destructive, internal conflict. Consequently, the positive performances and valuable socio-economic contributions that family businesses do actually generate in global economies, are inadequately acknowledged and largely inconsistent with the negative images that prevail in the bulk of the literature on the subject. Mainstream family-business theory, known as the orthodox approach, regards the family and the business as separate entities. The current study is conducted in opposition to this view, preferring the heterodox approach, which acknowledges family and business as an interrelated, virtually indivisible unit of productive and profitable association between the two constituent parts. In successful family firms, the business and the family seem to be inseparable. This homogeneity is termed a "unified systemic" relationship, and the reciprocal inter-relationship between family and business is regarded by the "systems" school of thought as the leading factor contributing to the generally superior performance of family businesses. Central to the unified, systemic model is the concept of "familiness". This characteristic underpins the co-ordination of the family inter-action with the firm, leading to flexibility, resilience, sustainability and superior performance. The current study does not attempt to deny the difficulties that confront family businesses. This would be unreasonable in the light of an alleged 30-percent-onaverage generation-transition survival rate in family businesses. However, the study has chosen to focus on a more positive view of family-business relationships, acknowledging an inseparable association between the family and the business, and the pro-active management thereof. More specifically, this study investigates the role of familiness in the success and failure of family-business groups in South Africa. Because of the vastness of the field, the study does not attempt to include familybusiness groups on a global scale. For the purposes of the current study, familiness is investigated as the development of, and the relationships formed between, founder capital, family capital and generation capital, leading to family-business-capital-behaviour, as these concepts are defined in the study. To facilitate this investigation, a conceptual model, comprising fourteen different, developmental channels, was created. Collectively, the model represents familiness in all the different phases of growth and advancement of family-business groups (see Familiness Transmission of Capital Model, Figure 2.14, p. 86). In evaluating the model, semi-structured interviews were used to do a qualitative investigation of all fourteen proposed transmission channels. Eight of the most prominent and influential family-business groups in South Africa participated in the study. Family-business groups were specifically chosen for the current study because they are more complex than smaller family businesses and secondly, because it is virtually impossible to gain access to the family-business owners of multinational, multi-billion-rand enterprises. The sample of family-business groups selected for the current study had already achieved successful transitions through their second, third and fourth generations. The results of the current study indicate that the concept of familiness appears to play a vital role in the success or failure of generation-transmission in the eight prominent South African family-business groups investigated. More specifically, it would seem that the systemic inter-relatedness between the family and the business, through the concept of familiness, plays a pivotal role in the various transmission channels that lead not only to the advanced success of family businesses, but also to the successful transition of the business to the succeeding generations of the founding family. The findings of the current study endorse the heterodox view that the family and the business cannot be separated, but should rather be seen as an interactive system with unique, collectable resources. The findings respond to a need created, according to Bornheim (2000:163), by the principal deficiency in the family organisation literature, namely a theory that explains the developmental stages of each generation succession. ii The study concludes that family businesses seem to engender a "soul" into the functioning of such enterprises by means of service leadership in eight areas of operation, identified by means of a conditional matrix, namely: customer-care; social responsibility; culture; innovative behaviour; leadership-by-example; legacy of family ownership; passion for the family business; and the treatment of employees as if they are members of the family. The concept of familiness engendering a "soul" into a business, offers a possible explanation for the superior performance of family businesses when this is compared with the general performance of non-family businesses. Several recommendations and suggestions are offered for further research on the topic.
- Full Text:
The relationship between occupational culture, occupational groups and reward preferences
- Authors: Nicholls, Michelle Lee
- Date: 2013-05-01
- Subjects: Incentives in industry , Corporate culture , Compensation management
- Type: Thesis
- Identifier: uj:7498 , http://hdl.handle.net/10210/8356
- Description: Ph.D. (Human Resource Management) , Orientation: Employee retention remains an ongoing challenge for South African organisations. As a vehicle for aiding employee retention, reward and more specifically reward preferences, are not fully understood. Occupational culture and occupational group is suggested as a practical segmentation approach in researching employee preferences. Occupational culture relates to the shared values, meanings, and behaviours of occupational groups and impacts on employee preferences. In researching employee reward preferences from an occupational culture and occupational group perspective, organisations may be better positioned empirically to differentiate their reward strategies along occupational group lines. In this way reward strategies may better meet the needs of the organisation and employees and maximise the employment exchange relationship. Research purpose: The main purpose of the study was to research reward preferences from an occupational culture perspective with the view to shedding empirical light and practical evidence on the influence of occupational culture on the reward preferences of specific occupational groups in South African organisations. The primary objective of the research was to propose and evaluate a structural model of the relationship between occupational culture dimensions and reward preferences of specific occupational groups in the South African context. The additional influence of Occupational Group, Race, and Gender on the reward preferences in a model that already contains occupational culture main effects was considered as per the secondary research objectives.
- Full Text:
- Authors: Nicholls, Michelle Lee
- Date: 2013-05-01
- Subjects: Incentives in industry , Corporate culture , Compensation management
- Type: Thesis
- Identifier: uj:7498 , http://hdl.handle.net/10210/8356
- Description: Ph.D. (Human Resource Management) , Orientation: Employee retention remains an ongoing challenge for South African organisations. As a vehicle for aiding employee retention, reward and more specifically reward preferences, are not fully understood. Occupational culture and occupational group is suggested as a practical segmentation approach in researching employee preferences. Occupational culture relates to the shared values, meanings, and behaviours of occupational groups and impacts on employee preferences. In researching employee reward preferences from an occupational culture and occupational group perspective, organisations may be better positioned empirically to differentiate their reward strategies along occupational group lines. In this way reward strategies may better meet the needs of the organisation and employees and maximise the employment exchange relationship. Research purpose: The main purpose of the study was to research reward preferences from an occupational culture perspective with the view to shedding empirical light and practical evidence on the influence of occupational culture on the reward preferences of specific occupational groups in South African organisations. The primary objective of the research was to propose and evaluate a structural model of the relationship between occupational culture dimensions and reward preferences of specific occupational groups in the South African context. The additional influence of Occupational Group, Race, and Gender on the reward preferences in a model that already contains occupational culture main effects was considered as per the secondary research objectives.
- Full Text:
The relationship between gender diversity and corporate profitability : the top 100 companies on the JSE Ltd
- Authors: Lehobo, Lineo
- Date: 2012-11-06
- Subjects: Corporate profits , Diversity in the workplace , Gender diversity , Women executives , Corporate culture
- Type: Mini-Dissertation
- Identifier: uj:7364 , http://hdl.handle.net/10210/8120
- Description: M.Comm. , Although there has been some improvement over the last decade, the representation of women on corporate boards in many countries, including South Africa, is still alarmingly low. In the quest for gender equality in top corporate ranks and for better corporate governance, legislators and institutional investors have both called for greater diversity on corporate boards. This study determines whether the desired increase in gender diversity on boards, measured as the proportion of women on the board, is linked to greater corporate profitability, in an attempt to establish if there is any justification for appointing women to the board on the grounds of firm financial profitability. The study uses the Top 100 companies listed on the JSE to examine the nature of the relationship between board gender diversity and corporate profitability, for the period 2004 to 2008. Findings from correlation and regression analyses both portray a positive association between gender diversity in the boardroom and corporate profitability, but a negative association for gender diversity in the executive suite. Industry comparative analysis also shows that, on average, companies with one or more female directors outperform other companies on all three measures of profitability: return on assets, return on equity, and return on sales, whereas companies with one or more female executives show lower average profitability. Therefore, the study can advocate the appointment and inclusion of women on corporate boards from a financial or company profitability perspective, but it cannot do the same for female executives. Key words Gender diversity, corporate profitability, gender equality, corporate governance, board of directors
- Full Text:
- Authors: Lehobo, Lineo
- Date: 2012-11-06
- Subjects: Corporate profits , Diversity in the workplace , Gender diversity , Women executives , Corporate culture
- Type: Mini-Dissertation
- Identifier: uj:7364 , http://hdl.handle.net/10210/8120
- Description: M.Comm. , Although there has been some improvement over the last decade, the representation of women on corporate boards in many countries, including South Africa, is still alarmingly low. In the quest for gender equality in top corporate ranks and for better corporate governance, legislators and institutional investors have both called for greater diversity on corporate boards. This study determines whether the desired increase in gender diversity on boards, measured as the proportion of women on the board, is linked to greater corporate profitability, in an attempt to establish if there is any justification for appointing women to the board on the grounds of firm financial profitability. The study uses the Top 100 companies listed on the JSE to examine the nature of the relationship between board gender diversity and corporate profitability, for the period 2004 to 2008. Findings from correlation and regression analyses both portray a positive association between gender diversity in the boardroom and corporate profitability, but a negative association for gender diversity in the executive suite. Industry comparative analysis also shows that, on average, companies with one or more female directors outperform other companies on all three measures of profitability: return on assets, return on equity, and return on sales, whereas companies with one or more female executives show lower average profitability. Therefore, the study can advocate the appointment and inclusion of women on corporate boards from a financial or company profitability perspective, but it cannot do the same for female executives. Key words Gender diversity, corporate profitability, gender equality, corporate governance, board of directors
- Full Text:
The perceived influence of the elements of internal marketing on the brand image of staffing agencies in South Africa
- Authors: Burin, Candice Natalie
- Date: 2012-06-08
- Subjects: Employment agencies - Customer services , Internal marketing , Branding (Marketing) , Corporate culture , Corporate image , Kelly Group (South Africa)
- Type: Thesis
- Identifier: uj:8755 , http://hdl.handle.net/10210/5106
- Description: M.Comm. , The primary objective of the study is to determine the influence of service quality on the perceived relationship between internal marketing and the brand image of the South African staffing brands and staffing subsidiaries of the Kelly Group. The study will further seek to determine how the different elements of internal marketing influence the brand image of employees and clients of selected staffing agencies in South Africa. The elements of internal marketing mix, namely product, price, promotion, distribution, people, processes and physical evidence will be separately observed in terms of their influence on the brand image dimensions, namely brand consistency, brand trust, brand satisfaction and brand commitment. The influence of the dimensions of service quality, namely reliability, responsiveness, assurance and empathy on the dimensions of brand image and the influence of service quality on the elements of internal marketing, will be explored in order to determine the influence of service quality on the relationship between internal marketing and brand image. A framework to manage internal marketing, service quality and brand image in an integrated manner was determined. The conclusion and findings of the study were found to support the objectives of the study, and the results of the statistical analysis were found to accept the hypotheses of the study. Various recommendations for staffing agencies were given, based on the findings of the statistical analysis. These recommendations included the need for staffing agencies to monitor service quality gaps and confirmed that the internal product was highly influential to service quality, and therefore staffing agencies need to provide a competitive internal product to employees. Internal distribution was found to be highly influential towards the responsiveness, assurance and empathy of a service, and therefore staffing agencies need to focus on creating higher levels of internal service quality and teamwork within their organisations. Physical evidence and tangibles were found to be influential regarding the assurance and empathy of service quality and the importance of a modern, open-plan staffing environment and a professional employee dress code were identified. Internal promotion was found to be influential to the responsiveness of a staffing agency’s service, and therefore the need to segment employees to determine how much and how frequently information needs to be communicated to each group of employees was mentioned. The importance of staffing agencies considering the use of new media such as social networking websites, intranets and wikis was identified as most staffing agency employees work at the clients’ premises.
- Full Text:
- Authors: Burin, Candice Natalie
- Date: 2012-06-08
- Subjects: Employment agencies - Customer services , Internal marketing , Branding (Marketing) , Corporate culture , Corporate image , Kelly Group (South Africa)
- Type: Thesis
- Identifier: uj:8755 , http://hdl.handle.net/10210/5106
- Description: M.Comm. , The primary objective of the study is to determine the influence of service quality on the perceived relationship between internal marketing and the brand image of the South African staffing brands and staffing subsidiaries of the Kelly Group. The study will further seek to determine how the different elements of internal marketing influence the brand image of employees and clients of selected staffing agencies in South Africa. The elements of internal marketing mix, namely product, price, promotion, distribution, people, processes and physical evidence will be separately observed in terms of their influence on the brand image dimensions, namely brand consistency, brand trust, brand satisfaction and brand commitment. The influence of the dimensions of service quality, namely reliability, responsiveness, assurance and empathy on the dimensions of brand image and the influence of service quality on the elements of internal marketing, will be explored in order to determine the influence of service quality on the relationship between internal marketing and brand image. A framework to manage internal marketing, service quality and brand image in an integrated manner was determined. The conclusion and findings of the study were found to support the objectives of the study, and the results of the statistical analysis were found to accept the hypotheses of the study. Various recommendations for staffing agencies were given, based on the findings of the statistical analysis. These recommendations included the need for staffing agencies to monitor service quality gaps and confirmed that the internal product was highly influential to service quality, and therefore staffing agencies need to provide a competitive internal product to employees. Internal distribution was found to be highly influential towards the responsiveness, assurance and empathy of a service, and therefore staffing agencies need to focus on creating higher levels of internal service quality and teamwork within their organisations. Physical evidence and tangibles were found to be influential regarding the assurance and empathy of service quality and the importance of a modern, open-plan staffing environment and a professional employee dress code were identified. Internal promotion was found to be influential to the responsiveness of a staffing agency’s service, and therefore the need to segment employees to determine how much and how frequently information needs to be communicated to each group of employees was mentioned. The importance of staffing agencies considering the use of new media such as social networking websites, intranets and wikis was identified as most staffing agency employees work at the clients’ premises.
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The interactive role of organizational strategy and culture : a strategic management approach
- Authors: Weeks, Richard Vernon
- Date: 2015-09-28
- Subjects: Strategic planning , Corporate culture , Organizational behavior
- Type: Thesis
- Identifier: uj:14169 , http://hdl.handle.net/10210/14612
- Description: M.Com. , This study has been undertaken with the specific objective of acquiring an insight into the concept "organizational culture" within a strategic management context, as well as the role played by the concept in the formulation and implementation of organizational strategy. Researchers from within various disciplines, such as anthropology, industrial psychology and strategic management, have analysed various aspects of the concept ...
- Full Text:
- Authors: Weeks, Richard Vernon
- Date: 2015-09-28
- Subjects: Strategic planning , Corporate culture , Organizational behavior
- Type: Thesis
- Identifier: uj:14169 , http://hdl.handle.net/10210/14612
- Description: M.Com. , This study has been undertaken with the specific objective of acquiring an insight into the concept "organizational culture" within a strategic management context, as well as the role played by the concept in the formulation and implementation of organizational strategy. Researchers from within various disciplines, such as anthropology, industrial psychology and strategic management, have analysed various aspects of the concept ...
- Full Text:
The influence of educator attitudes on whole school development
- Authors: Andraos, Alexis
- Date: 2010-11-17T07:20:17Z
- Subjects: School improvement programs , Educational change , Teachers , Corporate culture
- Type: Mini-Dissertation
- Identifier: uj:6985 , http://hdl.handle.net/10210/3492
- Description: M.Ed. , The central focus of this inquiry hinges on the notion that, within the context of school improvement initiatives, the nature of the organizational culture of the school cannot be overlooked as it has profound consequences for both stability and change (Finnan & Levin in Altrichter & Elliot, 2000: 93). This inquiry further proposes that if educational psychology is to succeed in establishing a more progressive identity, greater emphasis needs to be placed on its contribution to the management and psychology of schooling (Sharrat, 1995: 212). This study was borne out of my personal experience as an educator where it seemed increasingly apparent that the attitudes of my colleagues did not succeed in contributing positively to the improvement of the school as an organizational whole. This was evident in their reactive, often inconsistent approach towards discipline; poor motivation; late arrivals; regular absenteeism; lack of commitment; feelings of frustration as well as a sense of inevitability about the status quo. These factors seemed to playa critical role in the general ethos and cultural identity of the school. In light of the aforementioned, I chose to conduct an ethnographic inquiry at the school where I became submerged in the culture of the school for a period of approximately four years (February 1998 to December 2001). In keeping with the principles of ethnographic research, the overarching purpose of this study has been defined by its underlying concern with cultural interpretation (Wolcott, 1999: 67 -68). It has embodied an educational-autobiographical dimension and has taken the combined form of a realist-confessional tale. The data collection techniques utilised have included fieldwork; participant observation; semi-structured group interviews; incomplete sentences questionnaires; graphic representations of the school emblem and representation of the field by means of photographs. The participants comprised 27 secondary school educators. The findings indicate that a link exists between the attitudes of educators and a school's capacity for improvement. Moreover one crucial observation was made, namely that where the organisational culture of a school is anomic or entropic in nature the school's capacity for improvement is limited. This appears to be exacerbated by a negative identity, a poor culture of teaching and learning, and a lack of effectual executive leadership. These factors evidently give rise to an absence of a culture of collaboration, disciplinary difficulties and a poor quality of working life within the organisational whole of the school. The findings further suggest additional notable issues for consideration in -relation to the role the educational psychologist should play in the planning of whole school intervention strategies.
- Full Text:
- Authors: Andraos, Alexis
- Date: 2010-11-17T07:20:17Z
- Subjects: School improvement programs , Educational change , Teachers , Corporate culture
- Type: Mini-Dissertation
- Identifier: uj:6985 , http://hdl.handle.net/10210/3492
- Description: M.Ed. , The central focus of this inquiry hinges on the notion that, within the context of school improvement initiatives, the nature of the organizational culture of the school cannot be overlooked as it has profound consequences for both stability and change (Finnan & Levin in Altrichter & Elliot, 2000: 93). This inquiry further proposes that if educational psychology is to succeed in establishing a more progressive identity, greater emphasis needs to be placed on its contribution to the management and psychology of schooling (Sharrat, 1995: 212). This study was borne out of my personal experience as an educator where it seemed increasingly apparent that the attitudes of my colleagues did not succeed in contributing positively to the improvement of the school as an organizational whole. This was evident in their reactive, often inconsistent approach towards discipline; poor motivation; late arrivals; regular absenteeism; lack of commitment; feelings of frustration as well as a sense of inevitability about the status quo. These factors seemed to playa critical role in the general ethos and cultural identity of the school. In light of the aforementioned, I chose to conduct an ethnographic inquiry at the school where I became submerged in the culture of the school for a period of approximately four years (February 1998 to December 2001). In keeping with the principles of ethnographic research, the overarching purpose of this study has been defined by its underlying concern with cultural interpretation (Wolcott, 1999: 67 -68). It has embodied an educational-autobiographical dimension and has taken the combined form of a realist-confessional tale. The data collection techniques utilised have included fieldwork; participant observation; semi-structured group interviews; incomplete sentences questionnaires; graphic representations of the school emblem and representation of the field by means of photographs. The participants comprised 27 secondary school educators. The findings indicate that a link exists between the attitudes of educators and a school's capacity for improvement. Moreover one crucial observation was made, namely that where the organisational culture of a school is anomic or entropic in nature the school's capacity for improvement is limited. This appears to be exacerbated by a negative identity, a poor culture of teaching and learning, and a lack of effectual executive leadership. These factors evidently give rise to an absence of a culture of collaboration, disciplinary difficulties and a poor quality of working life within the organisational whole of the school. The findings further suggest additional notable issues for consideration in -relation to the role the educational psychologist should play in the planning of whole school intervention strategies.
- Full Text:
The influence of communication within organizations
- Authors: Dos Santos, Ayrton
- Date: 2016
- Subjects: Communication in organizations , Communication in management , Corporate culture , Interpersonal communication
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/212989 , uj:21064
- Description: Abstract: Research has shown that communication is one of the key factors in organizational success and if not dealt with correctly will lead to poor organizational performance. This minor dissertation aims to investigate why modern day organizations still perform poorly in the area of communication. This will be demonstrated by researching the risk areas associated with communication as well as the factors within organizations that influence communication. This qualitative research study makes use of a case study, speed networking survey as well as a questionnaire. The findings of the research conducted identified four factors which influence communication namely, the communication software platform, organizational structure & strategy, communication competency of the employees and communication planning. Furthermore, the results found two main areas of risk associated with communication namely, the use of informal communication platforms (such as WhatsApp) and the communication of company information. The main conclusions drawn from this research were that organizations mainly perform poorly in the area of communication due to the lack of knowledge of the impact communication has on organizational performance. Modern day technologies such as email and instant messaging services have aided in the speed of communication but must not be solely relied on to solve all communication needs. This research calls for organizations to develop communication departments which work to identify the factors that influence their ability to communicate as well as the communication risk areas within the organization. Identifying and providing solutions to mitigate these factors should be their sole purpose. , M.Ing. (Engineering Management)
- Full Text:
- Authors: Dos Santos, Ayrton
- Date: 2016
- Subjects: Communication in organizations , Communication in management , Corporate culture , Interpersonal communication
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/212989 , uj:21064
- Description: Abstract: Research has shown that communication is one of the key factors in organizational success and if not dealt with correctly will lead to poor organizational performance. This minor dissertation aims to investigate why modern day organizations still perform poorly in the area of communication. This will be demonstrated by researching the risk areas associated with communication as well as the factors within organizations that influence communication. This qualitative research study makes use of a case study, speed networking survey as well as a questionnaire. The findings of the research conducted identified four factors which influence communication namely, the communication software platform, organizational structure & strategy, communication competency of the employees and communication planning. Furthermore, the results found two main areas of risk associated with communication namely, the use of informal communication platforms (such as WhatsApp) and the communication of company information. The main conclusions drawn from this research were that organizations mainly perform poorly in the area of communication due to the lack of knowledge of the impact communication has on organizational performance. Modern day technologies such as email and instant messaging services have aided in the speed of communication but must not be solely relied on to solve all communication needs. This research calls for organizations to develop communication departments which work to identify the factors that influence their ability to communicate as well as the communication risk areas within the organization. Identifying and providing solutions to mitigate these factors should be their sole purpose. , M.Ing. (Engineering Management)
- Full Text:
The importance of effective strategic leadership in organisations
- Authors: Van Eeden, Cornelia Maria
- Date: 2012-08-13
- Subjects: Leadership. , Human capital. , Corporate culture , Strategic planning. , Business ethics. , Corporate governance.
- Type: Mini-Dissertation
- Identifier: uj:9128 , http://hdl.handle.net/10210/5584
- Description: M.Comm. , This research is intended to describe the elements that underline and compromise strategic leadership. Having strategic leaders with substantive expertise in the firm's core functions and businesses is important to the effectiveness of a management team. A heterogenic management team is associated positively with innovation and strategic change and may force them to "think outside of the box" (Hitt et al.,2001:493). Key elements of strategic leadership is used to identify weaknesses and strengths within the organisation and explored. The type of effective strategic leadership that results in the successful implementation of strategies is exemplified by developing human capital through training to establish a strategic direction, fostering an effective culture, exploiting core competencies, using effective organisational control systems and establish ethical practices (Hitt et al., 2001: 509).
- Full Text:
- Authors: Van Eeden, Cornelia Maria
- Date: 2012-08-13
- Subjects: Leadership. , Human capital. , Corporate culture , Strategic planning. , Business ethics. , Corporate governance.
- Type: Mini-Dissertation
- Identifier: uj:9128 , http://hdl.handle.net/10210/5584
- Description: M.Comm. , This research is intended to describe the elements that underline and compromise strategic leadership. Having strategic leaders with substantive expertise in the firm's core functions and businesses is important to the effectiveness of a management team. A heterogenic management team is associated positively with innovation and strategic change and may force them to "think outside of the box" (Hitt et al.,2001:493). Key elements of strategic leadership is used to identify weaknesses and strengths within the organisation and explored. The type of effective strategic leadership that results in the successful implementation of strategies is exemplified by developing human capital through training to establish a strategic direction, fostering an effective culture, exploiting core competencies, using effective organisational control systems and establish ethical practices (Hitt et al., 2001: 509).
- Full Text:
The importance of effective strategic leadership in organisations
- Authors: Van Eeden, Cornelia Maria
- Date: 2012-09-06
- Subjects: Leadership , Human capital , Corporate culture , Strategic planning , Business ethics , Corporate governance
- Type: Mini-Dissertation
- Identifier: uj:9666 , http://hdl.handle.net/10210/7081
- Description: M.Comm. , This research is intended to describe the elements that underline and compromise strategic leadership. Having strategic leaders with substantive expertise in the firm's core functions and businesses is important to the effectiveness of a management team. A heterogenic management team is associated positively with innovation and strategic change and may force them to "think outside of the box" (Hitt et al.,2001:493). Key elements of strategic leadership is used to identify weaknesses and strengths within the organisation and explored. The type of effective strategic leadership that results in the successful implementation of strategies is exemplified by developing human capital through training to establish a strategic direction, fostering an effective culture, exploiting core competencies, using effective organisational control systems and establish ethical practices (Hitt et al., 2001: 509).
- Full Text:
- Authors: Van Eeden, Cornelia Maria
- Date: 2012-09-06
- Subjects: Leadership , Human capital , Corporate culture , Strategic planning , Business ethics , Corporate governance
- Type: Mini-Dissertation
- Identifier: uj:9666 , http://hdl.handle.net/10210/7081
- Description: M.Comm. , This research is intended to describe the elements that underline and compromise strategic leadership. Having strategic leaders with substantive expertise in the firm's core functions and businesses is important to the effectiveness of a management team. A heterogenic management team is associated positively with innovation and strategic change and may force them to "think outside of the box" (Hitt et al.,2001:493). Key elements of strategic leadership is used to identify weaknesses and strengths within the organisation and explored. The type of effective strategic leadership that results in the successful implementation of strategies is exemplified by developing human capital through training to establish a strategic direction, fostering an effective culture, exploiting core competencies, using effective organisational control systems and establish ethical practices (Hitt et al., 2001: 509).
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The effectiveness and efficiency of the University of Johannesburg merger in UJ Sport
- Authors: Haitengi, Roger
- Date: 2017
- Subjects: Organizational effectiveness - Case studies , Consolidation and merger of corporations - South Africa , Universities and colleges - Mergers - South Africa , Corporate culture , Sports - Social aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/269685 , uj:28651
- Description: M.Tech. (Operations Management) , Abstract: University of Johannesburg was established in 2005 through a merger process, which consisted of three former institutions namely RAU, TWR and Vista. From the three institutions Vista was incorporated into RAU the previous year (2004) and the other two (RAU and TWR) merging on equal terms (both parties will have an equal decision making role) in order for the newly formed institution to work effectively and efficiently. The focus of the study was on UJ Sport department and will show the roles that the merger played within the department. It will indicate how effective and efficient the department was after the merger is adopted, and what the current working environment within the department is. It will also show the implementation, changes and transformation they underwent in order to adopt the merger, to become UJ Sport (as one functional unit). Primary data was collected through interviews from current UJ Sport staff who were present during the merger (2004-2005).A process by means of observation was employed in the study as a primary source of data, while secondary data was obtained by sourcing documentation to show how the merger was implemented and the after effects of the process. The secondary data indicated the current state and performance of the department by using the results, culture survey and annual statistics of UJ Sport as source of data. In the conclusion, the UJ Sport implemented merger was moderately one sided in the early stages of the merger. This resulted in the department adopting a defensive culture amongst employees and the department itself did not operate at its full potential or capacity. It is recommended that the department starts off by changing the current culture to a constructive one in order for them to be able to address the current issues and move on. It is suggested that they use Cumming and Worley’s six steps of cultural change, which would assist the department to improve their working environment and become more effective, this will allow them to start operating to their capacity or full potential.
- Full Text:
- Authors: Haitengi, Roger
- Date: 2017
- Subjects: Organizational effectiveness - Case studies , Consolidation and merger of corporations - South Africa , Universities and colleges - Mergers - South Africa , Corporate culture , Sports - Social aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/269685 , uj:28651
- Description: M.Tech. (Operations Management) , Abstract: University of Johannesburg was established in 2005 through a merger process, which consisted of three former institutions namely RAU, TWR and Vista. From the three institutions Vista was incorporated into RAU the previous year (2004) and the other two (RAU and TWR) merging on equal terms (both parties will have an equal decision making role) in order for the newly formed institution to work effectively and efficiently. The focus of the study was on UJ Sport department and will show the roles that the merger played within the department. It will indicate how effective and efficient the department was after the merger is adopted, and what the current working environment within the department is. It will also show the implementation, changes and transformation they underwent in order to adopt the merger, to become UJ Sport (as one functional unit). Primary data was collected through interviews from current UJ Sport staff who were present during the merger (2004-2005).A process by means of observation was employed in the study as a primary source of data, while secondary data was obtained by sourcing documentation to show how the merger was implemented and the after effects of the process. The secondary data indicated the current state and performance of the department by using the results, culture survey and annual statistics of UJ Sport as source of data. In the conclusion, the UJ Sport implemented merger was moderately one sided in the early stages of the merger. This resulted in the department adopting a defensive culture amongst employees and the department itself did not operate at its full potential or capacity. It is recommended that the department starts off by changing the current culture to a constructive one in order for them to be able to address the current issues and move on. It is suggested that they use Cumming and Worley’s six steps of cultural change, which would assist the department to improve their working environment and become more effective, this will allow them to start operating to their capacity or full potential.
- Full Text:
The effect of change management on corporate culture
- Authors: Viljoen, David Jacobus
- Date: 2012-08-28
- Subjects: Organizational change -- Management , Corporate culture
- Type: Mini-Dissertation
- Identifier: http://ujcontent.uj.ac.za8080/10210/390280 , uj:3323 , http://hdl.handle.net/10210/6725
- Description: M.Comm. , This chapter addresses the issues of the changing nature of change, the significant changes and challenges organisations will have to deal with in the new world, and the effect of these changes on the way organisational change will have to be managed in the future. The purpose of this theoretical assessment of change, organisational change and managing organisational change was to institute the rationale why it is important for managers and leaders, of today and tomorrow, to reassess their roles in the dramatic changes their organisations are experiencing. The section on change reveals that the nature of change has changed again, but this time, more drastically than ever experienced before in the world. The changes the world experienced since the mid-nineties are not just exponentially bigger than those of the past, it is also escalating at a much higher rates than ever before. The main reason for this continuous growing change follows from the changes in the forces that drive these changes. The increasing pace of technological development, communication and globalisation are constantly creating new world markets that provide ample new opportunities for businesses but at the same time creating a highly complex and competitive business environment. The section on organisational change indicates that these changes in the business environment force organisations to reassess their positions in the markets. Local boundaries and protection are disappearing quickly and more multinationals are appearing in the world markets. Competition is escalating, competitive advantages are disappearing, products and services becomes obsolete, innovation is the new game, stability disappears, and the people and not the leaders becomes the drivers of the new organisations. The nature of these change, forces organisations to implement major changes, in fact, too totally reinvent all aspects of the organisation, leadership, management, structure, processes, and corporate culture. The last section of the chapter, which looked at the managing of organisational change indicate that managing these major organisational changes has become the biggest challenge ever for the leaders and managers of organisations. The old well established change management methods and processes proofs to be insufficient to deal with the new challenges. Change has to happen quickly and continuously, leaving no time for well-planned incremental change processes. Integrated change management methods and processes that could drive structural, business processes and corporate culture changes at the same time needs to be designed and implemented. Most importantly, the organisation needs change process that could change its corporate culture as quickly as it change its structure and business processes. This chapter also emphasis the need to provide the organisations, leaders, and managers with insight into the nature and importance of their corporate cultures in these major change, since it is the people of the organisation that will drive the implementation of these changes. Chapter 3 deals extensively with the role of corporate culture in the change process.
- Full Text:
- Authors: Viljoen, David Jacobus
- Date: 2012-08-28
- Subjects: Organizational change -- Management , Corporate culture
- Type: Mini-Dissertation
- Identifier: http://ujcontent.uj.ac.za8080/10210/390280 , uj:3323 , http://hdl.handle.net/10210/6725
- Description: M.Comm. , This chapter addresses the issues of the changing nature of change, the significant changes and challenges organisations will have to deal with in the new world, and the effect of these changes on the way organisational change will have to be managed in the future. The purpose of this theoretical assessment of change, organisational change and managing organisational change was to institute the rationale why it is important for managers and leaders, of today and tomorrow, to reassess their roles in the dramatic changes their organisations are experiencing. The section on change reveals that the nature of change has changed again, but this time, more drastically than ever experienced before in the world. The changes the world experienced since the mid-nineties are not just exponentially bigger than those of the past, it is also escalating at a much higher rates than ever before. The main reason for this continuous growing change follows from the changes in the forces that drive these changes. The increasing pace of technological development, communication and globalisation are constantly creating new world markets that provide ample new opportunities for businesses but at the same time creating a highly complex and competitive business environment. The section on organisational change indicates that these changes in the business environment force organisations to reassess their positions in the markets. Local boundaries and protection are disappearing quickly and more multinationals are appearing in the world markets. Competition is escalating, competitive advantages are disappearing, products and services becomes obsolete, innovation is the new game, stability disappears, and the people and not the leaders becomes the drivers of the new organisations. The nature of these change, forces organisations to implement major changes, in fact, too totally reinvent all aspects of the organisation, leadership, management, structure, processes, and corporate culture. The last section of the chapter, which looked at the managing of organisational change indicate that managing these major organisational changes has become the biggest challenge ever for the leaders and managers of organisations. The old well established change management methods and processes proofs to be insufficient to deal with the new challenges. Change has to happen quickly and continuously, leaving no time for well-planned incremental change processes. Integrated change management methods and processes that could drive structural, business processes and corporate culture changes at the same time needs to be designed and implemented. Most importantly, the organisation needs change process that could change its corporate culture as quickly as it change its structure and business processes. This chapter also emphasis the need to provide the organisations, leaders, and managers with insight into the nature and importance of their corporate cultures in these major change, since it is the people of the organisation that will drive the implementation of these changes. Chapter 3 deals extensively with the role of corporate culture in the change process.
- Full Text:
The discriminant validity of a culture assessment instrument:a comparison of company culture.
- Authors: Du Toit, Willem Francois
- Date: 2008-04-22T06:17:23Z
- Subjects: Corporate culture , evaluation
- Type: Thesis
- Identifier: uj:8524 , http://hdl.handle.net/10210/267
- Description: Prof. Gert Roodt
- Full Text:
- Authors: Du Toit, Willem Francois
- Date: 2008-04-22T06:17:23Z
- Subjects: Corporate culture , evaluation
- Type: Thesis
- Identifier: uj:8524 , http://hdl.handle.net/10210/267
- Description: Prof. Gert Roodt
- Full Text:
The design of a pragmatic and user friendly organisation culture diagnoses framework
- Authors: Crafford, F.
- Date: 2012-08-13
- Subjects: Corporate culture
- Type: Thesis
- Identifier: uj:9032 , http://hdl.handle.net/10210/5497
- Description: M.Comm. , The concept of an organisation culture has emerged in the last decade due to theorist recognizing that organisations are more than mechanistic, rational goal driven systems with formal structures. Beyond formal structures are the hidden social frameworks people take for granted (Schultz, 1995: 5). Within these frameworks lies the unconscious life of an organisation, where beliefs, values and meanings are created, develop and influence the more visible life of the organisation.
- Full Text:
- Authors: Crafford, F.
- Date: 2012-08-13
- Subjects: Corporate culture
- Type: Thesis
- Identifier: uj:9032 , http://hdl.handle.net/10210/5497
- Description: M.Comm. , The concept of an organisation culture has emerged in the last decade due to theorist recognizing that organisations are more than mechanistic, rational goal driven systems with formal structures. Beyond formal structures are the hidden social frameworks people take for granted (Schultz, 1995: 5). Within these frameworks lies the unconscious life of an organisation, where beliefs, values and meanings are created, develop and influence the more visible life of the organisation.
- Full Text:
The culture of employee learning at the University of Johannesburg : the case of administrative assistants for university academic work
- Authors: Mavunga, George
- Date: 2017
- Subjects: University of Johannesburg - Employees - Training of , Employees - Training of , Corporate culture
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/286271 , uj:30975
- Description: Ph.D. (Higher Education Studies) , Abstract: Employee learning has of late become a strategic imperative for both individual organisations and countries. The reasons for this include the role of learning in employee professional growth; job and customer satisfaction as well as the need to enable employees to cope with technological advancements. This has given rise to the question as to how best employee learning can be practised. Attendant to this is the question as to the culture that should characterise such learning which, as pointed out by Garvin, Edmondson and Gino, (2008) is an area in which there is a dearth of studies as publications in most refereed journals, for example, take a generalist approach to either human resource management or adult learning. In addition, as Harrison (2009) points out, this is an area characterised by fluidity of perspectives and thus continuous search for new knowledge. Approaches to employee learning since the 1960’s have largely been premised on Human Capital Theory (HCT) whose main thesis is that investing in human beings guarantees an improvement in production as well as the economic benefits that accrue to them, the organisations which they work for and, ultimately, their countries. The suggestions in HCT and its related theories have several implications for the culture of employee learning. One of these is that its attendant culture is linear as it is solely dependent on government and or employer’s employee learning initiatives, on one hand, and the employees’ responses to such initiatives, on the other. In spite of their appeal, some of the proposals in HCT began to be questioned as early as the 1970’s especially because of evidence that brought to question the link between education, on one hand, and higher earnings for individuals and economic prosperity for nations, on the other (Bowles and Gintis, 1975; Tyack, 1974; Vally and Motala, 2014)...
- Full Text:
- Authors: Mavunga, George
- Date: 2017
- Subjects: University of Johannesburg - Employees - Training of , Employees - Training of , Corporate culture
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/286271 , uj:30975
- Description: Ph.D. (Higher Education Studies) , Abstract: Employee learning has of late become a strategic imperative for both individual organisations and countries. The reasons for this include the role of learning in employee professional growth; job and customer satisfaction as well as the need to enable employees to cope with technological advancements. This has given rise to the question as to how best employee learning can be practised. Attendant to this is the question as to the culture that should characterise such learning which, as pointed out by Garvin, Edmondson and Gino, (2008) is an area in which there is a dearth of studies as publications in most refereed journals, for example, take a generalist approach to either human resource management or adult learning. In addition, as Harrison (2009) points out, this is an area characterised by fluidity of perspectives and thus continuous search for new knowledge. Approaches to employee learning since the 1960’s have largely been premised on Human Capital Theory (HCT) whose main thesis is that investing in human beings guarantees an improvement in production as well as the economic benefits that accrue to them, the organisations which they work for and, ultimately, their countries. The suggestions in HCT and its related theories have several implications for the culture of employee learning. One of these is that its attendant culture is linear as it is solely dependent on government and or employer’s employee learning initiatives, on one hand, and the employees’ responses to such initiatives, on the other. In spite of their appeal, some of the proposals in HCT began to be questioned as early as the 1970’s especially because of evidence that brought to question the link between education, on one hand, and higher earnings for individuals and economic prosperity for nations, on the other (Bowles and Gintis, 1975; Tyack, 1974; Vally and Motala, 2014)...
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The consequences of employees' work-based identity
- Authors: Bothma, Filippus Cornelius
- Date: 2012-06-07
- Subjects: Identity (Psychology) , Corporate culture , Performance - Management
- Type: Thesis
- Identifier: uj:2545 , http://hdl.handle.net/10210/4999
- Description: D.Comm. , Work-related identities have a major influence on employee behaviour, as specific identities are evoked in response to certain social situations. As part of a larger research project, this study systematically investigated the relationship between work-based identity and selected subjective and objective work outcomes. Based on the research findings, it can be stated that work-based identity plays an important role in determining employees‟ work outcomes, for example, task performance. These work outcomes are important (e.g., labour turnover and task performance) for organisations, as they have cost implications that impact on the organisation‟s financial bottom line. Research purpose: The primary objective of this study was to investigate whether work-based identity is related to the selected subjective consequences personal alienation, burnout, organisational citizenship behaviour - helping behaviour (H-OCB) and work engagement, and the selected objective consequences turnover intention as a proxy for labour turnover, and task performance. The possible mediation effect that the subjective consequences may have on the relationship between work-based identity and the objective consequences were investigated. It was also investigated whether the selected predictors (including work-based identity with the subjective consequences) can predict turnover intention and task performance. In addition, the possibility of the selected biographical and demographic data having a moderating effect on the relationship between the predictors (i.e. work-based identity and the selected subjective consequences) and objective consequences were investigated.
- Full Text:
- Authors: Bothma, Filippus Cornelius
- Date: 2012-06-07
- Subjects: Identity (Psychology) , Corporate culture , Performance - Management
- Type: Thesis
- Identifier: uj:2545 , http://hdl.handle.net/10210/4999
- Description: D.Comm. , Work-related identities have a major influence on employee behaviour, as specific identities are evoked in response to certain social situations. As part of a larger research project, this study systematically investigated the relationship between work-based identity and selected subjective and objective work outcomes. Based on the research findings, it can be stated that work-based identity plays an important role in determining employees‟ work outcomes, for example, task performance. These work outcomes are important (e.g., labour turnover and task performance) for organisations, as they have cost implications that impact on the organisation‟s financial bottom line. Research purpose: The primary objective of this study was to investigate whether work-based identity is related to the selected subjective consequences personal alienation, burnout, organisational citizenship behaviour - helping behaviour (H-OCB) and work engagement, and the selected objective consequences turnover intention as a proxy for labour turnover, and task performance. The possible mediation effect that the subjective consequences may have on the relationship between work-based identity and the objective consequences were investigated. It was also investigated whether the selected predictors (including work-based identity with the subjective consequences) can predict turnover intention and task performance. In addition, the possibility of the selected biographical and demographic data having a moderating effect on the relationship between the predictors (i.e. work-based identity and the selected subjective consequences) and objective consequences were investigated.
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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.
- Full Text:
- 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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The alignment of espoused values and organisational culture at a South African parastatal organisation
- Authors: Phale, Robert Aubrey
- Date: 2012-06-06
- Subjects: Corporate culture , Organizational behavior , Business ethics , Government business enterprises , Eskom (Firm)
- Type: Thesis
- Identifier: uj:2469 , http://hdl.handle.net/10210/4925
- Description: M.Comm. , The primary purpose of the present study was to identify whether the organisational culture of the Transmission Division of Eskom is aligned to its stated values. In seeking to reach this objective, it was necessary to assess the gap between espoused and practised organisational values. The study also sought to identify the Transmission Division’s organisational culture. A correlation between the stated values and identified organisational culture was calculated and this was used to infer whether the values that the organisation espouses are aligned to the current organisational culture. The study made use a self-administered questionnaire sent via email to all the Transmission Division employees (N=1793) of whom 182 responded. The questionnaire comprised sections covering biographical aspects, organisational values as well as questions on organisational culture. In the questionnaire, biographical aspects were provided by the Transmission Division’s human resources department and those for organisational values were derived from both literature and Eskom’s value statement. Questions on organisational culture were taken from Cameron and Quinn’s (2006) Organisational Culture Assessment Instrument (OCAI). Data on organisational values was subjected to quantitative analysis whilst data relating to organisational culture was interpreted by following Cameron and Quinn’s (2006) Competing Values Framework (CVF). The present study found that there is a gap between observed and espoused or stated organisational values. By using the Cameron and Quinn (2006) framework of organisational culture, which identifies hierarchy, ‘adhocracy’, market and clan’ as the ‘four distinct organisational culture types, the study found that respondents experience the current Transmission Division’s organisational culture to be predominantly hierarchical. A general inference drawn in this study is that the current hierarchical organisational culture is misaligned to the espoused organisational values of ‘integrity’, ‘customer satisfaction’, ‘innovation’ and ‘excellence’. The study makes recommendations to the Transmission Division about how to address this misalignment and areas that require further investigation are suggested.
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- Authors: Phale, Robert Aubrey
- Date: 2012-06-06
- Subjects: Corporate culture , Organizational behavior , Business ethics , Government business enterprises , Eskom (Firm)
- Type: Thesis
- Identifier: uj:2469 , http://hdl.handle.net/10210/4925
- Description: M.Comm. , The primary purpose of the present study was to identify whether the organisational culture of the Transmission Division of Eskom is aligned to its stated values. In seeking to reach this objective, it was necessary to assess the gap between espoused and practised organisational values. The study also sought to identify the Transmission Division’s organisational culture. A correlation between the stated values and identified organisational culture was calculated and this was used to infer whether the values that the organisation espouses are aligned to the current organisational culture. The study made use a self-administered questionnaire sent via email to all the Transmission Division employees (N=1793) of whom 182 responded. The questionnaire comprised sections covering biographical aspects, organisational values as well as questions on organisational culture. In the questionnaire, biographical aspects were provided by the Transmission Division’s human resources department and those for organisational values were derived from both literature and Eskom’s value statement. Questions on organisational culture were taken from Cameron and Quinn’s (2006) Organisational Culture Assessment Instrument (OCAI). Data on organisational values was subjected to quantitative analysis whilst data relating to organisational culture was interpreted by following Cameron and Quinn’s (2006) Competing Values Framework (CVF). The present study found that there is a gap between observed and espoused or stated organisational values. By using the Cameron and Quinn (2006) framework of organisational culture, which identifies hierarchy, ‘adhocracy’, market and clan’ as the ‘four distinct organisational culture types, the study found that respondents experience the current Transmission Division’s organisational culture to be predominantly hierarchical. A general inference drawn in this study is that the current hierarchical organisational culture is misaligned to the espoused organisational values of ‘integrity’, ‘customer satisfaction’, ‘innovation’ and ‘excellence’. The study makes recommendations to the Transmission Division about how to address this misalignment and areas that require further investigation are suggested.
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Talent management during mergers and acquisitions in emerging economies
- Authors: Retief, Lance Andre
- Date: 2018
- Subjects: Consolidation and merger of corporations , Employee retention , Corporate culture , Business communication , Organizational change - Management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271946 , uj:28933
- Description: Abstract: Ninety percent of high tech mergers and acquisitions fail to deliver the expected increases. Talent retention, communication and integration of corporate cultures are of the major people challenges experienced in mergers and acquisitions. The failure to retain key talented staff and the successful integration of corporate cultures often cause productivity levels to drop to as low as 50 percent, employee satisfaction levels drop by 14 percent and 80 percent of employees feel that leaders were concerned with the financial benefits at the expense of people. Research on mergers and acquisitions over the last 20 years were predominantly conducted using quantitative research methods with a focus on finance, accounting and economics. The need to conduct more qualitative research methodologies have been expressed with a focus on people as oppose to financials and economic data. This study followed a qualitative, realism, interpretivist approach in order to understand and seek rich descriptions from various participants on their diverse acquisition experiences which tells a story of why talent may decide to stay or leave post an acquisition. Data was collected using predominantly semi-structured open ended interviews. Nine acquired employees from different acquisitions were interviewed, some of which resigned post their acquisition. A thematic analysis process was used to analyse the data. Conclusions were drawn from the themes and the relationships between them. The study confirmed what the literature says on mergers and acquisitions and people integration challenges. Corporate culture differences, HR due diligence, HR integration plans and the management of change are key drivers impacting employees’ decision to leave or stay post an acquisition. Corporate culture differences include, structural, process and procedure difference. HR due diligence include effective communication before and during an acquisition and HR integration plans refer to the initiatives acquirer firms implement to manage the integration process. The management of change include the acquirer firms’ ability to put robust change management plans in place and the personal coping mechanisms acquired employees adopt to manage the change. The study concluded that the factors that impacted employees’ decision to stay or leave after an acquisition varied. Of the main factors included the inability to cope with... , M.Phil. (Management)
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- Authors: Retief, Lance Andre
- Date: 2018
- Subjects: Consolidation and merger of corporations , Employee retention , Corporate culture , Business communication , Organizational change - Management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271946 , uj:28933
- Description: Abstract: Ninety percent of high tech mergers and acquisitions fail to deliver the expected increases. Talent retention, communication and integration of corporate cultures are of the major people challenges experienced in mergers and acquisitions. The failure to retain key talented staff and the successful integration of corporate cultures often cause productivity levels to drop to as low as 50 percent, employee satisfaction levels drop by 14 percent and 80 percent of employees feel that leaders were concerned with the financial benefits at the expense of people. Research on mergers and acquisitions over the last 20 years were predominantly conducted using quantitative research methods with a focus on finance, accounting and economics. The need to conduct more qualitative research methodologies have been expressed with a focus on people as oppose to financials and economic data. This study followed a qualitative, realism, interpretivist approach in order to understand and seek rich descriptions from various participants on their diverse acquisition experiences which tells a story of why talent may decide to stay or leave post an acquisition. Data was collected using predominantly semi-structured open ended interviews. Nine acquired employees from different acquisitions were interviewed, some of which resigned post their acquisition. A thematic analysis process was used to analyse the data. Conclusions were drawn from the themes and the relationships between them. The study confirmed what the literature says on mergers and acquisitions and people integration challenges. Corporate culture differences, HR due diligence, HR integration plans and the management of change are key drivers impacting employees’ decision to leave or stay post an acquisition. Corporate culture differences include, structural, process and procedure difference. HR due diligence include effective communication before and during an acquisition and HR integration plans refer to the initiatives acquirer firms implement to manage the integration process. The management of change include the acquirer firms’ ability to put robust change management plans in place and the personal coping mechanisms acquired employees adopt to manage the change. The study concluded that the factors that impacted employees’ decision to stay or leave after an acquisition varied. Of the main factors included the inability to cope with... , M.Phil. (Management)
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