Evaluation of a process- and product-innovation framework in decentralised international organisations
- Authors: Van Wyk, Anne-Marie
- Date: 2018
- Subjects: New products , Consumer satisfaction , Customer services , Corporate culture
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/293722 , uj:31944
- Description: D.Phil. (Engineering Management) , Abstract: The availability of big data, supported by advanced technologies, has given rise to a more informed and empowered global consumer, resulting in extreme pressure on organisations to continuously find new innovative ways to serve these clients. When operating under tough economic conditions companies tend to challenge the timing of innovative initiatives. The truth is that they simply have no choice. Clients now have more information and more choices than ever and an ever-growing list of demands and expectations. Simultaneously, there is increased competition for the same share of wallet. They must rise to the challenge, gear up for the battle and understand that they need to innovate and operate differently to survive. The journey to client centricity through structured innovation has a beginning but no end. It starts with the conceptualisation of an idea, develops through organisational alignment and iterations of implementation, learning and improvement. Client centricity has proven to be an elusive goal for many organisations. Agile disruptive innovation is required to remain relevant in the areas in which they operate. A paradigm shift is required and organisations need to change the strategies from being product centric to focusing on client centricity instead. The biggest issue and major challenge typically faced by organisations attempting to make this shift, is the organisational culture. Above and beyond client-centric innovation, the organisation needs to enhance more disruptive thinking around the development of radical new client-value propositions that move beyond the traditional confines of their current capabilities and commercial models and address client demands in other industries. Qualitative research, combined with action-based research, was conducted to assess the technical and non-technical enablers required to implement a generic product- and process-innovation framework to establish a client-centric culture in a diverse and decentralised international logistics solutions organisation. The intended contribution of this study to the academic body of knowledge is to create a new paradigm that proves that client-led disruption should be countered by innovation driven by client requirements instead of the traditional product driven innovation...
- Full Text:
- Authors: Van Wyk, Anne-Marie
- Date: 2018
- Subjects: New products , Consumer satisfaction , Customer services , Corporate culture
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/293722 , uj:31944
- Description: D.Phil. (Engineering Management) , Abstract: The availability of big data, supported by advanced technologies, has given rise to a more informed and empowered global consumer, resulting in extreme pressure on organisations to continuously find new innovative ways to serve these clients. When operating under tough economic conditions companies tend to challenge the timing of innovative initiatives. The truth is that they simply have no choice. Clients now have more information and more choices than ever and an ever-growing list of demands and expectations. Simultaneously, there is increased competition for the same share of wallet. They must rise to the challenge, gear up for the battle and understand that they need to innovate and operate differently to survive. The journey to client centricity through structured innovation has a beginning but no end. It starts with the conceptualisation of an idea, develops through organisational alignment and iterations of implementation, learning and improvement. Client centricity has proven to be an elusive goal for many organisations. Agile disruptive innovation is required to remain relevant in the areas in which they operate. A paradigm shift is required and organisations need to change the strategies from being product centric to focusing on client centricity instead. The biggest issue and major challenge typically faced by organisations attempting to make this shift, is the organisational culture. Above and beyond client-centric innovation, the organisation needs to enhance more disruptive thinking around the development of radical new client-value propositions that move beyond the traditional confines of their current capabilities and commercial models and address client demands in other industries. Qualitative research, combined with action-based research, was conducted to assess the technical and non-technical enablers required to implement a generic product- and process-innovation framework to establish a client-centric culture in a diverse and decentralised international logistics solutions organisation. The intended contribution of this study to the academic body of knowledge is to create a new paradigm that proves that client-led disruption should be countered by innovation driven by client requirements instead of the traditional product driven innovation...
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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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Enhancing the effectiveness of a knowledge management toolkit in a professional services firm
- Authors: Chetty, Lameshnee
- Date: 2017
- Subjects: Information resources management , Corporate culture , Knowledge management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246168 , uj:25513
- Description: M.Phil. (Information Management) , Abstract: This study seeks to discover the efficiency of the current knowledge management toolkit for client facing professionals in a professional services firm in South Africa (The PSF). The efficiency of the toolkit determines the overall value of the knowledge management programme in the organisation. The objective of the study conducted during 2016 as evaluation research was threefold. Firstly, to determine how the current knowledge management toolkit was providing solutions to client facing employees. Secondly, to identify what the gaps were in the current knowledge management toolkit. Thirdly, to determine what needed to be implemented to improve the efficiency of the knowledge management toolkit. A pragmatism philosophy was used for this study because the research takes into account various perspectives to interpret the data. The sample on whom this research was conducted was 30 participants who possess the following criteria: employees who work in client account teams, employees who work on strategic and target clients, and employees who ensure client sustainability for existing clients. Semi structured interviews were used to collect data to help determine which knowledge management tools worked well, which tools were not working well, and what can be included or improved on. This research gives an overview of how the knowledge management toolkit was being used in The PSF and how it can be improved on in order to enhance client engagements and provide a competitive advantage. Evaluation of the toolkit overall depicts that the experience tool, one of eight tools in The PSF’s KM toolkit, was the tool that added the most value to the organisation. The results of this research give clear indication of areas of improvement which should be considered. Most significantly, the collaboration tool was rated the least valuable to the organisation; however, it does have the potential to increase its value by implementing the necessary recommendations. The study enabled the organisation to strategically position the knowledge management toolkit towards adding value for client engagements.
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- Authors: Chetty, Lameshnee
- Date: 2017
- Subjects: Information resources management , Corporate culture , Knowledge management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246168 , uj:25513
- Description: M.Phil. (Information Management) , Abstract: This study seeks to discover the efficiency of the current knowledge management toolkit for client facing professionals in a professional services firm in South Africa (The PSF). The efficiency of the toolkit determines the overall value of the knowledge management programme in the organisation. The objective of the study conducted during 2016 as evaluation research was threefold. Firstly, to determine how the current knowledge management toolkit was providing solutions to client facing employees. Secondly, to identify what the gaps were in the current knowledge management toolkit. Thirdly, to determine what needed to be implemented to improve the efficiency of the knowledge management toolkit. A pragmatism philosophy was used for this study because the research takes into account various perspectives to interpret the data. The sample on whom this research was conducted was 30 participants who possess the following criteria: employees who work in client account teams, employees who work on strategic and target clients, and employees who ensure client sustainability for existing clients. Semi structured interviews were used to collect data to help determine which knowledge management tools worked well, which tools were not working well, and what can be included or improved on. This research gives an overview of how the knowledge management toolkit was being used in The PSF and how it can be improved on in order to enhance client engagements and provide a competitive advantage. Evaluation of the toolkit overall depicts that the experience tool, one of eight tools in The PSF’s KM toolkit, was the tool that added the most value to the organisation. The results of this research give clear indication of areas of improvement which should be considered. Most significantly, the collaboration tool was rated the least valuable to the organisation; however, it does have the potential to increase its value by implementing the necessary recommendations. The study enabled the organisation to strategically position the knowledge management toolkit towards adding value for client engagements.
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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)...
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- 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 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.
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- 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.
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An assessment of the impact of culture on construction education in South Africa
- Authors: Kgoadi, Mokgadi Dalleen
- Date: 2016
- Subjects: Construction industry - Management - Study and teaching (Higher) , Construction industry - Management - Vocational guidance , Engineers - Study and teaching (Continuing education) , Corporate culture
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/242975 , uj:25077
- Description: M.Tech. (Quantity Survey) , Abstract: South Africa’s education sector comprises various individuals, all with different backgrounds, and this sometimes creates challenges when it comes to the teaching and learning processes. The present research assessed the impact of culture on construction education in South Africa. The objectives of the study were to identify how culture affects construction education, to evaluate how culture affects the construction lecturers’ pedagogy, to determine how the lecturers’ culture affects students’ buy-in to studying construction-related degrees and also to determine the impact that culture has on gender aspects in construction education. The data used in this paper were derived from both primary and secondary sources. The secondary data were collected through a detailed assessment of related literature. The primary data were likewise collected via a structured questionnaire aimed at 130 respondents who were students registered for Construction Management (CM), Quantity Surveying (QS), Civil Engineering and Building Science at a South African higher education institution. Out of the collected 130 questionnaires, only 101 were usable, representing a response rate of 78 per cent that was deemed viable for statistical analysis for this study. Data received from the questionnaires were analysed using descriptive statistics procedures. The higher education institution used for the study has a variety of students and lecturers: through this study it is evident that the cultural background of the students shapes their attitudes and values, knowledge base as well as the skill set and these, in turn, influencing classroom behaviours, their study habits, their writing styles and faculty student interactions. This research study revealed that culture is an important concept when it comes to education. Moreover, the study findings further revealed that when it comes to the construction industry, it is better to acknowledge that people are different, and that they come from different environments where people are used to doing things in different ways. It must also be acknowledged that in order to work effectively and efficiently, the needs of different individuals must be addressed and met. Also, the study found that in order to ensure students’ academic success, there should always be successful management of cultural differences, and people should learn more about the management of cultural differences. The study also revealed that the issue of career sexism still exists and this is an important issue that should be dealt with by government, industry, employers, higher education institutions and individuals. It is recommended that in order to manage cultural differences, students need to be aware of the cultural backgrounds of those with whom they work and interact since failure to manage cultural differences in a...
- Full Text:
- Authors: Kgoadi, Mokgadi Dalleen
- Date: 2016
- Subjects: Construction industry - Management - Study and teaching (Higher) , Construction industry - Management - Vocational guidance , Engineers - Study and teaching (Continuing education) , Corporate culture
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/242975 , uj:25077
- Description: M.Tech. (Quantity Survey) , Abstract: South Africa’s education sector comprises various individuals, all with different backgrounds, and this sometimes creates challenges when it comes to the teaching and learning processes. The present research assessed the impact of culture on construction education in South Africa. The objectives of the study were to identify how culture affects construction education, to evaluate how culture affects the construction lecturers’ pedagogy, to determine how the lecturers’ culture affects students’ buy-in to studying construction-related degrees and also to determine the impact that culture has on gender aspects in construction education. The data used in this paper were derived from both primary and secondary sources. The secondary data were collected through a detailed assessment of related literature. The primary data were likewise collected via a structured questionnaire aimed at 130 respondents who were students registered for Construction Management (CM), Quantity Surveying (QS), Civil Engineering and Building Science at a South African higher education institution. Out of the collected 130 questionnaires, only 101 were usable, representing a response rate of 78 per cent that was deemed viable for statistical analysis for this study. Data received from the questionnaires were analysed using descriptive statistics procedures. The higher education institution used for the study has a variety of students and lecturers: through this study it is evident that the cultural background of the students shapes their attitudes and values, knowledge base as well as the skill set and these, in turn, influencing classroom behaviours, their study habits, their writing styles and faculty student interactions. This research study revealed that culture is an important concept when it comes to education. Moreover, the study findings further revealed that when it comes to the construction industry, it is better to acknowledge that people are different, and that they come from different environments where people are used to doing things in different ways. It must also be acknowledged that in order to work effectively and efficiently, the needs of different individuals must be addressed and met. Also, the study found that in order to ensure students’ academic success, there should always be successful management of cultural differences, and people should learn more about the management of cultural differences. The study also revealed that the issue of career sexism still exists and this is an important issue that should be dealt with by government, industry, employers, higher education institutions and individuals. It is recommended that in order to manage cultural differences, students need to be aware of the cultural backgrounds of those with whom they work and interact since failure to manage cultural differences in a...
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Improved change management at E Tuk Tuk transport services, South Africa
- Authors: Mashoane, Merementsi Israel
- Date: 2016
- Subjects: Organizational change - Management , Urban transportation , Corporate culture , Taxicab industry
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/233032 , uj:23783
- Description: M.Tech. (Operations Management) , Abstract: The purpose of this research is to identify how change management at E Tuk Tuk can help improve service delivery and bring about customer satisfaction in the organisation. It is to implement change process and procedures at E Tuk Tuk in order to make the company aware of possible changes they need to implement to be competitive and have customer satisfaction at all times. In this study the current problems being faced at E Tuk Tuk were identified and different methods where used to collect data regarding the possible solutions to the current problems faced at E Tuk Tuk. The study makes use of the quantitative research design in the form of questionnaires and seeks to identify the availability of a tool that can be used to measure the performance of the service provider, this will be very useful in identifying improvement gaps; also, it will enable E Tuk Tuk to set targets on how to improve service delivery and meet customer expectations. There were two questionnaires distributed, one to 50 customers and the other to 10 volunteers between management and employees. The results from the respondents are used to help come up with a conclusion and recommendation to help the organization in improving service delivery and customer satisfaction. The study focuses on the changes in management that need to be fulfilled at E Tuk Tuk and the ability of the team to adapt to changes to meet customer needs as they change over time. The focus is also on the importance of customer’s at E Tuk Tuk and how they help the organisation grow and adapt to changes that are required to enhance growth and service delivery. Overall, this research provides both an overview of E Tuk Tuk as well as provides recommendations that will cultivate better service delivery and customer satisfaction. What's more, the emphasis is also on the importance of management in helping E Tuk Tuk transport services achieve and adapt to change and how they play a very important role in motivating the employee’s and training them to be able to adapt to change and be effective in all they do at the organisation will be outlined and discussed in this study. We are going to look if there was a need for change in management and if it will benefit the organisation in any way to enable growth. Lastly we will review how the impact of change management will help E Tuk Tuk become competitive and help them in any way possible to deliver to its target market and to excel in the business. This research explores the influence of change management at E Tuk Tuk. It outlines the important aspects for change management at E Tuk Tuk Transport services. A clear understanding on why change management is important in any organisation and why there is a need to implement it will be outlined later in the thesis. The main findings outlined was the inability of E Tuk Tuk employees to adapt to change and the results show that training will help empower and better the understanding of employees as well as management.
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- Authors: Mashoane, Merementsi Israel
- Date: 2016
- Subjects: Organizational change - Management , Urban transportation , Corporate culture , Taxicab industry
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/233032 , uj:23783
- Description: M.Tech. (Operations Management) , Abstract: The purpose of this research is to identify how change management at E Tuk Tuk can help improve service delivery and bring about customer satisfaction in the organisation. It is to implement change process and procedures at E Tuk Tuk in order to make the company aware of possible changes they need to implement to be competitive and have customer satisfaction at all times. In this study the current problems being faced at E Tuk Tuk were identified and different methods where used to collect data regarding the possible solutions to the current problems faced at E Tuk Tuk. The study makes use of the quantitative research design in the form of questionnaires and seeks to identify the availability of a tool that can be used to measure the performance of the service provider, this will be very useful in identifying improvement gaps; also, it will enable E Tuk Tuk to set targets on how to improve service delivery and meet customer expectations. There were two questionnaires distributed, one to 50 customers and the other to 10 volunteers between management and employees. The results from the respondents are used to help come up with a conclusion and recommendation to help the organization in improving service delivery and customer satisfaction. The study focuses on the changes in management that need to be fulfilled at E Tuk Tuk and the ability of the team to adapt to changes to meet customer needs as they change over time. The focus is also on the importance of customer’s at E Tuk Tuk and how they help the organisation grow and adapt to changes that are required to enhance growth and service delivery. Overall, this research provides both an overview of E Tuk Tuk as well as provides recommendations that will cultivate better service delivery and customer satisfaction. What's more, the emphasis is also on the importance of management in helping E Tuk Tuk transport services achieve and adapt to change and how they play a very important role in motivating the employee’s and training them to be able to adapt to change and be effective in all they do at the organisation will be outlined and discussed in this study. We are going to look if there was a need for change in management and if it will benefit the organisation in any way to enable growth. Lastly we will review how the impact of change management will help E Tuk Tuk become competitive and help them in any way possible to deliver to its target market and to excel in the business. This research explores the influence of change management at E Tuk Tuk. It outlines the important aspects for change management at E Tuk Tuk Transport services. A clear understanding on why change management is important in any organisation and why there is a need to implement it will be outlined later in the thesis. The main findings outlined was the inability of E Tuk Tuk employees to adapt to change and the results show that training will help empower and better the understanding of employees as well as management.
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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)
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- 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)
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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 ...
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- 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 ...
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Die verwantskap tussen topbestuurwaardes en organisasiekultuur
- Dorfling, Petrus Johannes Jacobus
- Authors: Dorfling, Petrus Johannes Jacobus
- Date: 2015-09-01
- Subjects: Organizational behavior , Management , Corporate culture
- Type: Thesis
- Identifier: uj:13995 , http://hdl.handle.net/10210/14369
- Description: M.Com. , Organisation culture is defined as the consistent pattern of assumption. values and philosophies developed by the members of an organisation in order to cope with the organisation's particular problems of existence. These assumptions, values and philosophies provide direction to the organisation in the form of a strategy or mission and also serve to integrate the organisation's internal designs and behaviors into consistent pattern (roles and activities of managers and employees, style of business, managerial style, structure, systems and procedures, rewards, status, punishments, criteria for selection and behavioral norms) ...
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- Authors: Dorfling, Petrus Johannes Jacobus
- Date: 2015-09-01
- Subjects: Organizational behavior , Management , Corporate culture
- Type: Thesis
- Identifier: uj:13995 , http://hdl.handle.net/10210/14369
- Description: M.Com. , Organisation culture is defined as the consistent pattern of assumption. values and philosophies developed by the members of an organisation in order to cope with the organisation's particular problems of existence. These assumptions, values and philosophies provide direction to the organisation in the form of a strategy or mission and also serve to integrate the organisation's internal designs and behaviors into consistent pattern (roles and activities of managers and employees, style of business, managerial style, structure, systems and procedures, rewards, status, punishments, criteria for selection and behavioral norms) ...
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Openbare betrekkinge as agent tot gedragsverandering in perspektief
- Authors: Nel, Jacobus Johannes
- Date: 2015-03-18
- Subjects: Organizational behavior , Communication in management , Strategic planning , Corporate culture , Public relations
- Type: Thesis
- Identifier: uj:13506 , http://hdl.handle.net/10210/13537
- Description: D.Com. , Public relations is an organisational function in transition, but for that matter the whole management function is currently experiencing a period of change. Had public relations already been an established field of study at the beginning of this transition period, the necessary adjustments to existing practices and the adaptation to external environmental changes would have proceeded with less difficulty.
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- Authors: Nel, Jacobus Johannes
- Date: 2015-03-18
- Subjects: Organizational behavior , Communication in management , Strategic planning , Corporate culture , Public relations
- Type: Thesis
- Identifier: uj:13506 , http://hdl.handle.net/10210/13537
- Description: D.Com. , Public relations is an organisational function in transition, but for that matter the whole management function is currently experiencing a period of change. Had public relations already been an established field of study at the beginning of this transition period, the necessary adjustments to existing practices and the adaptation to external environmental changes would have proceeded with less difficulty.
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Die invloed van induksie by die skepping van 'n gunstige organisasieklimaat by die nuweling
- Authors: Els, Paul Johannes
- Date: 2014-11-17
- Subjects: Corporate culture , Employee orientation
- Type: Thesis
- Identifier: uj:12874 , http://hdl.handle.net/10210/12764
- Description: M.Com. (Industrial Psychology) , The primary aim of this research project was to determine whether induction has an influence with regard to establishing a favourable organizational climate with the new employee. Two organizations were used for this research, the one with a well-planned induction programme and the other with no induction programme at ,all. The two orqanizations correspond well with regard to service conditions, fringe benefits and working hours and the administrative personnel of both were used as experimental subjects. The latter included both males and females and they were further divided according to qualifications and age group. The organizational climate questionnaire used for collection of the data, is that of Litwin and Stringer. Gelfand (1972) redeveloped the questionnaire for a South African application. The questionnaire measures nine dimensions that provide objective information regarding organizational climate. Altogether 122 questionnaires, 65 at organization A and 57 at organization B, were used for the final interpretation. The following hypothesis was made: An organization that employs a well-planned induction programme will create a more favourable organizational climate with the new employee than would an organization that does not employ any induction programme at all. In order to determine the significant differences between the two research groups, t-tests were conducted. It was expected that new employees who have followed a well-planned induction programme would from the start, reflect a more positive image of the climate within their new organization. However, with the exception of three dimensions, confirmation could not be obtained for these initial expectations. A global comparison between the two organizations also did not indicate any real differences between the two research groups.
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- Authors: Els, Paul Johannes
- Date: 2014-11-17
- Subjects: Corporate culture , Employee orientation
- Type: Thesis
- Identifier: uj:12874 , http://hdl.handle.net/10210/12764
- Description: M.Com. (Industrial Psychology) , The primary aim of this research project was to determine whether induction has an influence with regard to establishing a favourable organizational climate with the new employee. Two organizations were used for this research, the one with a well-planned induction programme and the other with no induction programme at ,all. The two orqanizations correspond well with regard to service conditions, fringe benefits and working hours and the administrative personnel of both were used as experimental subjects. The latter included both males and females and they were further divided according to qualifications and age group. The organizational climate questionnaire used for collection of the data, is that of Litwin and Stringer. Gelfand (1972) redeveloped the questionnaire for a South African application. The questionnaire measures nine dimensions that provide objective information regarding organizational climate. Altogether 122 questionnaires, 65 at organization A and 57 at organization B, were used for the final interpretation. The following hypothesis was made: An organization that employs a well-planned induction programme will create a more favourable organizational climate with the new employee than would an organization that does not employ any induction programme at all. In order to determine the significant differences between the two research groups, t-tests were conducted. It was expected that new employees who have followed a well-planned induction programme would from the start, reflect a more positive image of the climate within their new organization. However, with the exception of three dimensions, confirmation could not be obtained for these initial expectations. A global comparison between the two organizations also did not indicate any real differences between the two research groups.
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'n Diagnose van skoolkultuur
- Authors: Uys, Maria Magdalena
- Date: 2014-11-04
- Subjects: Corporate culture , School management and organization
- Type: Thesis
- Identifier: uj:12771 , http://hdl.handle.net/10210/12660
- Description: M.Ed. (Educational Management) , Please refer to full text to view abstract
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- Authors: Uys, Maria Magdalena
- Date: 2014-11-04
- Subjects: Corporate culture , School management and organization
- Type: Thesis
- Identifier: uj:12771 , http://hdl.handle.net/10210/12660
- Description: M.Ed. (Educational Management) , Please refer to full text to view abstract
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Defining incompatible behaviour in an employer/employee relationship
- Authors: Grant, Charlene
- Date: 2014-11-04
- Subjects: Corporate culture , Industrial relations
- Type: Thesis
- Identifier: uj:12752 , http://hdl.handle.net/10210/12642
- Description: M.Phil. (Labour Law) , Please refer to full text to view abstract
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- Authors: Grant, Charlene
- Date: 2014-11-04
- Subjects: Corporate culture , Industrial relations
- Type: Thesis
- Identifier: uj:12752 , http://hdl.handle.net/10210/12642
- Description: M.Phil. (Labour Law) , Please refer to full text to view abstract
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Organisational motives for pursuing corporate venturing activities
- Authors: Munro, Paige Ross
- Date: 2014-10-20
- Subjects: Corporations - South Africa , Entrepreneurship , Corporate culture , Venture capital
- Type: Thesis
- Identifier: uj:12636 , http://hdl.handle.net/10210/12455
- Description: M.Com. (Business Management) , With organisations facing increased pressure due to the tougher economic climate, there is an increasing need to remain competitive and profitable. One such way an organisation can endeavour to do this, is through the implementation of corporate entrepreneurship. As a form of corporate entrepreneurship, corporate venturing is gaining prevalence as a method with which an organisation can take advantage of opportunities in the environment that can contribute to the overall competitiveness and profitability of the organisation. The purpose of this study was to explore the organisational motives for pursuing corporate venturing. A literature study and interviews with respondents, who met the criteria of the study, were the chosen means of collecting data. The study examined through the literature review, the subjects supporting the objectives of the research, namely the definition of corporate venturing, the different types of corporate venturing that exist, and the main reasons why an organisation would venture. Each subject was investigated individually, after which the research literature was evaluated to determine the most common reasons why an organisation would choose to implement corporate venturing. The research methodology for the study made use of a qualitative research technique, and the primary data were gathered via personal interviews. The questions put forward to the respondents were aligned with the objectives and propositions as set out in the study. The literature review and data obtained through the respondents suggested that the reasons for pursuing a corporate venture were varied and cannot necessarily be singled out; organisations chose to implement a corporate venture for several reasons. Therefore, there were similarities between the motives as identified in the literature, and the motives identified by the respondents who participated in the study.
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- Authors: Munro, Paige Ross
- Date: 2014-10-20
- Subjects: Corporations - South Africa , Entrepreneurship , Corporate culture , Venture capital
- Type: Thesis
- Identifier: uj:12636 , http://hdl.handle.net/10210/12455
- Description: M.Com. (Business Management) , With organisations facing increased pressure due to the tougher economic climate, there is an increasing need to remain competitive and profitable. One such way an organisation can endeavour to do this, is through the implementation of corporate entrepreneurship. As a form of corporate entrepreneurship, corporate venturing is gaining prevalence as a method with which an organisation can take advantage of opportunities in the environment that can contribute to the overall competitiveness and profitability of the organisation. The purpose of this study was to explore the organisational motives for pursuing corporate venturing. A literature study and interviews with respondents, who met the criteria of the study, were the chosen means of collecting data. The study examined through the literature review, the subjects supporting the objectives of the research, namely the definition of corporate venturing, the different types of corporate venturing that exist, and the main reasons why an organisation would venture. Each subject was investigated individually, after which the research literature was evaluated to determine the most common reasons why an organisation would choose to implement corporate venturing. The research methodology for the study made use of a qualitative research technique, and the primary data were gathered via personal interviews. The questions put forward to the respondents were aligned with the objectives and propositions as set out in the study. The literature review and data obtained through the respondents suggested that the reasons for pursuing a corporate venture were varied and cannot necessarily be singled out; organisations chose to implement a corporate venture for several reasons. Therefore, there were similarities between the motives as identified in the literature, and the motives identified by the respondents who participated in the study.
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Assessing the reliability and validity of a leadership climate survey
- Mouzouris-Ferreira, Christina
- Authors: Mouzouris-Ferreira, Christina
- Date: 2014-06-23
- Subjects: Transformational leadership , Organizational behavior , Corporate culture
- Type: Thesis
- Identifier: uj:11591 , http://hdl.handle.net/10210/11301
- Description: M.Com. (Human Resource Management) , This study is based on the need for developing an instrument that would be able to assess an engaging leadership climate in organisations. Research has shown that there is a link between leadership and organisational climate. Leaders are therefore responsible for creating a climate that facilitates the optimal engagement of employees. Prior to this study, there was no instrument available to assess to what extent such an engaging leadership climate exists. This study reports on the development of such an instrument within an organisation in the South African financial and banking sector: the Engaging Climate Survey (ECS). A non-random, purposive sampling procedure performed on the target population yielded a sample of n = 1 436 (a 100% response rate). Factor and reliability analyses on the completed questionnaire yielded a uni-dimensional construct with high internal consistency and reliability (α = .964).
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- Authors: Mouzouris-Ferreira, Christina
- Date: 2014-06-23
- Subjects: Transformational leadership , Organizational behavior , Corporate culture
- Type: Thesis
- Identifier: uj:11591 , http://hdl.handle.net/10210/11301
- Description: M.Com. (Human Resource Management) , This study is based on the need for developing an instrument that would be able to assess an engaging leadership climate in organisations. Research has shown that there is a link between leadership and organisational climate. Leaders are therefore responsible for creating a climate that facilitates the optimal engagement of employees. Prior to this study, there was no instrument available to assess to what extent such an engaging leadership climate exists. This study reports on the development of such an instrument within an organisation in the South African financial and banking sector: the Engaging Climate Survey (ECS). A non-random, purposive sampling procedure performed on the target population yielded a sample of n = 1 436 (a 100% response rate). Factor and reliability analyses on the completed questionnaire yielded a uni-dimensional construct with high internal consistency and reliability (α = .964).
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Die ontplooiing van 'n ondernemingsprofiel getoets aan lewensiklusmodelle
- Authors: Olivie, Frans Thomas
- Date: 2014-04-15
- Subjects: Personnel management , Corporate culture
- Type: Thesis
- Identifier: uj:10681 , http://hdl.handle.net/10210/10197
- Description: M.Com. (Enterprise Management) , In quest of being the best coal mine complex in the world, Secunda Collieries has to enter a second growth phase. Amidst an ever changing environment the development of organizational structure, human resources and organizational culture play a important role in the consistent success of a company. Without the ability to evaluate the performances of this environment and the ability to adapt, no organization can thrive. Organizations tend to go through stages of organizational growth, with each stage progressing from a period of relative calm to a management crisis. How well the organization anticipates and deals with the crisis determines whether it leads to organizational decline or opportunities for renewal and future growth. The characteristics of the four-stage life-cycle model show how an organization can evolve from an informal, one-person show, in the entrepreneurial stage, to a bureaucratic teamwork emphasis in the decline stage. By applying the life-cycle metaphor to organizations, we are saying that there are distinct stages through which organizations proceed, that the stages follow a consistent pattern, and that the transitions from one stage to another are predictable rather than random occurrences. The placing of organizations, however, within these life-cycle stages, is independent of chronological age. The growth of the Sasol Coal division has been influenced by the growth of the Sasol group. Since its founding in the 1950's as a single division, the Sasol group has grown to twelve divisions. The coal division has grown from a single mine to the world's biggest underground mining complex...
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- Authors: Olivie, Frans Thomas
- Date: 2014-04-15
- Subjects: Personnel management , Corporate culture
- Type: Thesis
- Identifier: uj:10681 , http://hdl.handle.net/10210/10197
- Description: M.Com. (Enterprise Management) , In quest of being the best coal mine complex in the world, Secunda Collieries has to enter a second growth phase. Amidst an ever changing environment the development of organizational structure, human resources and organizational culture play a important role in the consistent success of a company. Without the ability to evaluate the performances of this environment and the ability to adapt, no organization can thrive. Organizations tend to go through stages of organizational growth, with each stage progressing from a period of relative calm to a management crisis. How well the organization anticipates and deals with the crisis determines whether it leads to organizational decline or opportunities for renewal and future growth. The characteristics of the four-stage life-cycle model show how an organization can evolve from an informal, one-person show, in the entrepreneurial stage, to a bureaucratic teamwork emphasis in the decline stage. By applying the life-cycle metaphor to organizations, we are saying that there are distinct stages through which organizations proceed, that the stages follow a consistent pattern, and that the transitions from one stage to another are predictable rather than random occurrences. The placing of organizations, however, within these life-cycle stages, is independent of chronological age. The growth of the Sasol Coal division has been influenced by the growth of the Sasol group. Since its founding in the 1950's as a single division, the Sasol group has grown to twelve divisions. The coal division has grown from a single mine to the world's biggest underground mining complex...
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Deelnemende bestuur en korporatiewe kultuur : onafhanklike konstrukte?
- Authors: Odendaal, Aletta
- Date: 2014-04-14
- Subjects: Management - Employee participation , Corporate culture , Industrial Psychology
- Type: Thesis
- Identifier: uj:10595 , http://hdl.handle.net/10210/10119
- Description: M.A. (Industrial Psychology) , Participative management is a growing trend worldwide and Is especially in South Africa driven by the spirit of democracy. Although South Africa has moved towards a democratic political dispensation, the establishment of democracy In the Workplace has been left behind. From Available literature It is clear that worker participation is a movement that has not developed systematically but has been influenced by diverse forms of Initiative from different countries. The diversity has led to general confusion in the discussion of worker participation In South Africa. In the said literature the concept of participation is approached on the assumption that the style of managing work relationships is conditioned by the culture of the organisation. On this basis an effective management style will be the most powerful Instrument at the disposal of management to steer South Africa away from the present abyss of Industrial conflict and low productivity.
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- Authors: Odendaal, Aletta
- Date: 2014-04-14
- Subjects: Management - Employee participation , Corporate culture , Industrial Psychology
- Type: Thesis
- Identifier: uj:10595 , http://hdl.handle.net/10210/10119
- Description: M.A. (Industrial Psychology) , Participative management is a growing trend worldwide and Is especially in South Africa driven by the spirit of democracy. Although South Africa has moved towards a democratic political dispensation, the establishment of democracy In the Workplace has been left behind. From Available literature It is clear that worker participation is a movement that has not developed systematically but has been influenced by diverse forms of Initiative from different countries. The diversity has led to general confusion in the discussion of worker participation In South Africa. In the said literature the concept of participation is approached on the assumption that the style of managing work relationships is conditioned by the culture of the organisation. On this basis an effective management style will be the most powerful Instrument at the disposal of management to steer South Africa away from the present abyss of Industrial conflict and low productivity.
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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.
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- 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.
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Analysis organizational socialization impacts on employee performance and productivity at a South African financial company
- Moussavou, Grace, Mbohwa, Charles
- Authors: Moussavou, Grace , Mbohwa, Charles
- Date: 2013
- Subjects: Corporate culture , Sanlam
- Type: Article
- Identifier: uj:6180 , ISBN 978-93-82242-26-0 , http://hdl.handle.net/10210/13787
- Description: This paper is about organizational culture, and an analysis of this culture at a particular financial company. Any organization has its set of behaviors and norms that characterize it as the company it is. Its culture is what really identifies the category that each and every company fall into. A particular aspect of the culture has to do with the way employees at this company see this culture as it has an impact on them. Socialization is seen as the process by which a new employee adjusts to the culture within the organization. This research revolves around the issue of how employees at Sanlam perceive the type of culture that the company has, and then how they, in return, react to it.
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- Authors: Moussavou, Grace , Mbohwa, Charles
- Date: 2013
- Subjects: Corporate culture , Sanlam
- Type: Article
- Identifier: uj:6180 , ISBN 978-93-82242-26-0 , http://hdl.handle.net/10210/13787
- Description: This paper is about organizational culture, and an analysis of this culture at a particular financial company. Any organization has its set of behaviors and norms that characterize it as the company it is. Its culture is what really identifies the category that each and every company fall into. A particular aspect of the culture has to do with the way employees at this company see this culture as it has an impact on them. Socialization is seen as the process by which a new employee adjusts to the culture within the organization. This research revolves around the issue of how employees at Sanlam perceive the type of culture that the company has, and then how they, in return, react to it.
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