Ubuntu as bestuurstyl vir die nuwe Suid-Afrika
- Authors: Van der Merwe, I.P.
- Date: 2012-09-05
- Subjects: Management - South Africa , Leadership , Decision making - South Africa , Communication in management - South Africa , Corporate culture - South Africa
- Type: Thesis
- Identifier: uj:3551 , http://hdl.handle.net/10210/6936
- Description: M.Comm. , Political changes and many other factors have forced South Africans from different backgrounds and cultures to work together and live together. These changes do not influence only the community life but also the organisations in South-Africa. As affirmative action is enforced and implemented by government and the business sector, people from African cultures are thrown in at the deep end in business life and people from the western cultures are not at ease working with African people because of a lack of understanding of the African culture. An important part of the African culture is called ubuntu. PURPOSE The purposes of this study are to identify and explain the different values of ubuntu, to illustrate how it can be applied in South African business and to identify the differences between western management practices and ubuntu management practices. METHOD OF STUDY A study was made of the relevant literature. FINDINGS The heritage that comes through traditional African roots is ubuntu: morality, humaness, compassion, care, understanding and empathy. It is one of sharing and hospitality, of honesty and humanity. Simply put, it is the ethic and interaction that occurs in the extended family. In Africa, it draws in all of the people. In this 'family' there is a community of shared values. Ubuntu is best described through the expression: a human is a human through other people. The ubuntu values described in this study are solidarity, the role of stories in ubuntu, compassion, respect and dignity, conformity and interconnectedness. Each of these attributes can be applied in South African businesses. The differences between western management and ubuntu management are discussed by looking at the differences in leadership, decision making, communication and corporate culture. Certain ubuntu values can be used in South-African business, such as group solidarity, respect and dignity, stories and the way the ubuntu culture deals with nature. Certain values cannot be used, such as the way Africans experiences time, because it would lead to low productivity. It seems as if ubuntu values have been lost with urbanisation, but there are still ubuntu values practised in townships, such as group solidarity that exists between tribe members, although the definition of a tribe has changed.
- Full Text:
- Authors: Van der Merwe, I.P.
- Date: 2012-09-05
- Subjects: Management - South Africa , Leadership , Decision making - South Africa , Communication in management - South Africa , Corporate culture - South Africa
- Type: Thesis
- Identifier: uj:3551 , http://hdl.handle.net/10210/6936
- Description: M.Comm. , Political changes and many other factors have forced South Africans from different backgrounds and cultures to work together and live together. These changes do not influence only the community life but also the organisations in South-Africa. As affirmative action is enforced and implemented by government and the business sector, people from African cultures are thrown in at the deep end in business life and people from the western cultures are not at ease working with African people because of a lack of understanding of the African culture. An important part of the African culture is called ubuntu. PURPOSE The purposes of this study are to identify and explain the different values of ubuntu, to illustrate how it can be applied in South African business and to identify the differences between western management practices and ubuntu management practices. METHOD OF STUDY A study was made of the relevant literature. FINDINGS The heritage that comes through traditional African roots is ubuntu: morality, humaness, compassion, care, understanding and empathy. It is one of sharing and hospitality, of honesty and humanity. Simply put, it is the ethic and interaction that occurs in the extended family. In Africa, it draws in all of the people. In this 'family' there is a community of shared values. Ubuntu is best described through the expression: a human is a human through other people. The ubuntu values described in this study are solidarity, the role of stories in ubuntu, compassion, respect and dignity, conformity and interconnectedness. Each of these attributes can be applied in South African businesses. The differences between western management and ubuntu management are discussed by looking at the differences in leadership, decision making, communication and corporate culture. Certain ubuntu values can be used in South-African business, such as group solidarity, respect and dignity, stories and the way the ubuntu culture deals with nature. Certain values cannot be used, such as the way Africans experiences time, because it would lead to low productivity. It seems as if ubuntu values have been lost with urbanisation, but there are still ubuntu values practised in townships, such as group solidarity that exists between tribe members, although the definition of a tribe has changed.
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Transforming the organisation through technology-enhanced learning
- Authors: Van den Berg, Shane Edward
- Date: 2012-08-22
- Subjects: South African Police Service , Civil service reform - South Africa , Police administration - Research - South Africa , Police-community relations - South Africa , Organizational behaviour - Research - South Africa , Organizational change - South Africa , Corporate culture - South Africa , Educational innovations - South Africa
- Type: Thesis
- Identifier: uj:3051 , http://hdl.handle.net/10210/6473
- Description: M.A. , This study aims to determine the role of technology-enhanced learning within the South African Police Service as a medium to bring about effective communication, training and education, and subsequently transformation and realignment of corporate culture. Accordingly, it explores the influence of technology in the modern organisation as well indications of how organisations can conform to the information age. The relation of technology to the South African Police Service is consequently examined with due consideration of the communication and training methods in use. The functioning and compilation of technology-enhanced learning present an understanding of how it relates to the study. Furthermore, based on the evidence of persisting cultures and behaviours, and a perception of ineffectiveness and insufficient training of police personnel, the study determines how such a medium would facilitate transformation in the South African Police Service. The transformation process concentrates mainly on the technical, political and cultural systems of transformation in organisations. The process of awakening, present and future states in the South African Police Service and the setting and attainment of a vision through re-architecturing are discussed. The study argues that related technology-enhanced learning abilities, such as boundarylessness, feedback, participation and networking are essential aspects for transformation. The study also provides the basis for determining the use of technology-enhanced learning as an effective medium in promoting a learning organisation in terms of learning cycles. Related barriers to organisation learning included the aspect of attitudes. The relevance of collectivity as a building block to organisation learning is emphasised. In order to support the effective implementation of such a medium an exposition is given of the management of technology-enhanced learning, including aspects such as innovative-decision processes, implementation, risk assessment and theoretical and technical applications. Mass media theories are studied as part of the teacher/communicator applications for the effective and efficient utilisation of such a medium by both the sender and receiver. Among the concepts covered in the study are needs gratification and the formulation of the content of messages. No communications medium can continue to exist in an organisation without the viewer, client or personnel having a need for it. This led the researcher to undertake a quantitative study of the internal environment of the organisation regarding the use of the current television network POL TV, which serves as a measuring instrument to the adoption and application of technologyenhanced learning, and the levels of training. The conclusion to the study is that the amalgamation and transition processes of the South African Police Service has not yet managed to transform the inherent behaviours of groups of individuals in the organisation. In addition, there is a dire need for the development of personnel skills. The study finds technology-enhanced learning to be a dynamic communications, training and education technology that would facilitate the resolution of many uncertainties amongst personnel and redefine attitudes, beliefs and behaviour. Most importantly, the study concludes that, by means of its interactive, integrated, collective, connective, and boundaryless capability, technology-enhanced learning would bring all structures and people of the organisation together in the collective attainment of organisational vision, mission, goals and objectives. Ultimately, it is argued, the resulting impact of technology-enhanced learning would facilitate the transformation of the South African Police Service and its inherent corporate culture, and enhance service delivery to the community through democratic policing.
- Full Text:
- Authors: Van den Berg, Shane Edward
- Date: 2012-08-22
- Subjects: South African Police Service , Civil service reform - South Africa , Police administration - Research - South Africa , Police-community relations - South Africa , Organizational behaviour - Research - South Africa , Organizational change - South Africa , Corporate culture - South Africa , Educational innovations - South Africa
- Type: Thesis
- Identifier: uj:3051 , http://hdl.handle.net/10210/6473
- Description: M.A. , This study aims to determine the role of technology-enhanced learning within the South African Police Service as a medium to bring about effective communication, training and education, and subsequently transformation and realignment of corporate culture. Accordingly, it explores the influence of technology in the modern organisation as well indications of how organisations can conform to the information age. The relation of technology to the South African Police Service is consequently examined with due consideration of the communication and training methods in use. The functioning and compilation of technology-enhanced learning present an understanding of how it relates to the study. Furthermore, based on the evidence of persisting cultures and behaviours, and a perception of ineffectiveness and insufficient training of police personnel, the study determines how such a medium would facilitate transformation in the South African Police Service. The transformation process concentrates mainly on the technical, political and cultural systems of transformation in organisations. The process of awakening, present and future states in the South African Police Service and the setting and attainment of a vision through re-architecturing are discussed. The study argues that related technology-enhanced learning abilities, such as boundarylessness, feedback, participation and networking are essential aspects for transformation. The study also provides the basis for determining the use of technology-enhanced learning as an effective medium in promoting a learning organisation in terms of learning cycles. Related barriers to organisation learning included the aspect of attitudes. The relevance of collectivity as a building block to organisation learning is emphasised. In order to support the effective implementation of such a medium an exposition is given of the management of technology-enhanced learning, including aspects such as innovative-decision processes, implementation, risk assessment and theoretical and technical applications. Mass media theories are studied as part of the teacher/communicator applications for the effective and efficient utilisation of such a medium by both the sender and receiver. Among the concepts covered in the study are needs gratification and the formulation of the content of messages. No communications medium can continue to exist in an organisation without the viewer, client or personnel having a need for it. This led the researcher to undertake a quantitative study of the internal environment of the organisation regarding the use of the current television network POL TV, which serves as a measuring instrument to the adoption and application of technologyenhanced learning, and the levels of training. The conclusion to the study is that the amalgamation and transition processes of the South African Police Service has not yet managed to transform the inherent behaviours of groups of individuals in the organisation. In addition, there is a dire need for the development of personnel skills. The study finds technology-enhanced learning to be a dynamic communications, training and education technology that would facilitate the resolution of many uncertainties amongst personnel and redefine attitudes, beliefs and behaviour. Most importantly, the study concludes that, by means of its interactive, integrated, collective, connective, and boundaryless capability, technology-enhanced learning would bring all structures and people of the organisation together in the collective attainment of organisational vision, mission, goals and objectives. Ultimately, it is argued, the resulting impact of technology-enhanced learning would facilitate the transformation of the South African Police Service and its inherent corporate culture, and enhance service delivery to the community through democratic policing.
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The integration of quality management systems into the strategic business plan (a case study of Eskom)
- Authors: Xaba-Jama, Nondumiso
- Date: 2019
- Subjects: Eskom (Firm) , Industrial productivity - Measurement , Organizational behavior - South Africa , Corporate culture - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/393863 , uj:32604
- Description: Abstract : ESKOM is mandated to supply electricity to consumers in the Republic of South Africa. Achieving quality in the fulfillment of this crucial mandate is essential for the development of the country. Integrating Quality Management Systems (QMSs) into ESKOM’s strategic business plan can assist this company in meeting its goal of supplying electricity to the satisfaction of its consumers in the country. The review of the existing literature has established that the integration of QMSs principles into a company’s business plan can assist in the achievement of its business goals by providing feedback to managers on progress towards the attainment of the set goals. Barriers to the implementation of QMSs exist. These include managerial attitude, insufficient resources, and lack of employee participation. Although ESKOM has been awarded the ISO 9001 quality standard, it continues to face challenges in realising a steady supply of electricity to customers. This manifests itself in the form of power outages. This research investigated how ESKOM is integrating QMSs into its strategic business plan to ensure the provision of reliable power supply to all consumers in South Africa. Questionnaires were distributed to workers and management at Eskom’s Duvha power station located in Mpumalanga province. The aim was to gather information on how QMSs are being integrated into the company’s strategic business plan. The survey also aimed to identify possible barriers, and establish how the company addresses them. The questionnaire contained questions assessing the implementation of QMSs principles, establishing the barriers and benefits of QMSs implementation, and appraising the performance of the quality department in achieving the company’s set goals. The survey results were used to examine the relationships between behavior, QMSs management principles, benefits of and barriers to the QMSs implementation process. Based on the outcome of the analysed data, it is apparent that the integration of QMS principles into ESKOM’s strategic business plan is of great value to the company: it is assisting in the streamlining of its business operations, to achieve its set goals. , M.Tech. (Operations Management)
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- Authors: Xaba-Jama, Nondumiso
- Date: 2019
- Subjects: Eskom (Firm) , Industrial productivity - Measurement , Organizational behavior - South Africa , Corporate culture - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/393863 , uj:32604
- Description: Abstract : ESKOM is mandated to supply electricity to consumers in the Republic of South Africa. Achieving quality in the fulfillment of this crucial mandate is essential for the development of the country. Integrating Quality Management Systems (QMSs) into ESKOM’s strategic business plan can assist this company in meeting its goal of supplying electricity to the satisfaction of its consumers in the country. The review of the existing literature has established that the integration of QMSs principles into a company’s business plan can assist in the achievement of its business goals by providing feedback to managers on progress towards the attainment of the set goals. Barriers to the implementation of QMSs exist. These include managerial attitude, insufficient resources, and lack of employee participation. Although ESKOM has been awarded the ISO 9001 quality standard, it continues to face challenges in realising a steady supply of electricity to customers. This manifests itself in the form of power outages. This research investigated how ESKOM is integrating QMSs into its strategic business plan to ensure the provision of reliable power supply to all consumers in South Africa. Questionnaires were distributed to workers and management at Eskom’s Duvha power station located in Mpumalanga province. The aim was to gather information on how QMSs are being integrated into the company’s strategic business plan. The survey also aimed to identify possible barriers, and establish how the company addresses them. The questionnaire contained questions assessing the implementation of QMSs principles, establishing the barriers and benefits of QMSs implementation, and appraising the performance of the quality department in achieving the company’s set goals. The survey results were used to examine the relationships between behavior, QMSs management principles, benefits of and barriers to the QMSs implementation process. Based on the outcome of the analysed data, it is apparent that the integration of QMS principles into ESKOM’s strategic business plan is of great value to the company: it is assisting in the streamlining of its business operations, to achieve its set goals. , M.Tech. (Operations Management)
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Sensemaking and its influence on a strategic change initiative within an African Bank’s finance function
- Authors: Isakow, Russell
- Date: 2017
- Subjects: Banks and banking - South Africa , Organizational change - South Africa , Strategic planning - South Africa , Corporate culture - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/262405 , uj:27699
- Description: M.Com. (Business Management) , Abstract: Sensemaking is a process through which individuals construct meaning in their lives. This study attempted to validate the use of sensemaking – as a method of inquiry – during the implementation phase of a relevant strategic change initiative. More specifically, the study adopted Tovstiga’s (2015) model for sensemaking from an organisational context, aimed at better understanding how key-stakeholder groups - during the implementation of a strategic change initiative - make sense of the objectives and values of the initiative. Organisational literature has largely focussed on quantitative inquiry, while a qualitative approach (such as with sensemaking as a form of inquiry) can further provide valuable insights for senior management. This study made use of non-probability, purposive sampling, whereby a large African Bank’s Financial Control division was the target population. Within this population, the sample was split between two key stakeholder groups: sensegivers and sensemakers. This provided the researcher with an opportunity to investigate whether the intent (provided by senior management i.e. the sensegivers), aligned with that of the sense made (provided by lower levels of management i.e. the sensemakers). The study used focus group interviews utilising two different interview schedules i.e. one for sensegivers and one for sensemakers. The open-ended questions aimed at better understanding the intent and meaning relating to the strategic change initiative’s objectives and values. The data was then thematically analysed to highlight potential alignments and misalignments of understanding between the two key-stakeholder groups mentioned above. A major finding of this study was that, although the objectives and values identified by lower levels of management mostly aligned with that of the intent by senior management, the sense made did not align. Sensemakers indicated that, due to an unclear vision for the strategic change initiative from senior management, there was confusion as to how to successfully implement the initiative. Additionally, several negative themes emerged from the study i.e. a fear of uncertainty and retrenchment, a feeling of being excluded from the planning of the initiative, and relevant role misunderstandings. The study concluded that sensemaking can be used as a valuable, additional method of inquiry for strategic change initiatives, highlighting important alignments and misalignments from key-stakeholder groups...
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- Authors: Isakow, Russell
- Date: 2017
- Subjects: Banks and banking - South Africa , Organizational change - South Africa , Strategic planning - South Africa , Corporate culture - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/262405 , uj:27699
- Description: M.Com. (Business Management) , Abstract: Sensemaking is a process through which individuals construct meaning in their lives. This study attempted to validate the use of sensemaking – as a method of inquiry – during the implementation phase of a relevant strategic change initiative. More specifically, the study adopted Tovstiga’s (2015) model for sensemaking from an organisational context, aimed at better understanding how key-stakeholder groups - during the implementation of a strategic change initiative - make sense of the objectives and values of the initiative. Organisational literature has largely focussed on quantitative inquiry, while a qualitative approach (such as with sensemaking as a form of inquiry) can further provide valuable insights for senior management. This study made use of non-probability, purposive sampling, whereby a large African Bank’s Financial Control division was the target population. Within this population, the sample was split between two key stakeholder groups: sensegivers and sensemakers. This provided the researcher with an opportunity to investigate whether the intent (provided by senior management i.e. the sensegivers), aligned with that of the sense made (provided by lower levels of management i.e. the sensemakers). The study used focus group interviews utilising two different interview schedules i.e. one for sensegivers and one for sensemakers. The open-ended questions aimed at better understanding the intent and meaning relating to the strategic change initiative’s objectives and values. The data was then thematically analysed to highlight potential alignments and misalignments of understanding between the two key-stakeholder groups mentioned above. A major finding of this study was that, although the objectives and values identified by lower levels of management mostly aligned with that of the intent by senior management, the sense made did not align. Sensemakers indicated that, due to an unclear vision for the strategic change initiative from senior management, there was confusion as to how to successfully implement the initiative. Additionally, several negative themes emerged from the study i.e. a fear of uncertainty and retrenchment, a feeling of being excluded from the planning of the initiative, and relevant role misunderstandings. The study concluded that sensemaking can be used as a valuable, additional method of inquiry for strategic change initiatives, highlighting important alignments and misalignments from key-stakeholder groups...
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Die ontwikkeling van 'n kennisbestuurraamwerk vir 'n lewensversekeringsgroep in Suid-Afrika
- De Villiers, Catharina Jacoba
- Authors: De Villiers, Catharina Jacoba
- Date: 2015-10-07
- Subjects: Knowledge management - South Africa , Corporate culture - South Africa , Insurance companies - South Africa , Life insurance - South Africa
- Type: Thesis
- Identifier: uj:14240 , http://hdl.handle.net/10210/14693
- Description: M.A. ( Information studies) , Information and knowledge are the new wealth of our time. Knowledge is a resource that is valuable to an organisation's ability to innovate and compete. As every business has to operate in an increasingly competitive and dynamic environment, business managers should base all decisions on their competitive standing in the world economy and the competitiveness of their knowledge competencies. The ability of a company to mobilise and exploit its intangible and invisible assets has become far more important than investing and managing physical, tangible assets ...
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- Authors: De Villiers, Catharina Jacoba
- Date: 2015-10-07
- Subjects: Knowledge management - South Africa , Corporate culture - South Africa , Insurance companies - South Africa , Life insurance - South Africa
- Type: Thesis
- Identifier: uj:14240 , http://hdl.handle.net/10210/14693
- Description: M.A. ( Information studies) , Information and knowledge are the new wealth of our time. Knowledge is a resource that is valuable to an organisation's ability to innovate and compete. As every business has to operate in an increasingly competitive and dynamic environment, business managers should base all decisions on their competitive standing in the world economy and the competitiveness of their knowledge competencies. The ability of a company to mobilise and exploit its intangible and invisible assets has become far more important than investing and managing physical, tangible assets ...
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Institutional culture and effectiveness of a South African private higher education institution
- Authors: Ayuk, Peter Tabot
- Date: 2016
- Subjects: Education, Higher - South Africa , Private universities and colleges - South Africa , Corporate culture - South Africa
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/267878 , uj:28425
- Description: Ph.D. , Abstract: The nature of private higher education institutions in South Africa and their contributions to national higher education and the broader development goals continue to be a subject of much debate. Unfortunately, while many commentators are quick to offer opinions on this matter, such views are often based on unsubstantiated speculations and perceptions, rather than sound or defensible empirical evidence. This study hopes to make a contribution towards framing an informed understanding of the nature and role of private higher education institutions in South Africa. The stimuli for this study derived from two primary sources. Firstly was the felt need to make a contribution towards providing a basis for an informed understanding of the South African private higher education subsector. The second was the urge to build on the researcher’s own knowledge and experience of this subsector, as well as of sector-wide quality assurance practices, so as to advance the nuanced understanding of different types of institutions needed to advance national goals. In response, the study set out to interrogate the culture of a South African-based for-profit private higher education institution (codenamed SAPHEI) and the ways in which its culture might influence the institutional effectiveness of the institution. Rooted in a pragmatic research paradigm, this study used an explanatory sequential mixed-methods design to address the set research questions. The first phase of the empirical study was primarily quantitative and used two surveys to analyse (i) the institutional culture as perceived by the staff and management of the institution, and (ii) institutional effectiveness as perceived by the students. The second phase was entirely qualitative and used focus group discussions to further explore the initial findings from the quantitative phase. The study used the Competing Values Framework as an organising mechanism for analysing institutional culture in relation to institutional effectiveness...
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- Authors: Ayuk, Peter Tabot
- Date: 2016
- Subjects: Education, Higher - South Africa , Private universities and colleges - South Africa , Corporate culture - South Africa
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/267878 , uj:28425
- Description: Ph.D. , Abstract: The nature of private higher education institutions in South Africa and their contributions to national higher education and the broader development goals continue to be a subject of much debate. Unfortunately, while many commentators are quick to offer opinions on this matter, such views are often based on unsubstantiated speculations and perceptions, rather than sound or defensible empirical evidence. This study hopes to make a contribution towards framing an informed understanding of the nature and role of private higher education institutions in South Africa. The stimuli for this study derived from two primary sources. Firstly was the felt need to make a contribution towards providing a basis for an informed understanding of the South African private higher education subsector. The second was the urge to build on the researcher’s own knowledge and experience of this subsector, as well as of sector-wide quality assurance practices, so as to advance the nuanced understanding of different types of institutions needed to advance national goals. In response, the study set out to interrogate the culture of a South African-based for-profit private higher education institution (codenamed SAPHEI) and the ways in which its culture might influence the institutional effectiveness of the institution. Rooted in a pragmatic research paradigm, this study used an explanatory sequential mixed-methods design to address the set research questions. The first phase of the empirical study was primarily quantitative and used two surveys to analyse (i) the institutional culture as perceived by the staff and management of the institution, and (ii) institutional effectiveness as perceived by the students. The second phase was entirely qualitative and used focus group discussions to further explore the initial findings from the quantitative phase. The study used the Competing Values Framework as an organising mechanism for analysing institutional culture in relation to institutional effectiveness...
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Innovation and culture as dynamic capabilities : the case of a vertically intergrated sawmilling company
- Malumane, Tshepo Tumelo Mxolisi
- Authors: Malumane, Tshepo Tumelo Mxolisi
- Date: 2017
- Subjects: Creative ability in business - South Africa - Management - Case studies , Organizational change - South Africa - Management - Case studies , Corporate culture - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/283656 , uj:30602
- Description: M.Com. (Business Management) , Abstract: The growing pressure faced by organisations as a result of changes in the business environment and intense global competition has created the need for organisations to adapt and rejuvenate in order to remain competitive and profitable. An important way that organisations can do this is through a proactive strategic effort that will enable them to shape future competition rather than to respond to a future dictated by their environment. The strategic use of organisational resources and capabilities has been reorganised as central in the pursuit of a sustained competitive advantage in dynamic markets. The purpose of this study was to explore how Company X can pursue a sustained competitive advantage within the dynamic environment in which it operates from the vantage point of the Resource Based View. To this end this study prescribed and explored organisational culture and innovation enabling capabilities as strategic and dynamic resources which are effective sources of competitive advantage. The study examined through a synthesized literature review the strategic resources and capabilities which support the overarching objective of the research. Various frameworks were applied to identify, evaluate and guide the capabilities such that they best align with a dynamic organisational environment. The research methodology applied to this study was a qualitative case study. Data was gathered in two phases, firstly through a surveying instrument and secondly by means of semi structured interviews. The criteria for selecting the sampled respondents was their ability to concisely and holistically contribute towards the aim of the study, leveraging of relevant experience and an in depth assimilation of organisational knowledge. Overall the analysis of the case study revealed a misalignment between the dominant culture at Company X, the dynamic nature of its environment and the need for a competitive advantage. Organisational capabilities with either an enabling or inhibiting impact on innovation were also investigated and informed the outcomes of this study’s objectives. The conclusions and implications suggested that Company X reflect on the efficacy of its strategy in driving innovation, as well to ensure that leadership hones its ability to appropriately leverage off the diverse...
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- Authors: Malumane, Tshepo Tumelo Mxolisi
- Date: 2017
- Subjects: Creative ability in business - South Africa - Management - Case studies , Organizational change - South Africa - Management - Case studies , Corporate culture - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/283656 , uj:30602
- Description: M.Com. (Business Management) , Abstract: The growing pressure faced by organisations as a result of changes in the business environment and intense global competition has created the need for organisations to adapt and rejuvenate in order to remain competitive and profitable. An important way that organisations can do this is through a proactive strategic effort that will enable them to shape future competition rather than to respond to a future dictated by their environment. The strategic use of organisational resources and capabilities has been reorganised as central in the pursuit of a sustained competitive advantage in dynamic markets. The purpose of this study was to explore how Company X can pursue a sustained competitive advantage within the dynamic environment in which it operates from the vantage point of the Resource Based View. To this end this study prescribed and explored organisational culture and innovation enabling capabilities as strategic and dynamic resources which are effective sources of competitive advantage. The study examined through a synthesized literature review the strategic resources and capabilities which support the overarching objective of the research. Various frameworks were applied to identify, evaluate and guide the capabilities such that they best align with a dynamic organisational environment. The research methodology applied to this study was a qualitative case study. Data was gathered in two phases, firstly through a surveying instrument and secondly by means of semi structured interviews. The criteria for selecting the sampled respondents was their ability to concisely and holistically contribute towards the aim of the study, leveraging of relevant experience and an in depth assimilation of organisational knowledge. Overall the analysis of the case study revealed a misalignment between the dominant culture at Company X, the dynamic nature of its environment and the need for a competitive advantage. Organisational capabilities with either an enabling or inhibiting impact on innovation were also investigated and informed the outcomes of this study’s objectives. The conclusions and implications suggested that Company X reflect on the efficacy of its strategy in driving innovation, as well to ensure that leadership hones its ability to appropriately leverage off the diverse...
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Die implementering van strategieverandering binne Telkom
- Authors: Rheeder, Ezra
- Date: 2012-09-06
- Subjects: Strategic planning - South Africa. , Corporate culture - South Africa , Organizational change - South Africa.
- Type: Thesis
- Identifier: uj:9691 , http://hdl.handle.net/10210/7105
- Description: M.Comm. , The study focused on Telkom, a telecommunications utility, and the major strategic change that it’s currently undergoing to prepare for privatisation. Telkom displayed the typical characteristics of a bureaucracy with a strong hierarchical top-down structure, management that was not in touch with its customers and centralised control and decision making.
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- Authors: Rheeder, Ezra
- Date: 2012-09-06
- Subjects: Strategic planning - South Africa. , Corporate culture - South Africa , Organizational change - South Africa.
- Type: Thesis
- Identifier: uj:9691 , http://hdl.handle.net/10210/7105
- Description: M.Comm. , The study focused on Telkom, a telecommunications utility, and the major strategic change that it’s currently undergoing to prepare for privatisation. Telkom displayed the typical characteristics of a bureaucracy with a strong hierarchical top-down structure, management that was not in touch with its customers and centralised control and decision making.
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