A critical assessment of the South African police service culture from a learning perspective
- Authors: Smit, Jeanetta Maria
- Date: 2012-09-05
- Subjects: Police - South Africa , Police administration - South Africa , Police-community relations - South Africa , Organizational behavior , South Africa - Politics and government
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/365938 , uj:9613 , http://hdl.handle.net/10210/7033
- Description: M.A. , The purpose of this study is to proide the SAPS with guidelines for managing the process of cultural change and to facilitate its transition from a militaristic to a learning organisation.
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- Authors: Smit, Jeanetta Maria
- Date: 2012-09-05
- Subjects: Police - South Africa , Police administration - South Africa , Police-community relations - South Africa , Organizational behavior , South Africa - Politics and government
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/365938 , uj:9613 , http://hdl.handle.net/10210/7033
- Description: M.A. , The purpose of this study is to proide the SAPS with guidelines for managing the process of cultural change and to facilitate its transition from a militaristic to a learning organisation.
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An evaluation of the relationship between innovative culture and employee turnover in organisations in Gauteng
- Authors: Ebrahim, Naseema
- Date: 2015-09-17
- Subjects: Labor turnover - South Africa - Gauteng , Employee retention - South Africa - Gauteng , Organizational behavior , Creative ability in business
- Type: Thesis
- Identifier: uj:14133 , http://hdl.handle.net/10210/14570
- Description: M.Ing. , The purpose of the research was to determine the relationship, between the innovative culture and employee retention within the organisation. High labour turnover impacts on organisational performance and survival. Despite an organisation’s level of development, many organisations face employee retention challenges. Therefore devising strategies to improve employee retention has become a priority for most organisations. The problem of high labour turnover was also observed during a pilot study conducted at the initial stage of this research study. From the pilot study it appeared as though a relationship existed between an organisation’s innovative culture and employee job satisfaction. A review of literature revealed that there were no extensive studies which had been conducted to establish the relationship between innovative culture an employee retention especially in South Africa. The need to develop strategies to improve employee retention and the lack of extensive studies in South Africa about whether innovative culture could influence employee retention motivated the current research study. High labour turnover has the potential to affect an organisation negatively with regards to employee morale, productivity, etc. Therefore, there was a need for a study to be carried out to determine the relationship between an organisation’s culture on innovation and labour turnover within the organisation. The research involved conducting a desk and pilot study to establish the problem of labour turnover; an extensive literature review to inform the researcher about labour turnover, employee retention, organisational culture, innovation and employee conditions of service. Finally a questionnaire survey and interview was used to establish the existing conditions among the selected sample. A relationship between innovative culture, employee satisfaction and employee retention was inferred from the data obtained from the questionnaire and interview survey. The empirical data obtained from the questionnaire survey and interviews was analysed using the Statistical Package for Social Sciences software (SPSS) providing descriptive and inferential statistics. Recommendations on employee retention were informed by the findings from the survey. The respondents to the questionnaire survey and interviews were professionals and employees in the selected organisations from all departments (Marketing, Finance, Human Resources and Trade Marketing). The participants to the study were drawn from the Fast Moving Consumer Goods (FMCG) sector, Manufacturing and Construction Industry Sector and from the Services (Banking and Utilities) sector.
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- Authors: Ebrahim, Naseema
- Date: 2015-09-17
- Subjects: Labor turnover - South Africa - Gauteng , Employee retention - South Africa - Gauteng , Organizational behavior , Creative ability in business
- Type: Thesis
- Identifier: uj:14133 , http://hdl.handle.net/10210/14570
- Description: M.Ing. , The purpose of the research was to determine the relationship, between the innovative culture and employee retention within the organisation. High labour turnover impacts on organisational performance and survival. Despite an organisation’s level of development, many organisations face employee retention challenges. Therefore devising strategies to improve employee retention has become a priority for most organisations. The problem of high labour turnover was also observed during a pilot study conducted at the initial stage of this research study. From the pilot study it appeared as though a relationship existed between an organisation’s innovative culture and employee job satisfaction. A review of literature revealed that there were no extensive studies which had been conducted to establish the relationship between innovative culture an employee retention especially in South Africa. The need to develop strategies to improve employee retention and the lack of extensive studies in South Africa about whether innovative culture could influence employee retention motivated the current research study. High labour turnover has the potential to affect an organisation negatively with regards to employee morale, productivity, etc. Therefore, there was a need for a study to be carried out to determine the relationship between an organisation’s culture on innovation and labour turnover within the organisation. The research involved conducting a desk and pilot study to establish the problem of labour turnover; an extensive literature review to inform the researcher about labour turnover, employee retention, organisational culture, innovation and employee conditions of service. Finally a questionnaire survey and interview was used to establish the existing conditions among the selected sample. A relationship between innovative culture, employee satisfaction and employee retention was inferred from the data obtained from the questionnaire and interview survey. The empirical data obtained from the questionnaire survey and interviews was analysed using the Statistical Package for Social Sciences software (SPSS) providing descriptive and inferential statistics. Recommendations on employee retention were informed by the findings from the survey. The respondents to the questionnaire survey and interviews were professionals and employees in the selected organisations from all departments (Marketing, Finance, Human Resources and Trade Marketing). The participants to the study were drawn from the Fast Moving Consumer Goods (FMCG) sector, Manufacturing and Construction Industry Sector and from the Services (Banking and Utilities) sector.
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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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Determining the organisational culture at Sasol Technology, a division of Sasol Ltd.
- Authors: Nadarajan, Jayseelan
- Date: 2012-08-21
- Subjects: Organizational behavior , Sasol (Firm)
- Type: Report
- Identifier: uj:2890 , http://hdl.handle.net/10210/6321
- Description: M.B.A. , The aim of this research study was to determine the organisational culture present at SASOL Technology. In order to achieve this aim, this research study had quadruple objectives, one of which was the core of this study. The core focus of the research was the determination of the organisational culture at SASOL technology using a theoretical model or_framework. The need for using such a model or framework became apparent after the literature survey highlighted the dynamic nature of organisational culture and that a structured and systematic way of thinking is required in order to grasp this phenomena of organisational culture. Organisation culture is seen as a constraint to change in any organisation. In order to implement change successfully, it is imperative that the type of culture that exists in the organisation is known and dealt with accordingly. The Competing Values Framework, together with the Organisational Culture Assessment Instrument (OCAI), was used to diagnose the culture at SASTECH. It was found that the organisation is dominated by a market culture. °A market culture is a results-oriented workplace whose major Concern is with getting the job done. °People are competitive and goal-orientated. Leaders are tough and demanding. Sasol Technology however, wants the organisation to adopt the adhocracy culture type because this culture suits the future state of the organisation. The adhocracy culture is characterised by a dynamic, entrepreneurial and creative workplace. People stick their necks out and take risks. Effective leadership is visionary, innovative and risk-oriented. Providing recommendations for SASOL Technology to transit from the market culture to the adhocracy culture type concluded this study
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- Authors: Nadarajan, Jayseelan
- Date: 2012-08-21
- Subjects: Organizational behavior , Sasol (Firm)
- Type: Report
- Identifier: uj:2890 , http://hdl.handle.net/10210/6321
- Description: M.B.A. , The aim of this research study was to determine the organisational culture present at SASOL Technology. In order to achieve this aim, this research study had quadruple objectives, one of which was the core of this study. The core focus of the research was the determination of the organisational culture at SASOL technology using a theoretical model or_framework. The need for using such a model or framework became apparent after the literature survey highlighted the dynamic nature of organisational culture and that a structured and systematic way of thinking is required in order to grasp this phenomena of organisational culture. Organisation culture is seen as a constraint to change in any organisation. In order to implement change successfully, it is imperative that the type of culture that exists in the organisation is known and dealt with accordingly. The Competing Values Framework, together with the Organisational Culture Assessment Instrument (OCAI), was used to diagnose the culture at SASTECH. It was found that the organisation is dominated by a market culture. °A market culture is a results-oriented workplace whose major Concern is with getting the job done. °People are competitive and goal-orientated. Leaders are tough and demanding. Sasol Technology however, wants the organisation to adopt the adhocracy culture type because this culture suits the future state of the organisation. The adhocracy culture is characterised by a dynamic, entrepreneurial and creative workplace. People stick their necks out and take risks. Effective leadership is visionary, innovative and risk-oriented. Providing recommendations for SASOL Technology to transit from the market culture to the adhocracy culture type concluded this study
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Developing an understanding of bullying targets' experience of and coping with abusive workplace situations
- Authors: Botha, Wilhelmina
- Date: 2010-10-25T06:29:23Z
- Subjects: Bullying in the workplace , Work environment , Organizational behavior
- Type: Thesis
- Identifier: uj:6935 , http://hdl.handle.net/10210/3445
- Description: D.Phil. , In its exploration of workplace bullying, this doctoral study applies elements of two particular types of autoethnography, namely, personal narrative and analytical autoethnography. This unconventional qualitative approach focuses on my own experiences of being bullied as an employee at an organisation where, according to management, bullying was deemed to be an acceptable practice. In the study I describe typical bullying events, related interpersonal dynamics, and the clandestine tactics of bullies. I reveal how bullying affected me, and how I coped with the emotional turmoil and humiliation caused by it. An appreciation for both modernism and postmodernism influenced me to combine elements of these paradigms in the study. In the spirit of postmodernism I share my lived experiences of bullying in an attempt to appeal to the reader‟s empathy and hopefully his or her co-construction, to enhance emotional understanding, and to create a willingness amongst concerned parties to unite in facilitating social change. I also explain the emotional demands and the therapeutic effects on the writer when producing an autoethnography. Regarding the modernist elements, I apply theoretical concepts and research findings on bullying found in the literature to contextualise and make sense of my experiences. In addition, I engage in various levels of analysis and thematically analyse the data contained in the autoethnography, as well as material offered by six people who either witnessed or experienced bullying. This autoethnographic work led to interesting realisations. For example, I found that targets tend to become aware of only the negative characteristics in bullies and disregard their positive qualities. They often fantasise about escaping, though they do not actively take steps to acquire alternative employment, because they have been indoctrinated to believe that they are worthless. I once again realise that all human beings are capable of good deeds, as well as evil ones, and that circumstances often determine who will revert to bullying, and who will become targets. Particularly striking are the study‟s findings that remnants of the ancient practice of sacrificing one person to ensure the survival of the group may be present in modern organisations. Based on the insights gained from this study, I recommend that workplace bullying awareness campaigns should be increased, and, in particular that – (i) employers and unions should be informed about the covert nature of bullying and the consequences for all involved; and (ii) organisations should establish structures and procedures for reporting bullying and counselling targets and bullies.
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- Authors: Botha, Wilhelmina
- Date: 2010-10-25T06:29:23Z
- Subjects: Bullying in the workplace , Work environment , Organizational behavior
- Type: Thesis
- Identifier: uj:6935 , http://hdl.handle.net/10210/3445
- Description: D.Phil. , In its exploration of workplace bullying, this doctoral study applies elements of two particular types of autoethnography, namely, personal narrative and analytical autoethnography. This unconventional qualitative approach focuses on my own experiences of being bullied as an employee at an organisation where, according to management, bullying was deemed to be an acceptable practice. In the study I describe typical bullying events, related interpersonal dynamics, and the clandestine tactics of bullies. I reveal how bullying affected me, and how I coped with the emotional turmoil and humiliation caused by it. An appreciation for both modernism and postmodernism influenced me to combine elements of these paradigms in the study. In the spirit of postmodernism I share my lived experiences of bullying in an attempt to appeal to the reader‟s empathy and hopefully his or her co-construction, to enhance emotional understanding, and to create a willingness amongst concerned parties to unite in facilitating social change. I also explain the emotional demands and the therapeutic effects on the writer when producing an autoethnography. Regarding the modernist elements, I apply theoretical concepts and research findings on bullying found in the literature to contextualise and make sense of my experiences. In addition, I engage in various levels of analysis and thematically analyse the data contained in the autoethnography, as well as material offered by six people who either witnessed or experienced bullying. This autoethnographic work led to interesting realisations. For example, I found that targets tend to become aware of only the negative characteristics in bullies and disregard their positive qualities. They often fantasise about escaping, though they do not actively take steps to acquire alternative employment, because they have been indoctrinated to believe that they are worthless. I once again realise that all human beings are capable of good deeds, as well as evil ones, and that circumstances often determine who will revert to bullying, and who will become targets. Particularly striking are the study‟s findings that remnants of the ancient practice of sacrificing one person to ensure the survival of the group may be present in modern organisations. Based on the insights gained from this study, I recommend that workplace bullying awareness campaigns should be increased, and, in particular that – (i) employers and unions should be informed about the covert nature of bullying and the consequences for all involved; and (ii) organisations should establish structures and procedures for reporting bullying and counselling targets and bullies.
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Deviant impression management behaviours in the taxicab industry
- Authors: Bands, Amy Mbali
- Date: 2018
- Subjects: Impression formation (Psychology) , Organizational behavior , Taxicab industry - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/402656 , uj:33705
- Description: Abstract : In recent years the use of application-based taxicabs has intensified. With it has come deviant impression management behaviours from drivers, riders, and app-based taxicab organisations. At an organisational level, policies are devised and implemented that contradict the preferred image managed by the organisation and also encourage unfavourable behaviour from drivers and riders. The strategies, motives, and targets of these behaviours were investigated. A qualitative survey design and thematic analysis were instrumental in meeting these objectives. Interviews were conducted with 14 app-based taxicab drivers. Drivers were found to Render Deviant Favours, Lie, and Politely Request Higher Ratings from their Riders. Riders were found to behave Rudely and Lie to their drivers. Organisations were found to construct policies that were Contradictory, that Privileged Riders over Drivers, and that Instilled Fear in Drivers. Organisations were motivated by profit maximisation, a customer orientation, and shifting risk to drivers. The contribution of the study will be to highlight the pressure that drivers in the app-based taxicab industry face, not only from metered taxicab competitors, but also from deviant customers and organisations, with the aim of mitigating these behaviours and their consequences. The customer-orientation stance adopted by app-based taxicab organisations, where “customer is king”, facilitates customer deviance, distorts organisational policies and practices, and perturbs drivers; highlighting that such a means of orientating the business is detrimental to a number of elements within appbased taxicab organisations and management must make changes to eradicate this perspective. , M.Phil. (Industrial Psychology)
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- Authors: Bands, Amy Mbali
- Date: 2018
- Subjects: Impression formation (Psychology) , Organizational behavior , Taxicab industry - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/402656 , uj:33705
- Description: Abstract : In recent years the use of application-based taxicabs has intensified. With it has come deviant impression management behaviours from drivers, riders, and app-based taxicab organisations. At an organisational level, policies are devised and implemented that contradict the preferred image managed by the organisation and also encourage unfavourable behaviour from drivers and riders. The strategies, motives, and targets of these behaviours were investigated. A qualitative survey design and thematic analysis were instrumental in meeting these objectives. Interviews were conducted with 14 app-based taxicab drivers. Drivers were found to Render Deviant Favours, Lie, and Politely Request Higher Ratings from their Riders. Riders were found to behave Rudely and Lie to their drivers. Organisations were found to construct policies that were Contradictory, that Privileged Riders over Drivers, and that Instilled Fear in Drivers. Organisations were motivated by profit maximisation, a customer orientation, and shifting risk to drivers. The contribution of the study will be to highlight the pressure that drivers in the app-based taxicab industry face, not only from metered taxicab competitors, but also from deviant customers and organisations, with the aim of mitigating these behaviours and their consequences. The customer-orientation stance adopted by app-based taxicab organisations, where “customer is king”, facilitates customer deviance, distorts organisational policies and practices, and perturbs drivers; highlighting that such a means of orientating the business is detrimental to a number of elements within appbased taxicab organisations and management must make changes to eradicate this perspective. , M.Phil. (Industrial Psychology)
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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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Effect of the long-term versus short-term employment contracts on executive leadership styles, tasks and behaviour
- Matlhape, Lesenyego Winston Joseph
- Authors: Matlhape, Lesenyego Winston Joseph
- Date: 2013-05-14
- Subjects: Executives - Attitudes , Labor contract , Executive ability , Leadership , Organizational behavior
- Type: Thesis
- Identifier: uj:7531 , http://hdl.handle.net/10210/8389
- Description: D.Phil. (Leadership in Performance and Change) , Executive behaviour is a captivating socioeconomic phenomenon. Four executive-related matters attracted the researcher’s interest: (a) What, indeed, is executive effectiveness?; (b) What specific executive behaviours, tasks, attributes, styles of leadership or other considerations make trendsetting executives effective?; (c) In what respects do executives who hold long-term (up-to-retirement) employment contracts differ from their fellow-executives who have opted for short-term contracts, with regard to matters such as remuneration, executive capability, executive migration, and psychosocial dynamics in the workplace?; and (d) How do executives from the public and private sectors differ in their executive job performance and what can they learn from each other with regard to executive effectiveness? Employment patterns of senior executives in many organisations change as their conditions of employment vary. In South Africa, the King report of 1994 questioned the wisdom of granting executive leaders of institutions and organisations contract terms of indefinite length. The researcher considered length of employment contract term as a critical matter. Would a reduction of stipulated duration of terms of employment in executive contracts promote executive effectiveness, result in higher productivity and restrict opportunities for deliberate corporate misconduct? In the study, the researcher intended to explore the effects of length of contract term on executive performance by comparing executives with long-term (up-to-retirement) employment contracts with executives who have opted for short-term employment contracts. The perceived differences will be apparent in criteria of effective executive leadership such as daily executive behaviours, executive tasks, and executive leadership styles.
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- Authors: Matlhape, Lesenyego Winston Joseph
- Date: 2013-05-14
- Subjects: Executives - Attitudes , Labor contract , Executive ability , Leadership , Organizational behavior
- Type: Thesis
- Identifier: uj:7531 , http://hdl.handle.net/10210/8389
- Description: D.Phil. (Leadership in Performance and Change) , Executive behaviour is a captivating socioeconomic phenomenon. Four executive-related matters attracted the researcher’s interest: (a) What, indeed, is executive effectiveness?; (b) What specific executive behaviours, tasks, attributes, styles of leadership or other considerations make trendsetting executives effective?; (c) In what respects do executives who hold long-term (up-to-retirement) employment contracts differ from their fellow-executives who have opted for short-term contracts, with regard to matters such as remuneration, executive capability, executive migration, and psychosocial dynamics in the workplace?; and (d) How do executives from the public and private sectors differ in their executive job performance and what can they learn from each other with regard to executive effectiveness? Employment patterns of senior executives in many organisations change as their conditions of employment vary. In South Africa, the King report of 1994 questioned the wisdom of granting executive leaders of institutions and organisations contract terms of indefinite length. The researcher considered length of employment contract term as a critical matter. Would a reduction of stipulated duration of terms of employment in executive contracts promote executive effectiveness, result in higher productivity and restrict opportunities for deliberate corporate misconduct? In the study, the researcher intended to explore the effects of length of contract term on executive performance by comparing executives with long-term (up-to-retirement) employment contracts with executives who have opted for short-term employment contracts. The perceived differences will be apparent in criteria of effective executive leadership such as daily executive behaviours, executive tasks, and executive leadership styles.
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Inducements and expectations conveyed to potential employees on company websites
- Authors: Van Niekerk, Jaco
- Date: 2018
- Subjects: Psychology, Industrial , Personal Internet use in the workplace , Labor contract , Organizational behavior , Performance standards
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271844 , uj:28920
- Description: M.Phil. (Employment Relations) , Abstract: Orientation: The employer-employee relationship is becoming increasingly strained, as evidenced through the increase in average cases referred to the Council for Conciliation, Mediation and Arbitration. This is presumed to be a consequence of breach of the psychological contract in terms of expectations or obligations not delivered upon. A proactive means of identifying the content of the psychological contract may improve how the employer-employee relationship is managed and maintained. Research purpose: The aim of this research is to explore which inducements and obligations are made known by organisations. Motivation for the study: Exploring these inducements and expectations may yield an understanding as to the foundation and development of the employer-employee relationship. This in turn could lead to better and proactive management of the employer-employee relationship. Research design, approach and method: A content analysis design was followed to identify inducements and expectations on companies’ websites. A codebook based on content associated with the psychological contract was constructed and applied to websites listed in the 2015 Business Times Top 100 companies of past five years. Main findings: Comparisons between different sectors (Manufacturing, Wholesale and retail, Financial services) yielded significant differences between Organisational policies and Career development inducements. Comparisons on the presence of a career section revealed that those companies with a career section convey more inducements and expectations than companies without a career section. Practical/managerial implications: By applying the measure through a content analysis, companies can identify which inducements and expectations are conveyed through the websites as this informs the psychological contract...
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- Authors: Van Niekerk, Jaco
- Date: 2018
- Subjects: Psychology, Industrial , Personal Internet use in the workplace , Labor contract , Organizational behavior , Performance standards
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271844 , uj:28920
- Description: M.Phil. (Employment Relations) , Abstract: Orientation: The employer-employee relationship is becoming increasingly strained, as evidenced through the increase in average cases referred to the Council for Conciliation, Mediation and Arbitration. This is presumed to be a consequence of breach of the psychological contract in terms of expectations or obligations not delivered upon. A proactive means of identifying the content of the psychological contract may improve how the employer-employee relationship is managed and maintained. Research purpose: The aim of this research is to explore which inducements and obligations are made known by organisations. Motivation for the study: Exploring these inducements and expectations may yield an understanding as to the foundation and development of the employer-employee relationship. This in turn could lead to better and proactive management of the employer-employee relationship. Research design, approach and method: A content analysis design was followed to identify inducements and expectations on companies’ websites. A codebook based on content associated with the psychological contract was constructed and applied to websites listed in the 2015 Business Times Top 100 companies of past five years. Main findings: Comparisons between different sectors (Manufacturing, Wholesale and retail, Financial services) yielded significant differences between Organisational policies and Career development inducements. Comparisons on the presence of a career section revealed that those companies with a career section convey more inducements and expectations than companies without a career section. Practical/managerial implications: By applying the measure through a content analysis, companies can identify which inducements and expectations are conveyed through the websites as this informs the psychological contract...
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Leerders se ervaring van opvoederleierskap
- Authors: Kruger, Jacomina Wilhelmina
- Date: 2012-03-26
- Subjects: Leadership , Leadership study and teaching , Organizational behavior
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/390955 , uj:2187 , http://hdl.handle.net/10210/4567
- Description: D.Phil. , Traditionally leadership was seen as synonymous with the executive authority of an organisation and in the school environment with that of the headmaster. However, a paradigm shift occurred and leadership is now viewed as attitudes, competencies and skills at three levels, namely the personal, interpersonal and professional levels, implying that every person is a leader in his or her own right. The idea of a leader as a value-driven, principle-centered and character-based person gathered momentum. The afore-mentioned qualities call for a special kind of self-knowledge that can partly be obtained from feedback to leaders on how stakeholders in the organisation perceive them and/or how their behaviour impacts on the organisation. Although school leadership gained momentum only in the past two decades, it has been realised that professionalism and the quality of leadership impact on the quality of teaching. It therefore seems important in the evaluation and improvement of teacher leadership to gain insight into how stakeholders, especially those (learners) who can speak authoritatively on their firsthand experiences of what is happening in class, perceive teacher leadership. The purpose of this study was to explore and describe learners' everyday experiences and interpretations of their teacher leadership in order to make recommendations to the stakeholders concerned. I embarked on an explorative-descriptive inquiry. To ensure high-quality research, I adhered to all the necessary criteria for reliable, valid and ethical research. In order to capitalise on both qualitative and quantitative research methods, and to compensate for the shortcomings of both, as well as to enrich the credibility of the study, I opted for a mixed-methods approach. In this study of an Afrikaans governmental high school in Gauteng, I made use of a symbolic interactionistic methodology to understand how learners perceive, understand and interpret their teacher leadership. Complying with ethical and professional considerations regarding research with children (namely access, protection against harm, informed consent, privacy and confidentiality) the study crystallised in two phases. In the first qualitative phase I made use of purposeful snowball sampling methods, and gained rich descriptions from learners and their parents regarding the learners' experiences of and perceptions about their teacher leadership. I used analytical methods based on the Chicago School of Symbolic /nteractionism to generate codes, which was categorised according to the leadership paradigm of personal, interpersonal and professional leadership. In a second phase, the universum of learners and teachers were included in a social survey. Two questionnaires were designed for the learners and teachers respectively. The learner questionnaire contained odd questions on demographic details, as well as hypotheses which were drawn from the codes and categories forthcoming from the first phase. However, from a symbolic interactionistic standing, I was not merely interested in the majority viewpoint. Therefore the learners were once again given the opportunity to expand on their answers qualitatively. The teachers, in turn, were asked why they chose the teaching profession, and had to comment on what they thought the learners would have to say about their own, as well as their colleagues' leadership qualities as teachers. The second-phase narratives were noted until saturation was gained and then concluded and summarised.
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- Authors: Kruger, Jacomina Wilhelmina
- Date: 2012-03-26
- Subjects: Leadership , Leadership study and teaching , Organizational behavior
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/390955 , uj:2187 , http://hdl.handle.net/10210/4567
- Description: D.Phil. , Traditionally leadership was seen as synonymous with the executive authority of an organisation and in the school environment with that of the headmaster. However, a paradigm shift occurred and leadership is now viewed as attitudes, competencies and skills at three levels, namely the personal, interpersonal and professional levels, implying that every person is a leader in his or her own right. The idea of a leader as a value-driven, principle-centered and character-based person gathered momentum. The afore-mentioned qualities call for a special kind of self-knowledge that can partly be obtained from feedback to leaders on how stakeholders in the organisation perceive them and/or how their behaviour impacts on the organisation. Although school leadership gained momentum only in the past two decades, it has been realised that professionalism and the quality of leadership impact on the quality of teaching. It therefore seems important in the evaluation and improvement of teacher leadership to gain insight into how stakeholders, especially those (learners) who can speak authoritatively on their firsthand experiences of what is happening in class, perceive teacher leadership. The purpose of this study was to explore and describe learners' everyday experiences and interpretations of their teacher leadership in order to make recommendations to the stakeholders concerned. I embarked on an explorative-descriptive inquiry. To ensure high-quality research, I adhered to all the necessary criteria for reliable, valid and ethical research. In order to capitalise on both qualitative and quantitative research methods, and to compensate for the shortcomings of both, as well as to enrich the credibility of the study, I opted for a mixed-methods approach. In this study of an Afrikaans governmental high school in Gauteng, I made use of a symbolic interactionistic methodology to understand how learners perceive, understand and interpret their teacher leadership. Complying with ethical and professional considerations regarding research with children (namely access, protection against harm, informed consent, privacy and confidentiality) the study crystallised in two phases. In the first qualitative phase I made use of purposeful snowball sampling methods, and gained rich descriptions from learners and their parents regarding the learners' experiences of and perceptions about their teacher leadership. I used analytical methods based on the Chicago School of Symbolic /nteractionism to generate codes, which was categorised according to the leadership paradigm of personal, interpersonal and professional leadership. In a second phase, the universum of learners and teachers were included in a social survey. Two questionnaires were designed for the learners and teachers respectively. The learner questionnaire contained odd questions on demographic details, as well as hypotheses which were drawn from the codes and categories forthcoming from the first phase. However, from a symbolic interactionistic standing, I was not merely interested in the majority viewpoint. Therefore the learners were once again given the opportunity to expand on their answers qualitatively. The teachers, in turn, were asked why they chose the teaching profession, and had to comment on what they thought the learners would have to say about their own, as well as their colleagues' leadership qualities as teachers. The second-phase narratives were noted until saturation was gained and then concluded and summarised.
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Middle management roles in strategy implementation
- Authors: Ramgulam, Rishi
- Date: 2015
- Subjects: Strategic planning , Middle managers , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/57394 , uj:16385
- Description: Abstract: The successful implementation of business strategy has become a key focus of many leading organisations in the modern business world. However, according to Jha (2011), many organisations experience little success in strategic implementation. This is because the middle management employees in the organisation are not able to translate their strategic plans into operational actions (Jha, 2011, Dlodlo, 2011). The purpose of this study was to establish what role middle management leader’s play in strategy implementation. A qualitative study was conducted at XYZ Limited, a large retail organisation in South Africa. The data was gathered for the study through the methods of a case study, in-depth interviews, focus group discussion and from solicited data from the organisation. The researcher has applied the principles of content analysis to analyse the data and describe the themes that emerged from the in-depth interviews, focus group discussion and solicited data. The researcher also used descriptive statistics in the study to highlight summaries of the key observations made and the data collected. The findings revealed that whilst all of the middle management leaders understood why it is important for organisations to have sound business strategies, they did not clearly understand what the business strategy of XYZ Limited was. One of the reasons for their lack of understanding of the XYZ Limited business strategy was that they were not involved in the design of the business strategy at any stage. This hindered their ability to implement the business strategy in the organisation. Middle management leaders did not acknowledge that they participated in the strategic planning process. There is often not alignment between the strategic goals and the operational goals which hinders the strategic implementation process. This results in the middle management level in the organisation to feel overwhelmed on a daily basis as they are in a constant crisis management mode (Viljoen, 2015). It therefore becomes important to explore the roles of middle management in strategy implementation. It is recommended that middle management leaders are trained on how to manage change in order to get the buy-in of their employees during the strategy implementation... , M.Phil.
- Full Text:
- Authors: Ramgulam, Rishi
- Date: 2015
- Subjects: Strategic planning , Middle managers , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/57394 , uj:16385
- Description: Abstract: The successful implementation of business strategy has become a key focus of many leading organisations in the modern business world. However, according to Jha (2011), many organisations experience little success in strategic implementation. This is because the middle management employees in the organisation are not able to translate their strategic plans into operational actions (Jha, 2011, Dlodlo, 2011). The purpose of this study was to establish what role middle management leader’s play in strategy implementation. A qualitative study was conducted at XYZ Limited, a large retail organisation in South Africa. The data was gathered for the study through the methods of a case study, in-depth interviews, focus group discussion and from solicited data from the organisation. The researcher has applied the principles of content analysis to analyse the data and describe the themes that emerged from the in-depth interviews, focus group discussion and solicited data. The researcher also used descriptive statistics in the study to highlight summaries of the key observations made and the data collected. The findings revealed that whilst all of the middle management leaders understood why it is important for organisations to have sound business strategies, they did not clearly understand what the business strategy of XYZ Limited was. One of the reasons for their lack of understanding of the XYZ Limited business strategy was that they were not involved in the design of the business strategy at any stage. This hindered their ability to implement the business strategy in the organisation. Middle management leaders did not acknowledge that they participated in the strategic planning process. There is often not alignment between the strategic goals and the operational goals which hinders the strategic implementation process. This results in the middle management level in the organisation to feel overwhelmed on a daily basis as they are in a constant crisis management mode (Viljoen, 2015). It therefore becomes important to explore the roles of middle management in strategy implementation. It is recommended that middle management leaders are trained on how to manage change in order to get the buy-in of their employees during the strategy implementation... , M.Phil.
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n Empiriese ondersoek na die verband tussen organisasiestruktuur en individuele gedrag
- Authors: Ungerer, Marius
- Date: 2014-04-24
- Subjects: Organizational behavior
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/386322 , uj:10871 , http://hdl.handle.net/10210/10378
- Description: M.Com. (Industrial Psychology) , The purpose of this study is to investigate the relationship between organisation structure and individual behaviour To achieve this aim, two components of organisation structure, namely organisation level and line and staff division, are used to represent the vertical and the horizontal dimensions of organisation structure respectively. Individual behaviour is examined on the basis of two manifestations of behaviour, namely motivation and stress. Data compilation is undertaken in one organisation by means of a stress and motivation orientation questionnaire. The results respondents. is determined of the empirical investigation are based on 314 The significance of differences between variables by means of variance analysis and t-tests. It is found that a significant difference exists with regard to the stress experienced by individuals on the various post levels. There is no significant difference in the motivation orientation of individuals on the various post levels. Similarly, no significant differences exists between line and staff person with regard to their motivation orientation or the stress they experience. In order to verify the results of this study, recommendations are made with regard to further research.
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- Authors: Ungerer, Marius
- Date: 2014-04-24
- Subjects: Organizational behavior
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/386322 , uj:10871 , http://hdl.handle.net/10210/10378
- Description: M.Com. (Industrial Psychology) , The purpose of this study is to investigate the relationship between organisation structure and individual behaviour To achieve this aim, two components of organisation structure, namely organisation level and line and staff division, are used to represent the vertical and the horizontal dimensions of organisation structure respectively. Individual behaviour is examined on the basis of two manifestations of behaviour, namely motivation and stress. Data compilation is undertaken in one organisation by means of a stress and motivation orientation questionnaire. The results respondents. is determined of the empirical investigation are based on 314 The significance of differences between variables by means of variance analysis and t-tests. It is found that a significant difference exists with regard to the stress experienced by individuals on the various post levels. There is no significant difference in the motivation orientation of individuals on the various post levels. Similarly, no significant differences exists between line and staff person with regard to their motivation orientation or the stress they experience. In order to verify the results of this study, recommendations are made with regard to further research.
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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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Organisational energy and individual well-being
- Authors: Derman, Lynne
- Date: 2009-05-19T06:40:52Z
- Subjects: Organizational behavior , Organizational change
- Type: Thesis
- Identifier: uj:8385 , http://hdl.handle.net/10210/2550
- Description: Ph.D. , Many organizations, struggling to keep up with the unrelenting pace of change and extreme competitive pressure, seek to adopt the latest technique or tool in order to improve their bottom line. It may be that the way we view the individual and the organization needs to change, and the dynamic, neverending pattern of interaction recognized. As early as 1968, Schneider and Bartlett mentioned the need to examine the relationship between the individual and the organization. Integration of phenomena at the individual and organizational levels moves the analysis of organizations away from the static, structural qualities towards a more dynamic process (Pettigrew & Fenton, 2000; Moran & Volkwein, 1992). This perspective facilitates the study of energy. Energy runs through everything. Individuals have energy, and that energy is emanated by their very presence, their emotions, thoughts and ii actions (Tosey, 1994). Energies ebb and flow in an organization in accordance with the intentions of the employees of that organization (Smith & Tosey, 1999). Research shows that organizational climate has an impact on the individuals’ vigour (well-being) and this in turn impacts on various factors including the individuals’ performance and thereby organizational effectiveness. What has not been subjected to empirical study is the concept of organizational energy. Nor has the relationship between organizational energy and individual well-being been studied. This study will attempt to address this gap in knowledge.
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- Authors: Derman, Lynne
- Date: 2009-05-19T06:40:52Z
- Subjects: Organizational behavior , Organizational change
- Type: Thesis
- Identifier: uj:8385 , http://hdl.handle.net/10210/2550
- Description: Ph.D. , Many organizations, struggling to keep up with the unrelenting pace of change and extreme competitive pressure, seek to adopt the latest technique or tool in order to improve their bottom line. It may be that the way we view the individual and the organization needs to change, and the dynamic, neverending pattern of interaction recognized. As early as 1968, Schneider and Bartlett mentioned the need to examine the relationship between the individual and the organization. Integration of phenomena at the individual and organizational levels moves the analysis of organizations away from the static, structural qualities towards a more dynamic process (Pettigrew & Fenton, 2000; Moran & Volkwein, 1992). This perspective facilitates the study of energy. Energy runs through everything. Individuals have energy, and that energy is emanated by their very presence, their emotions, thoughts and ii actions (Tosey, 1994). Energies ebb and flow in an organization in accordance with the intentions of the employees of that organization (Smith & Tosey, 1999). Research shows that organizational climate has an impact on the individuals’ vigour (well-being) and this in turn impacts on various factors including the individuals’ performance and thereby organizational effectiveness. What has not been subjected to empirical study is the concept of organizational energy. Nor has the relationship between organizational energy and individual well-being been studied. This study will attempt to address this gap in knowledge.
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Self-control and integrity as antecedents of deviant workplace behaviour
- Authors: Swanepoel, Riani
- Date: 2012-10-30
- Subjects: Deviant workplace behaviour , Integrity , Self-control , Organizational behavior
- Type: Mini-Dissertation
- Identifier: uj:10475 , http://hdl.handle.net/10210/7947
- Description: M.Comm. , The aim of this study was to establish, within the South African context, the extent to which character-strengths specifically self-control and integrity are related to the propensity to engage in deviant workplace behaviour. Due to the inherent difficulty of obtaining unbiased responses on sensitive issues, both self-report and non-self-report measures of each of the Character Strengths and Deviant Workplace Behaviour Scales were administered to a convenience sample of 292 South African employees working in different industries. Using principal axis factoring, one reliable factor was extracted from both the Self-control Scale and the Integrity Scale. With regards to the Deviant Workplace Behaviour Scale, three reliable factors were extracted. The character strength factors were found to be positively intercorrelated, as was the case with the deviant workplace behaviour factors. The results confirmed that a negative correlation exists between character strengths, in particular selfcontrol and integrity, and the propensity to engage in deviant workplace behaviour, implying that the employees with stronger self-control and integrity are less likely to engage in deviant workplace behaviour. In addition, the findings of the study showed that employees in general consider themselves to have stronger character strengths and a lower propensity to engage in deviant workplace behaviour than that which they perceive their colleagues to have. Significant differences between the self-report and non-self-report measures were evidenced. The study has clear practical significance for organisations, specifically the human resources divisions within organisations, and recruitment agencies, in terms of possible proxy measures to determine the propensity of job applicants to engage in deviant workplace behaviour. Key words: ethics, deviant workplace behaviour, self-control, integrity, character strength, self-report measures, non-self-report measures
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- Authors: Swanepoel, Riani
- Date: 2012-10-30
- Subjects: Deviant workplace behaviour , Integrity , Self-control , Organizational behavior
- Type: Mini-Dissertation
- Identifier: uj:10475 , http://hdl.handle.net/10210/7947
- Description: M.Comm. , The aim of this study was to establish, within the South African context, the extent to which character-strengths specifically self-control and integrity are related to the propensity to engage in deviant workplace behaviour. Due to the inherent difficulty of obtaining unbiased responses on sensitive issues, both self-report and non-self-report measures of each of the Character Strengths and Deviant Workplace Behaviour Scales were administered to a convenience sample of 292 South African employees working in different industries. Using principal axis factoring, one reliable factor was extracted from both the Self-control Scale and the Integrity Scale. With regards to the Deviant Workplace Behaviour Scale, three reliable factors were extracted. The character strength factors were found to be positively intercorrelated, as was the case with the deviant workplace behaviour factors. The results confirmed that a negative correlation exists between character strengths, in particular selfcontrol and integrity, and the propensity to engage in deviant workplace behaviour, implying that the employees with stronger self-control and integrity are less likely to engage in deviant workplace behaviour. In addition, the findings of the study showed that employees in general consider themselves to have stronger character strengths and a lower propensity to engage in deviant workplace behaviour than that which they perceive their colleagues to have. Significant differences between the self-report and non-self-report measures were evidenced. The study has clear practical significance for organisations, specifically the human resources divisions within organisations, and recruitment agencies, in terms of possible proxy measures to determine the propensity of job applicants to engage in deviant workplace behaviour. Key words: ethics, deviant workplace behaviour, self-control, integrity, character strength, self-report measures, non-self-report measures
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Sistematiese tydorientasie as 'n sielkundige konstruk van beroepsgedrag
- Authors: De Jager, J. I.
- Date: 2015-11-11
- Subjects: Human behavior , Organizational behavior , Time - Psychological aspects , Time management
- Type: Thesis
- Identifier: uj:14543 , http://hdl.handle.net/10210/15074
- Description: M.Com. (Industrial Psychology) , Please refer to full text to view abstract
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- Authors: De Jager, J. I.
- Date: 2015-11-11
- Subjects: Human behavior , Organizational behavior , Time - Psychological aspects , Time management
- Type: Thesis
- Identifier: uj:14543 , http://hdl.handle.net/10210/15074
- Description: M.Com. (Industrial Psychology) , Please refer to full text to view abstract
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Storytelling as a strategy to uncover organisational culture
- Authors: Ferraz, Julio Lando
- Date: 2012-10-29
- Subjects: Storytelling , Corporate culture , Industrial psychology , Organizational behavior
- Type: Thesis
- Identifier: uj:10461 , http://hdl.handle.net/10210/7926
- Description: M.Comm. , The purpose of this study was to investigate whether storytelling can be used as a strategy to uncover organisational culture. This investigation was prompted by a debate between scholars on whether a quantitative or qualitative approach should be adopted to assess culture. Based on Schein’s (2009) perspective on culture assessment a qualitative approach was adopted. Schein suggests that culture is unique and therefore cannot be assessed using a survey as surveys have predefined constructs that may not uncover certain critical cultural elements. The research methodology was informed by the interpretivisim paradigm. Conducted in a Consulting Firm semi-structured interviews were conducted with six senior members in order to gather their stories. For the data analysis and interpretation, thematic analysis was the chosen technique. Here themes were first extracted according to common stories, archetypes and behaviours identified. These were then interpreted for shared underlying assumptions which were uncovered when common behaviours observed could not be explained by espoused values or other artifacts. The interpretation of results uncovered six core underlying assumptions and five secondary underlying assumptions. The core underlying assumptions operate at the deepest level of the organisations unconscious and are “Sales Orientated,” “Dominance,” “Client First,” “Innovation,” “Adaptability and Nimbleness,” and “Individualism.” Secondary underlying assumptions are enablers of the core underlying assumptions and are “Work Centricity,” “Role Variety,” “Opinion Based Reward,” “Technology Consulting Identity” and “Global versus Local Skill.” The outcomes of the interpretation revealed patterns of underlying assumptions that drive organisational behaviour. To conclude, this study has managed to reveal important elements of the Consulting Firms culture and therefore is in support of a qualitative approach to assess culture. There are limitations of the study; most noticeably the limited number of participant’s interviewed. It is therefore recommended that future culture assessments consider storytelling as a strategy to uncover culture but that an increased number of participants are utilised.
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- Authors: Ferraz, Julio Lando
- Date: 2012-10-29
- Subjects: Storytelling , Corporate culture , Industrial psychology , Organizational behavior
- Type: Thesis
- Identifier: uj:10461 , http://hdl.handle.net/10210/7926
- Description: M.Comm. , The purpose of this study was to investigate whether storytelling can be used as a strategy to uncover organisational culture. This investigation was prompted by a debate between scholars on whether a quantitative or qualitative approach should be adopted to assess culture. Based on Schein’s (2009) perspective on culture assessment a qualitative approach was adopted. Schein suggests that culture is unique and therefore cannot be assessed using a survey as surveys have predefined constructs that may not uncover certain critical cultural elements. The research methodology was informed by the interpretivisim paradigm. Conducted in a Consulting Firm semi-structured interviews were conducted with six senior members in order to gather their stories. For the data analysis and interpretation, thematic analysis was the chosen technique. Here themes were first extracted according to common stories, archetypes and behaviours identified. These were then interpreted for shared underlying assumptions which were uncovered when common behaviours observed could not be explained by espoused values or other artifacts. The interpretation of results uncovered six core underlying assumptions and five secondary underlying assumptions. The core underlying assumptions operate at the deepest level of the organisations unconscious and are “Sales Orientated,” “Dominance,” “Client First,” “Innovation,” “Adaptability and Nimbleness,” and “Individualism.” Secondary underlying assumptions are enablers of the core underlying assumptions and are “Work Centricity,” “Role Variety,” “Opinion Based Reward,” “Technology Consulting Identity” and “Global versus Local Skill.” The outcomes of the interpretation revealed patterns of underlying assumptions that drive organisational behaviour. To conclude, this study has managed to reveal important elements of the Consulting Firms culture and therefore is in support of a qualitative approach to assess culture. There are limitations of the study; most noticeably the limited number of participant’s interviewed. It is therefore recommended that future culture assessments consider storytelling as a strategy to uncover culture but that an increased number of participants are utilised.
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The alignment of espoused values and organisational culture at a South African parastatal organisation
- Authors: Phale, Robert Aubrey
- Date: 2012-06-06
- Subjects: Corporate culture , Organizational behavior , Business ethics , Government business enterprises , Eskom (Firm)
- Type: Thesis
- Identifier: uj:2469 , http://hdl.handle.net/10210/4925
- Description: M.Comm. , The primary purpose of the present study was to identify whether the organisational culture of the Transmission Division of Eskom is aligned to its stated values. In seeking to reach this objective, it was necessary to assess the gap between espoused and practised organisational values. The study also sought to identify the Transmission Division’s organisational culture. A correlation between the stated values and identified organisational culture was calculated and this was used to infer whether the values that the organisation espouses are aligned to the current organisational culture. The study made use a self-administered questionnaire sent via email to all the Transmission Division employees (N=1793) of whom 182 responded. The questionnaire comprised sections covering biographical aspects, organisational values as well as questions on organisational culture. In the questionnaire, biographical aspects were provided by the Transmission Division’s human resources department and those for organisational values were derived from both literature and Eskom’s value statement. Questions on organisational culture were taken from Cameron and Quinn’s (2006) Organisational Culture Assessment Instrument (OCAI). Data on organisational values was subjected to quantitative analysis whilst data relating to organisational culture was interpreted by following Cameron and Quinn’s (2006) Competing Values Framework (CVF). The present study found that there is a gap between observed and espoused or stated organisational values. By using the Cameron and Quinn (2006) framework of organisational culture, which identifies hierarchy, ‘adhocracy’, market and clan’ as the ‘four distinct organisational culture types, the study found that respondents experience the current Transmission Division’s organisational culture to be predominantly hierarchical. A general inference drawn in this study is that the current hierarchical organisational culture is misaligned to the espoused organisational values of ‘integrity’, ‘customer satisfaction’, ‘innovation’ and ‘excellence’. The study makes recommendations to the Transmission Division about how to address this misalignment and areas that require further investigation are suggested.
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- Authors: Phale, Robert Aubrey
- Date: 2012-06-06
- Subjects: Corporate culture , Organizational behavior , Business ethics , Government business enterprises , Eskom (Firm)
- Type: Thesis
- Identifier: uj:2469 , http://hdl.handle.net/10210/4925
- Description: M.Comm. , The primary purpose of the present study was to identify whether the organisational culture of the Transmission Division of Eskom is aligned to its stated values. In seeking to reach this objective, it was necessary to assess the gap between espoused and practised organisational values. The study also sought to identify the Transmission Division’s organisational culture. A correlation between the stated values and identified organisational culture was calculated and this was used to infer whether the values that the organisation espouses are aligned to the current organisational culture. The study made use a self-administered questionnaire sent via email to all the Transmission Division employees (N=1793) of whom 182 responded. The questionnaire comprised sections covering biographical aspects, organisational values as well as questions on organisational culture. In the questionnaire, biographical aspects were provided by the Transmission Division’s human resources department and those for organisational values were derived from both literature and Eskom’s value statement. Questions on organisational culture were taken from Cameron and Quinn’s (2006) Organisational Culture Assessment Instrument (OCAI). Data on organisational values was subjected to quantitative analysis whilst data relating to organisational culture was interpreted by following Cameron and Quinn’s (2006) Competing Values Framework (CVF). The present study found that there is a gap between observed and espoused or stated organisational values. By using the Cameron and Quinn (2006) framework of organisational culture, which identifies hierarchy, ‘adhocracy’, market and clan’ as the ‘four distinct organisational culture types, the study found that respondents experience the current Transmission Division’s organisational culture to be predominantly hierarchical. A general inference drawn in this study is that the current hierarchical organisational culture is misaligned to the espoused organisational values of ‘integrity’, ‘customer satisfaction’, ‘innovation’ and ‘excellence’. The study makes recommendations to the Transmission Division about how to address this misalignment and areas that require further investigation are suggested.
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The influence of authentic leadership and person organisation fit on pro-social behaviour
- Authors: Venter, Janine
- Date: 2017
- Subjects: Leadership - Psychological aspects , Authenticity (Philosophy) , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271827 , uj:28918
- Description: M.Phil. , Abstract: Orientation: Pro-social behaviour could result in benefits such as increased morale and extra-role behaviour to the benefit of an organisation, and therefore, organisations could encourage their leaders to exhibit authentic leadership to leverage person organisation fit and in turn increase pro-social behaviour of employees. Research purpose: The study was aimed at investigating the relationships between authentic leadership, person organisation fit and pro-social behaviour. Further, the study focused on identifying the influence of authentic leadership and personorganisation fit on pro-social behaviour. The possible mediating effect that person organisation fit has between authentic leadership and pro-social behaviour was explored. Motivation for the study: With the challenges faced by organisations, especially regarding the importance of customer service, employees should not only perform their defined organisational roles but must go beyond these roles and expectations. Pro-social behaviour is seen as taking action to protect the interests of the organisation and co-workers, as well as going beyond role requirements that are specified in an occupation. Research approach, design and method: A quantitative, survey design was used and administered to a sample of employees within a construction and engineering company within, South Africa (N =300). Three measuring instruments were utilised in the study; Exploratory Factor Analysis was conducted on these instruments and the following factor structures and Cronbach Alpha’s were found. A two-factor solution was found for the Authentic Leadership Inventory, these factors were self-awareness, with a Cronbach Alpha of (.927) and internalised moral perspective with a Cronbach Alpha of (.826). Analysis on the Person organisation Fit Scale found a one factor solution with a Cronbach Alpha of (.81). The Pro-Social Organisational Behaviour Scale was found to have a four-factor solution. The four factors were the following: (1) Internal beneficiaries (.822), (2) External beneficiaries (.887) (3) Positive Company Image (.824) and, (4) Positive Company Support (.764). Owing to the skewness of the sample, Spearman’s correlation was utilised to determine the relationship between the variables. Multiple Regression Analysis was utilised to test the mediating effect of...
- Full Text:
- Authors: Venter, Janine
- Date: 2017
- Subjects: Leadership - Psychological aspects , Authenticity (Philosophy) , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271827 , uj:28918
- Description: M.Phil. , Abstract: Orientation: Pro-social behaviour could result in benefits such as increased morale and extra-role behaviour to the benefit of an organisation, and therefore, organisations could encourage their leaders to exhibit authentic leadership to leverage person organisation fit and in turn increase pro-social behaviour of employees. Research purpose: The study was aimed at investigating the relationships between authentic leadership, person organisation fit and pro-social behaviour. Further, the study focused on identifying the influence of authentic leadership and personorganisation fit on pro-social behaviour. The possible mediating effect that person organisation fit has between authentic leadership and pro-social behaviour was explored. Motivation for the study: With the challenges faced by organisations, especially regarding the importance of customer service, employees should not only perform their defined organisational roles but must go beyond these roles and expectations. Pro-social behaviour is seen as taking action to protect the interests of the organisation and co-workers, as well as going beyond role requirements that are specified in an occupation. Research approach, design and method: A quantitative, survey design was used and administered to a sample of employees within a construction and engineering company within, South Africa (N =300). Three measuring instruments were utilised in the study; Exploratory Factor Analysis was conducted on these instruments and the following factor structures and Cronbach Alpha’s were found. A two-factor solution was found for the Authentic Leadership Inventory, these factors were self-awareness, with a Cronbach Alpha of (.927) and internalised moral perspective with a Cronbach Alpha of (.826). Analysis on the Person organisation Fit Scale found a one factor solution with a Cronbach Alpha of (.81). The Pro-Social Organisational Behaviour Scale was found to have a four-factor solution. The four factors were the following: (1) Internal beneficiaries (.822), (2) External beneficiaries (.887) (3) Positive Company Image (.824) and, (4) Positive Company Support (.764). Owing to the skewness of the sample, Spearman’s correlation was utilised to determine the relationship between the variables. Multiple Regression Analysis was utilised to test the mediating effect of...
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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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