"Barriers-to-change" in a governmental service delivery type organisation
- Coetzee, Coenraad Johannes Hendrik
- Authors: Coetzee, Coenraad Johannes Hendrik
- Date: 2011-11-21
- Subjects: Organizational change , Organizational change management
- Type: Thesis
- Identifier: uj:1714 , http://hdl.handle.net/10210/4057
- Description: D.Phil. , One of the principal reasons people form organisations is to focus attention and energy on a selected goal - this goal being the provisioning of products and/or services to clients. Due to forces demanding change, organisations are required to change to be able to continue their existence, making change unavoidable and part of the organisation's life cycle. The premise is that if change is unavoidable, it needs to be managed to serve the best interests of the organisation, thus the need for change management. Research indicates that 50 to 75% of all major corporate change efforts fail and that resistance is the "little-recognised but critically important contributor'' to the failure of change efforts, and central to the change problem. Also, central to the change problem and successful change management lie the following factors: • The reality that people tend to resist change. • The issue of measurement for change management intervention purposes. Research Objectives The objectives of this study are divided into literature and empirical research objectives, each posing primary and secondary objectives. The primary literature review objective is to create a theoretical frame of reference for the interrelated concepts of change, change management and barriers-to-change. The primary empirical research objective is to apply Barriers-to-Change Questionnaire (BCQ), developed in meeting the literature review objectives, to a Governmental service delivery type organisation with the purpose of determining which barriers-to-change is evident in such an environment. Literature Research A review of the literature revealed that there is no integrated view on change and barriers-to-change, but it also revealed that the concept of barriers-to-change has been prominent in organisational and management literature for quite some time. However, no evidence could be found of a measuring instrument focused on measuring barriers-to-change as a whole. During the literature research the concepts of organisational development, organisational change, change management, resistance to change and barriers-tochange were investigated, clarified and reported upon. The above-mentioned concepts were integrated into a theoretical frame of reference called the SCM, which served the purposes of providing a framework from where barriers-to-change can be understood, explained and managed as well as providing a firm base from where the BCQ was developed to measure barriers-to-change in a specific environment. It was concluded, for the purposes of this study, that barriers-to-change can be grouped into two types of barriers, being hard and soft. It was also concluded that there are four causes (or groupings) of barriers-to-change, being barriers inherent to the change project, people barriers, organisational barriers and barriers from the environment, each with specific sub-dimensions. Each sub dimension is supported by an appropriate number of questionnaire items, contained in the BCQ, which were administered to the target organisation.
- Full Text:
- Authors: Coetzee, Coenraad Johannes Hendrik
- Date: 2011-11-21
- Subjects: Organizational change , Organizational change management
- Type: Thesis
- Identifier: uj:1714 , http://hdl.handle.net/10210/4057
- Description: D.Phil. , One of the principal reasons people form organisations is to focus attention and energy on a selected goal - this goal being the provisioning of products and/or services to clients. Due to forces demanding change, organisations are required to change to be able to continue their existence, making change unavoidable and part of the organisation's life cycle. The premise is that if change is unavoidable, it needs to be managed to serve the best interests of the organisation, thus the need for change management. Research indicates that 50 to 75% of all major corporate change efforts fail and that resistance is the "little-recognised but critically important contributor'' to the failure of change efforts, and central to the change problem. Also, central to the change problem and successful change management lie the following factors: • The reality that people tend to resist change. • The issue of measurement for change management intervention purposes. Research Objectives The objectives of this study are divided into literature and empirical research objectives, each posing primary and secondary objectives. The primary literature review objective is to create a theoretical frame of reference for the interrelated concepts of change, change management and barriers-to-change. The primary empirical research objective is to apply Barriers-to-Change Questionnaire (BCQ), developed in meeting the literature review objectives, to a Governmental service delivery type organisation with the purpose of determining which barriers-to-change is evident in such an environment. Literature Research A review of the literature revealed that there is no integrated view on change and barriers-to-change, but it also revealed that the concept of barriers-to-change has been prominent in organisational and management literature for quite some time. However, no evidence could be found of a measuring instrument focused on measuring barriers-to-change as a whole. During the literature research the concepts of organisational development, organisational change, change management, resistance to change and barriers-tochange were investigated, clarified and reported upon. The above-mentioned concepts were integrated into a theoretical frame of reference called the SCM, which served the purposes of providing a framework from where barriers-to-change can be understood, explained and managed as well as providing a firm base from where the BCQ was developed to measure barriers-to-change in a specific environment. It was concluded, for the purposes of this study, that barriers-to-change can be grouped into two types of barriers, being hard and soft. It was also concluded that there are four causes (or groupings) of barriers-to-change, being barriers inherent to the change project, people barriers, organisational barriers and barriers from the environment, each with specific sub-dimensions. Each sub dimension is supported by an appropriate number of questionnaire items, contained in the BCQ, which were administered to the target organisation.
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"Type change" : the perceived structure of organizational change events
- Authors: Van Tonder, Chris
- Date: 2009
- Subjects: Organizational change , Sustainable development , Organizational sustainability
- Type: Article
- Identifier: uj:6230 , ISBN 1-932917-05-5 , http://hdl.handle.net/10210/5320
- Description: Sustainable development and global prosperity hinge substantially on healthy, progressive organizations. The liability of change, which manifests in the dismal success rates of large scale organizational change initiatives, however threatens the advancement of this agenda. While the reasons for this are complex, a starting point for reversing this trend is a greater understanding of the phenomenon of organizational change, which is reified and enacted at the level of the individual employee. The current study empirically explored the under researched area of 'types of change', which influences employee perceptions and responses and which ultimately holds the key to organizational adaptation. Several structural dimensions were extracted from the 663 respondents' perceptions of change events, which suggest a more considered but also a potentially more effective approach to dealing with organizational change.
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- Authors: Van Tonder, Chris
- Date: 2009
- Subjects: Organizational change , Sustainable development , Organizational sustainability
- Type: Article
- Identifier: uj:6230 , ISBN 1-932917-05-5 , http://hdl.handle.net/10210/5320
- Description: Sustainable development and global prosperity hinge substantially on healthy, progressive organizations. The liability of change, which manifests in the dismal success rates of large scale organizational change initiatives, however threatens the advancement of this agenda. While the reasons for this are complex, a starting point for reversing this trend is a greater understanding of the phenomenon of organizational change, which is reified and enacted at the level of the individual employee. The current study empirically explored the under researched area of 'types of change', which influences employee perceptions and responses and which ultimately holds the key to organizational adaptation. Several structural dimensions were extracted from the 663 respondents' perceptions of change events, which suggest a more considered but also a potentially more effective approach to dealing with organizational change.
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'n Ontleding van enkele ondernemingskomponente nodig vir strategie-implementering
- Authors: Van Stryp, Gisela Christine
- Date: 2012-08-16
- Subjects: Strategic planning , Leadership , Corporate culture , Organizational change
- Type: Thesis
- Identifier: uj:9561 , http://hdl.handle.net/10210/5986
- Description: M.Comm. , The environment in which a South African business operates are distinguished by change. Businesses must on a continuous basis adopt to the demands of change in their environment. This study focus on the unseen or invisible components of a business, such as the structure, culture, leadership and human resource compliment, which enable the business to implement the formalised strategy, which in turn assist the business in adopting to the change in environment. Chapter two contains a short summary of strategy formulation and implementation. As soon as the strategy has been formalised and implementation of strategy must take place, the emphasised is moved to the unseen components of business. From Chapter three to six a iscussion on the resources required to support and manage the implementation of strategy, follows. In these chapters the following is raised: the structure that is required to ensure that strategy objectives are achieved; the required leadership, with emphasis on the role of leaders vs managers in a business; the relationship of strategy and culture; and the optimal composition of the human resource complement to ensure the implementation of the strategy. A summary of the recommendations of the study are the following: develop a suitable structure to support the strategy of business and tend to move to flatter organisational structures; obtain and develop leaders in the business; build and encourage a strong corporate culture; and Top Management must ensure and commit them to obtain the required human resource compliment in the business. In conclusion a recipe to the successful implementation of a strategy "Be customer focused and get the basis right.
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- Authors: Van Stryp, Gisela Christine
- Date: 2012-08-16
- Subjects: Strategic planning , Leadership , Corporate culture , Organizational change
- Type: Thesis
- Identifier: uj:9561 , http://hdl.handle.net/10210/5986
- Description: M.Comm. , The environment in which a South African business operates are distinguished by change. Businesses must on a continuous basis adopt to the demands of change in their environment. This study focus on the unseen or invisible components of a business, such as the structure, culture, leadership and human resource compliment, which enable the business to implement the formalised strategy, which in turn assist the business in adopting to the change in environment. Chapter two contains a short summary of strategy formulation and implementation. As soon as the strategy has been formalised and implementation of strategy must take place, the emphasised is moved to the unseen components of business. From Chapter three to six a iscussion on the resources required to support and manage the implementation of strategy, follows. In these chapters the following is raised: the structure that is required to ensure that strategy objectives are achieved; the required leadership, with emphasis on the role of leaders vs managers in a business; the relationship of strategy and culture; and the optimal composition of the human resource complement to ensure the implementation of the strategy. A summary of the recommendations of the study are the following: develop a suitable structure to support the strategy of business and tend to move to flatter organisational structures; obtain and develop leaders in the business; build and encourage a strong corporate culture; and Top Management must ensure and commit them to obtain the required human resource compliment in the business. In conclusion a recipe to the successful implementation of a strategy "Be customer focused and get the basis right.
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A comparative investigation into the management style and culture of a 2nd wave organisation and a 4th wave organisation
- Authors: Carneiro, H.
- Date: 2010-10-04T08:36:24Z
- Subjects: Organizational change , Management , Industrial management
- Type: Thesis
- Identifier: uj:6917 , http://hdl.handle.net/10210/3428
- Description: M.Comm. , The aim of this research is to determine the difference between Ericsson South Africa and Ericsson Sweden in terms of wave management, leadership and management style, culture and change management. The research proposes to determine what behaviours are exhibited in Ericsson South Africa versus the behaviours exhibited in Ericsson Sweden and how this affects the organisation. This will then be used to provide the management team of Ericsson South Africa with feedback in terms of what the current issues are in the organisation and the proposed changes. A thorough literature study of wave management, leadership and management style, culture and change management was undertaken. The study revealed that there is a distinct difference in 2nd wave and 4th wave organisations in relation to leadership and management, culture and change management. It emphasised that organisations in 4th wave are far more advanced in all the elements which allows the organisations to be very successful. The research was conducted by a using qualitative approach. The benefit of qualitative research is that it allows for a greater understanding of the concept as well as to learn more about the concept. A questionnaire was used which was sent out to employees in Ericsson South Africa and Ericsson Sweden. The data was then analysed which allowed for certain conclusions to be drawn. It raised some pertinent issues that the management team in Ericsson South Africa need to focus on. The research has indicated that currently Ericsson South Africa is a 2nd wave organisation and that the key focus areas for the organisation is the leadership and management style, culture and change management.
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- Authors: Carneiro, H.
- Date: 2010-10-04T08:36:24Z
- Subjects: Organizational change , Management , Industrial management
- Type: Thesis
- Identifier: uj:6917 , http://hdl.handle.net/10210/3428
- Description: M.Comm. , The aim of this research is to determine the difference between Ericsson South Africa and Ericsson Sweden in terms of wave management, leadership and management style, culture and change management. The research proposes to determine what behaviours are exhibited in Ericsson South Africa versus the behaviours exhibited in Ericsson Sweden and how this affects the organisation. This will then be used to provide the management team of Ericsson South Africa with feedback in terms of what the current issues are in the organisation and the proposed changes. A thorough literature study of wave management, leadership and management style, culture and change management was undertaken. The study revealed that there is a distinct difference in 2nd wave and 4th wave organisations in relation to leadership and management, culture and change management. It emphasised that organisations in 4th wave are far more advanced in all the elements which allows the organisations to be very successful. The research was conducted by a using qualitative approach. The benefit of qualitative research is that it allows for a greater understanding of the concept as well as to learn more about the concept. A questionnaire was used which was sent out to employees in Ericsson South Africa and Ericsson Sweden. The data was then analysed which allowed for certain conclusions to be drawn. It raised some pertinent issues that the management team in Ericsson South Africa need to focus on. The research has indicated that currently Ericsson South Africa is a 2nd wave organisation and that the key focus areas for the organisation is the leadership and management style, culture and change management.
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A comparison between the mental models of entrepreneurs involved in successful and unsuccessful entrepreneurial activity
- Authors: Le Roux, Suzette Johanna
- Date: 2015
- Subjects: Entrepreneurship , Organizational change , Economic development , Businesspeople , Success in business
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/374712 , http://hdl.handle.net/10210/82617 , uj:18980
- Description: Abstract:Orientation As an entrepreneur/mentor, I am fascinated by the issue of why some start-up businesses flourish and others struggle to survive. In line with this and in order to increase understanding of entrepreneurial success, there is, as Bakker, Curşeu, and Vermeulen (2007) state, a need for empirical research to be conducted into the thought processes of entrepreneurs during strategic decision-making. In this study I endeavoured to discover why so many businesses fail and, subsequently, find a way to improve the success rate of novice entrepreneurs by exploring the mental models that support their decision-making. Research question The research question that guided the study investigated the differences between the mental models of entrepreneurs involved in successful businesses and those involved in unsuccessful entrepreneurial activity. Research aim and objectives The aim of the study was to explore and describe the concrete experiences and mental models of a small group of entrepreneurs, of which I was one. The following key objectives were identified for the study: To identify the critical elements of the mental models of entrepreneurs involved in successful entrepreneurial activity To ascertain the way in which the mental models of entrepreneurs involved in successful entrepreneurial activity differ from those involved in unsuccessful entrepreneurial activity To suggest interventions that would be appropriate for altering the mental models of entrepreneurs involved in unsuccessful activity so that they resemble the mental models of those involved in successful entrepreneurial activity... , D.Phil.
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- Authors: Le Roux, Suzette Johanna
- Date: 2015
- Subjects: Entrepreneurship , Organizational change , Economic development , Businesspeople , Success in business
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/374712 , http://hdl.handle.net/10210/82617 , uj:18980
- Description: Abstract:Orientation As an entrepreneur/mentor, I am fascinated by the issue of why some start-up businesses flourish and others struggle to survive. In line with this and in order to increase understanding of entrepreneurial success, there is, as Bakker, Curşeu, and Vermeulen (2007) state, a need for empirical research to be conducted into the thought processes of entrepreneurs during strategic decision-making. In this study I endeavoured to discover why so many businesses fail and, subsequently, find a way to improve the success rate of novice entrepreneurs by exploring the mental models that support their decision-making. Research question The research question that guided the study investigated the differences between the mental models of entrepreneurs involved in successful businesses and those involved in unsuccessful entrepreneurial activity. Research aim and objectives The aim of the study was to explore and describe the concrete experiences and mental models of a small group of entrepreneurs, of which I was one. The following key objectives were identified for the study: To identify the critical elements of the mental models of entrepreneurs involved in successful entrepreneurial activity To ascertain the way in which the mental models of entrepreneurs involved in successful entrepreneurial activity differ from those involved in unsuccessful entrepreneurial activity To suggest interventions that would be appropriate for altering the mental models of entrepreneurs involved in unsuccessful activity so that they resemble the mental models of those involved in successful entrepreneurial activity... , D.Phil.
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A framework for managing interface and change control in a multi-discipline project environment
- Authors: Feuth, Johan
- Date: 2018
- Subjects: Project managers , Project management , Organizational change , Creative ability in business
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/269286 , uj:28606
- Description: M.Phil. (Engineering Management) , Abstract: Design, engineering and construction projects are inherently complex by nature, let alone when multiple disciplines and organisations are involved. The rapid development of technology, size of projects and speed to market are all factors to consider to remain competitive, efficient and profitable in a global market. Engineering managers are finding it increasingly more important to be equipped with additional administrative and commercial skills to adapt to continuously changing environments. Organisations are forced to be innovative and creative by developing effective management and planning strategies with sound decision making processes. All stakeholders are required to pay more attention to the difficulties and problems experienced with interfacing and change control than ever before. This study presents the problems experienced with interface and change control management and the benefits of implementing effective interface and change control processes. Interface and change control management frameworks are proposed to mitigate the impact of problems by encouraging meaningful communication between all stakeholders to focus on the objectives to complete projects successfully within time, budget and to performance requirements.
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- Authors: Feuth, Johan
- Date: 2018
- Subjects: Project managers , Project management , Organizational change , Creative ability in business
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/269286 , uj:28606
- Description: M.Phil. (Engineering Management) , Abstract: Design, engineering and construction projects are inherently complex by nature, let alone when multiple disciplines and organisations are involved. The rapid development of technology, size of projects and speed to market are all factors to consider to remain competitive, efficient and profitable in a global market. Engineering managers are finding it increasingly more important to be equipped with additional administrative and commercial skills to adapt to continuously changing environments. Organisations are forced to be innovative and creative by developing effective management and planning strategies with sound decision making processes. All stakeholders are required to pay more attention to the difficulties and problems experienced with interfacing and change control than ever before. This study presents the problems experienced with interface and change control management and the benefits of implementing effective interface and change control processes. Interface and change control management frameworks are proposed to mitigate the impact of problems by encouraging meaningful communication between all stakeholders to focus on the objectives to complete projects successfully within time, budget and to performance requirements.
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A nursing service change strategy for health clinics
- Gumede-Hlubi, Ntokozo Rosemary
- Authors: Gumede-Hlubi, Ntokozo Rosemary
- Date: 2012-09-12
- Subjects: Nursing services -- Administration -- South Africa -- Soweto , Community health services -- South Africa -- Soweto , Organizational change , Health services administration
- Type: Thesis
- Identifier: uj:10258 , http://hdl.handle.net/10210/7629
- Description: M.Cur. , It is evident that the current political changes presently taking place in South Africa need to be accompanied by a dramatic transformation to accommodate the economic, social, technological and health changes amongst others. The nursing discipline is no exception. For a change to be felt by nursing staff and by health consumers, effective management strategies need to be developed to accommodate transformation guidelines as outlined by the Reconstruction and Development Programme, the National Health Plan and the Constitution which all emphasize the right to health, hence this study. This study focuses on a primary health care clinics. This is a qualitative, contextual, exploratory and descriptive study with the overall aim of exploring and describing a nursing service strategy for change in Soweto Primary Health clinics where the researcher is employed. To accomplish this aim, the following objectives were formulated: to explore and describe the expectations of the managers and the functional nurses concerning the required nursing service strategy for change within Soweto Primary Health Clinics; to explore and describe the expectations of health consumers concerning the required nursing service strategy for change in Soweto Primary Health Clinics; to describe the required nursing service strategy for Soweto Primary Health Clinics. Through purposive sampling, three focus groups were selected from the role players within Soweto who represent the nursing managers, the functional nurses' and the health consumers in order to infer the required change strategy for the nursing service. i. Data was collected through these focus groups interviews using semi-structured questions. Data management and data analysis was done using the methods of content analysis according to Kerlinger (1986: 480). An research expert, was utilised as a reliability measure to identify and categorise themes separately from the researcher. The categories that emerged were subsequently refined through consensus discussions between the researcher and the independent researcher. Woods and Catanzaro' s measures (1988: 136) to ensure validity and reliability were applied in this study.
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- Authors: Gumede-Hlubi, Ntokozo Rosemary
- Date: 2012-09-12
- Subjects: Nursing services -- Administration -- South Africa -- Soweto , Community health services -- South Africa -- Soweto , Organizational change , Health services administration
- Type: Thesis
- Identifier: uj:10258 , http://hdl.handle.net/10210/7629
- Description: M.Cur. , It is evident that the current political changes presently taking place in South Africa need to be accompanied by a dramatic transformation to accommodate the economic, social, technological and health changes amongst others. The nursing discipline is no exception. For a change to be felt by nursing staff and by health consumers, effective management strategies need to be developed to accommodate transformation guidelines as outlined by the Reconstruction and Development Programme, the National Health Plan and the Constitution which all emphasize the right to health, hence this study. This study focuses on a primary health care clinics. This is a qualitative, contextual, exploratory and descriptive study with the overall aim of exploring and describing a nursing service strategy for change in Soweto Primary Health clinics where the researcher is employed. To accomplish this aim, the following objectives were formulated: to explore and describe the expectations of the managers and the functional nurses concerning the required nursing service strategy for change within Soweto Primary Health Clinics; to explore and describe the expectations of health consumers concerning the required nursing service strategy for change in Soweto Primary Health Clinics; to describe the required nursing service strategy for Soweto Primary Health Clinics. Through purposive sampling, three focus groups were selected from the role players within Soweto who represent the nursing managers, the functional nurses' and the health consumers in order to infer the required change strategy for the nursing service. i. Data was collected through these focus groups interviews using semi-structured questions. Data management and data analysis was done using the methods of content analysis according to Kerlinger (1986: 480). An research expert, was utilised as a reliability measure to identify and categorise themes separately from the researcher. The categories that emerged were subsequently refined through consensus discussions between the researcher and the independent researcher. Woods and Catanzaro' s measures (1988: 136) to ensure validity and reliability were applied in this study.
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Aligning corporate culture and product innovation at Sappi Fine Paper South Africa
- Authors: Loots, Daniel Eduard
- Date: 2009-03-24T12:09:33Z
- Subjects: Organizational change , Corporate culture , Paper industry (South Africa)
- Type: Thesis
- Identifier: uj:8221 , http://hdl.handle.net/10210/2305
- Description: M.B.A. , The paper industry and, more specifically, Sappi Fine Paper, has not been achieving the levels of innovation required to meet rapidly-changing market needs, especially when compared to manufacturers like 3M. The industry is therefore losing value and not achieving optimal returns on investment. The reasons for this lack of innovation are not known. This study aims to investigate these sub-optimal levels of innovation, and to define some of the possible reasons for it. The study begins with an examination of corporate culture and its impact on innovation. In this regard, a cultural audit was done on a selected group of Sappi employees involved in product development from manufacturing, and sales and marketing. The questionnaire used was aimed at measuring and quantifying innovation and creativity influencers, and both perceived and preferred dimensions of culture were recorded. A gap analysis was then undertaken between the two, and perceptual charts plotted for each of the research groups. The audit revealed that Sappi Fine Paper does, indeed, have a creative culture, but the gap analysis revealed that in certain dimensions there are large gaps between the perceived and preferred profiles. The most critical gap affecting innovation was the one in the “risk profile” dimension. This revealed a tendency for the company to be risk averse, while the expressed preference of staff is that it be more open to risk taking. The literature review also highlights the importance that risk taking plays in innovation. The conclusion drawn is that, in order to achieve improved levels of innovation, Sappi Fine Paper needs to support existing creativity with a greater openness to risk taking resulting in higher levels of innovation.
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- Authors: Loots, Daniel Eduard
- Date: 2009-03-24T12:09:33Z
- Subjects: Organizational change , Corporate culture , Paper industry (South Africa)
- Type: Thesis
- Identifier: uj:8221 , http://hdl.handle.net/10210/2305
- Description: M.B.A. , The paper industry and, more specifically, Sappi Fine Paper, has not been achieving the levels of innovation required to meet rapidly-changing market needs, especially when compared to manufacturers like 3M. The industry is therefore losing value and not achieving optimal returns on investment. The reasons for this lack of innovation are not known. This study aims to investigate these sub-optimal levels of innovation, and to define some of the possible reasons for it. The study begins with an examination of corporate culture and its impact on innovation. In this regard, a cultural audit was done on a selected group of Sappi employees involved in product development from manufacturing, and sales and marketing. The questionnaire used was aimed at measuring and quantifying innovation and creativity influencers, and both perceived and preferred dimensions of culture were recorded. A gap analysis was then undertaken between the two, and perceptual charts plotted for each of the research groups. The audit revealed that Sappi Fine Paper does, indeed, have a creative culture, but the gap analysis revealed that in certain dimensions there are large gaps between the perceived and preferred profiles. The most critical gap affecting innovation was the one in the “risk profile” dimension. This revealed a tendency for the company to be risk averse, while the expressed preference of staff is that it be more open to risk taking. The literature review also highlights the importance that risk taking plays in innovation. The conclusion drawn is that, in order to achieve improved levels of innovation, Sappi Fine Paper needs to support existing creativity with a greater openness to risk taking resulting in higher levels of innovation.
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An assessment of the organisational norms of individuals within a marketing company
- Authors: De Castro, Jose
- Date: 2012-08-28
- Subjects: Organizational effectiveness , Organizational change
- Type: Thesis
- Identifier: uj:3270 , http://hdl.handle.net/10210/6677
- Description: M.B.A. , The aim is to do an assessment of the organisational norms of individuals within a marketing company in order to understand what the perceptions of the individuals are towards the organisation thereby creating a model on which strategic decision making can be based
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- Authors: De Castro, Jose
- Date: 2012-08-28
- Subjects: Organizational effectiveness , Organizational change
- Type: Thesis
- Identifier: uj:3270 , http://hdl.handle.net/10210/6677
- Description: M.B.A. , The aim is to do an assessment of the organisational norms of individuals within a marketing company in order to understand what the perceptions of the individuals are towards the organisation thereby creating a model on which strategic decision making can be based
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An entrepreneurial entity’s experience with opportunity realisation
- Authors: Nel, Le Roi
- Date: 2013-12-09
- Subjects: Entrepreneurship , Industrial management , Organizational change
- Type: Thesis
- Identifier: uj:7871 , http://hdl.handle.net/10210/8763
- Description: M.Comm. (Business Management) , Over the past ten years the insurance industry has been subject to extreme losses due to dual exposure in both underwriting and investments. Financial survival was the number one priority for many insurance firms in the aftermath of the September 11 terrorist attack in America in 2001, the natural catastrophe losses across the USA, and most recently the global financial crisis. Multinational European and North American insurance firms have been forced to focus on core business activities, and this has necessitated improvement of holistic risk and capital management of global and regional operations. Against this evolving microeconomic and managerial backdrop, multinational insurance firms withdrew from the South African insurance market in an attempt to improve financial performance by recapitalising funds to their core operations in Europe and America, and to mitigate their international risk exposure in developing countries. This study explores the phenomenon of how an entrepreneurial entity experienced opportunity realisation within the South African insurance industry when multinational insurance firms withdrew from the South African market. This research employed qualitative case study methodology to illustrate the phenomenon under investigation. Participants of this study included a purposefully selected group consisting of 12 candidates who have been directly involved in the opportunity realisation of the entrepreneurial entity. Grounded Theory analysis allowed for insightful descriptions of opportunity realisation within the South African insurance industry. The empirical evidence suggest opportunity realisation to be impacted by five dominant forces, namely, the South African insurance market, an entrepreneurial entity, opportunity identification, strategic development, and organisational design. Collectively, these five forces constitute the Inductive Opportunity Realisation (IOR) theory. This study focuses on entrepreneurial behaviour to realise opportunities within the South African insurance industry. The IOR theory also highlights the important role of constructive and deconstructive entrepreneurial behaviour in realising opportunities.
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- Authors: Nel, Le Roi
- Date: 2013-12-09
- Subjects: Entrepreneurship , Industrial management , Organizational change
- Type: Thesis
- Identifier: uj:7871 , http://hdl.handle.net/10210/8763
- Description: M.Comm. (Business Management) , Over the past ten years the insurance industry has been subject to extreme losses due to dual exposure in both underwriting and investments. Financial survival was the number one priority for many insurance firms in the aftermath of the September 11 terrorist attack in America in 2001, the natural catastrophe losses across the USA, and most recently the global financial crisis. Multinational European and North American insurance firms have been forced to focus on core business activities, and this has necessitated improvement of holistic risk and capital management of global and regional operations. Against this evolving microeconomic and managerial backdrop, multinational insurance firms withdrew from the South African insurance market in an attempt to improve financial performance by recapitalising funds to their core operations in Europe and America, and to mitigate their international risk exposure in developing countries. This study explores the phenomenon of how an entrepreneurial entity experienced opportunity realisation within the South African insurance industry when multinational insurance firms withdrew from the South African market. This research employed qualitative case study methodology to illustrate the phenomenon under investigation. Participants of this study included a purposefully selected group consisting of 12 candidates who have been directly involved in the opportunity realisation of the entrepreneurial entity. Grounded Theory analysis allowed for insightful descriptions of opportunity realisation within the South African insurance industry. The empirical evidence suggest opportunity realisation to be impacted by five dominant forces, namely, the South African insurance market, an entrepreneurial entity, opportunity identification, strategic development, and organisational design. Collectively, these five forces constitute the Inductive Opportunity Realisation (IOR) theory. This study focuses on entrepreneurial behaviour to realise opportunities within the South African insurance industry. The IOR theory also highlights the important role of constructive and deconstructive entrepreneurial behaviour in realising opportunities.
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An investigation focusing on the creation and retention of competency through transformation
- Authors: Robertson, Charles Gordon
- Date: 2012-08-27
- Subjects: Performance , Organizational change
- Type: Thesis
- Identifier: uj:3208 , http://hdl.handle.net/10210/6620
- Description: M.B.A. , This dissertation evaluates the aim: Organisations engaged in transformation need to connect competency with their change framework and that this influences the quality of the contribution made towards competitive advantage Companies who use change methodologies actually cultivate their distinct capabilities / competencies through these initiatives and if 3m are these similar to actual theories documented and if no how can this be incorporated into a model. This dissertation places the research into context by focusing on the identification of past theory, methodology and examples and by comparing this to three chosen companies to establish its credibility and usefulness. Primary data for the comparison was obtained through separate case study interviews. This data surrounded areas such as — core competency development, retention and acquisition and its association with competitive advantage, the basic understanding of the change initiative, method used and finally the actual change process employed. An extensive literature research was conducted to review current global thinking and knowledge on change, distinct capabilities and competencies. It was concluded that although the companies reviewed did change well only one of the three linked competence through its change processes. The other developed its capabilities through a variety of change programmes ( in this case intentional), it could therefore qualify that it had in fact used change to develop a competence, and that therefore a model such as the one formulated has a basis for development
- Full Text:
- Authors: Robertson, Charles Gordon
- Date: 2012-08-27
- Subjects: Performance , Organizational change
- Type: Thesis
- Identifier: uj:3208 , http://hdl.handle.net/10210/6620
- Description: M.B.A. , This dissertation evaluates the aim: Organisations engaged in transformation need to connect competency with their change framework and that this influences the quality of the contribution made towards competitive advantage Companies who use change methodologies actually cultivate their distinct capabilities / competencies through these initiatives and if 3m are these similar to actual theories documented and if no how can this be incorporated into a model. This dissertation places the research into context by focusing on the identification of past theory, methodology and examples and by comparing this to three chosen companies to establish its credibility and usefulness. Primary data for the comparison was obtained through separate case study interviews. This data surrounded areas such as — core competency development, retention and acquisition and its association with competitive advantage, the basic understanding of the change initiative, method used and finally the actual change process employed. An extensive literature research was conducted to review current global thinking and knowledge on change, distinct capabilities and competencies. It was concluded that although the companies reviewed did change well only one of the three linked competence through its change processes. The other developed its capabilities through a variety of change programmes ( in this case intentional), it could therefore qualify that it had in fact used change to develop a competence, and that therefore a model such as the one formulated has a basis for development
- Full Text:
Analysing change management for a decentralised academic library in the knowledge economy
- Authors: Mabunda, Tiyani Tyson
- Date: 2014-10-20
- Subjects: Knowledge economy , Academic libraries - Management , Organizational change
- Type: Thesis
- Identifier: uj:12625 , http://hdl.handle.net/10210/12445
- Description: M.Com. (Business Management) , In the knowledge economy, the service delivery models, organisational structure and staffing, facilities, and workflows and procedures in academic libraries are changing continuously. Current technological growth and advancement is enabling academic libraries to change the way they deliver service to clients, redefining the academic library collection in order to meet the changing needs of clients and remain relevant. The focus of the study presented in this minor dissertation is to analyse and understand how change in terms of technology is managed in a decentralised academic library in a higher education institution (HEI) of South Africa. Change is something that is happening in most organisations on a daily basis, and academic libraries should be active in responding to change because of the vital role in supporting teaching, learning and research at HEI level. If the academic library can manage change in a planned manner, they would progress in effectively meeting the information needs of their clients. This study was placed within a qualitative research paradigm. A case study design presented the study with the opportunity to analyse the feelings, opinion and experience of the participants and ensured that the real life events are investigated. Semi-structured individual interviews were used to collect data for the purpose of this study. The most significant finding of this study is the emphasis on the importance of change management in the library and the need for effective communication in order to achieve low employee resistance to change. The majority of the research participants felt that technological change is improving the level of library service to clients. The findings enabled the researcher to make recommendations for future change practice in academic libraries.
- Full Text:
- Authors: Mabunda, Tiyani Tyson
- Date: 2014-10-20
- Subjects: Knowledge economy , Academic libraries - Management , Organizational change
- Type: Thesis
- Identifier: uj:12625 , http://hdl.handle.net/10210/12445
- Description: M.Com. (Business Management) , In the knowledge economy, the service delivery models, organisational structure and staffing, facilities, and workflows and procedures in academic libraries are changing continuously. Current technological growth and advancement is enabling academic libraries to change the way they deliver service to clients, redefining the academic library collection in order to meet the changing needs of clients and remain relevant. The focus of the study presented in this minor dissertation is to analyse and understand how change in terms of technology is managed in a decentralised academic library in a higher education institution (HEI) of South Africa. Change is something that is happening in most organisations on a daily basis, and academic libraries should be active in responding to change because of the vital role in supporting teaching, learning and research at HEI level. If the academic library can manage change in a planned manner, they would progress in effectively meeting the information needs of their clients. This study was placed within a qualitative research paradigm. A case study design presented the study with the opportunity to analyse the feelings, opinion and experience of the participants and ensured that the real life events are investigated. Semi-structured individual interviews were used to collect data for the purpose of this study. The most significant finding of this study is the emphasis on the importance of change management in the library and the need for effective communication in order to achieve low employee resistance to change. The majority of the research participants felt that technological change is improving the level of library service to clients. The findings enabled the researcher to make recommendations for future change practice in academic libraries.
- Full Text:
Aspects of management in a research and development organization
- Authors: El-Hesnawi, Mohamed Rahoma
- Date: 2009-02-26T12:18:37Z
- Subjects: Industrial research management , Organizational change , Strategic planning
- Type: Thesis
- Identifier: uj:8155 , http://hdl.handle.net/10210/2161
- Description: M.Phil. , The important role that research and development (R&D) plays in the economic well being of a nation, and by implication the profitability of a business enterprise, has long been recognized. In this era, in which the world live in turbulent times, technology advances at an ever-increasing pace and customers needs are constantly changing. Global competition has reached unprecedented levels. Globalisation brings new economic powers and opportunities constantly. The global marketplace has emerged as a battlefield of the world, were many competitors are fighting for a share. These factors urge the need more than ever for new products, processes and services to be able to enter this battlefield and emerge as a victorious. The way to these new products, processes and services is the adaptation of an effective program of R&D. It is therefore important to appreciate the many aspects of the R&D function, which is the subject of this work. This research stresses the benefits that R&D brings to the nation and what measures that nation can adopt to promote R&D programs. The work also stresses the importance of R&D to private firms, and how the performance of such firms is linked to their use of technology and to the intensity of their R&D programs. Firms sustain economic growth and secure a competitive position by creating new products and new services, and these are the natural results of the R&D process. In the course of executing their R&D programs, firms are faced with many barriers and constraints that impede successful R&D activities. Many barriers have been identified and classified into different categories. Firms function in different environments, have different sizes, and different affiliations, hence it is difficult to suggest that there is a fixed set of R&D management practices that will fit all kinds of firms. In this research many general R&D management practices are recommended, which if implemented may lead to a successful R&D results. R&D is one of the important functions of the business; hence its strategy should be a natural extension of the business and should support this strategy. The concept of business strategy and why firms need to develop business strategy are discussed. Also elements needed to develop a best R&D strategy are recommended.
- Full Text:
- Authors: El-Hesnawi, Mohamed Rahoma
- Date: 2009-02-26T12:18:37Z
- Subjects: Industrial research management , Organizational change , Strategic planning
- Type: Thesis
- Identifier: uj:8155 , http://hdl.handle.net/10210/2161
- Description: M.Phil. , The important role that research and development (R&D) plays in the economic well being of a nation, and by implication the profitability of a business enterprise, has long been recognized. In this era, in which the world live in turbulent times, technology advances at an ever-increasing pace and customers needs are constantly changing. Global competition has reached unprecedented levels. Globalisation brings new economic powers and opportunities constantly. The global marketplace has emerged as a battlefield of the world, were many competitors are fighting for a share. These factors urge the need more than ever for new products, processes and services to be able to enter this battlefield and emerge as a victorious. The way to these new products, processes and services is the adaptation of an effective program of R&D. It is therefore important to appreciate the many aspects of the R&D function, which is the subject of this work. This research stresses the benefits that R&D brings to the nation and what measures that nation can adopt to promote R&D programs. The work also stresses the importance of R&D to private firms, and how the performance of such firms is linked to their use of technology and to the intensity of their R&D programs. Firms sustain economic growth and secure a competitive position by creating new products and new services, and these are the natural results of the R&D process. In the course of executing their R&D programs, firms are faced with many barriers and constraints that impede successful R&D activities. Many barriers have been identified and classified into different categories. Firms function in different environments, have different sizes, and different affiliations, hence it is difficult to suggest that there is a fixed set of R&D management practices that will fit all kinds of firms. In this research many general R&D management practices are recommended, which if implemented may lead to a successful R&D results. R&D is one of the important functions of the business; hence its strategy should be a natural extension of the business and should support this strategy. The concept of business strategy and why firms need to develop business strategy are discussed. Also elements needed to develop a best R&D strategy are recommended.
- Full Text:
Business process re-engineering: improving business operations
- Authors: Mothobi, Mohlomi
- Date: 2009-06-09T08:05:09Z
- Subjects: Reengineering (Management) , Organizational change
- Type: Thesis
- Identifier: uj:8456 , http://hdl.handle.net/10210/2618
- Description: M.B.A.
- Full Text: false
- Authors: Mothobi, Mohlomi
- Date: 2009-06-09T08:05:09Z
- Subjects: Reengineering (Management) , Organizational change
- Type: Thesis
- Identifier: uj:8456 , http://hdl.handle.net/10210/2618
- Description: M.B.A.
- Full Text: false
Change management in software implementation projects
- Authors: Phiri, Asante
- Date: 2013-05-27
- Subjects: Organizational change , Computer software , Information technology - Management , Project management
- Type: Mini-Dissertation
- Identifier: uj:7546 , http://hdl.handle.net/10210/8404
- Description: M.Ing. (Engineering Management) , Organizations sometimes invest in expensive and extensive operational software systems or packages in order to improve certain aspects of the organization. Change from one system to another is predominantly brought about by some sort of perceived added value. This added value is identified by a few individuals in an organization and must then be demonstrated and marketed to management as well as the system end-users, in order to obtain buy-in. Although software systems have become a prominent fixture in organizations, the success rates for software implementation projects remain reportedly quite poor. Researchers noted that 56% - 90% of software implementation projects are late or over budget and only 30% are successful. Potentially, the process of changing software systems is inherently fraught with resistance. This resistance towards this change and the management thereof can prove to be the deciding factor in the success or failure of the new software system. Presumably, there is a role for change management in software implementation projects. In order to understand the role of change management in software implementation projects, the current research aims to carry out an extensive literature review on change management and software implementation project challenges. Software implementation projects are often executed in a project management framework. Consequently, the literature review firstly investigates project management principles, standards and methodologies. Secondly, the literature review peers into several critical success factors that research has identified for software implementation projects. Lastly, the intricacies of change management psychology and organizational resistance are researched. The findings of the research indicate that change management plays a pivotal role in the success of software implementation projects. The role of change management in software implementation projects is to manage the individuals’ and organizational resistance such that the adoption of the new software or system is facilitated.Despite the availability of information regarding change management, the research indicates that a lot of software implementation projects fail because the required change management effort is underestimated by the organization. The current research raises questions regarding the level of change management awareness and proficiency amongst project managers and the suitability of project management standards and methodologies for software implementation projects.
- Full Text:
- Authors: Phiri, Asante
- Date: 2013-05-27
- Subjects: Organizational change , Computer software , Information technology - Management , Project management
- Type: Mini-Dissertation
- Identifier: uj:7546 , http://hdl.handle.net/10210/8404
- Description: M.Ing. (Engineering Management) , Organizations sometimes invest in expensive and extensive operational software systems or packages in order to improve certain aspects of the organization. Change from one system to another is predominantly brought about by some sort of perceived added value. This added value is identified by a few individuals in an organization and must then be demonstrated and marketed to management as well as the system end-users, in order to obtain buy-in. Although software systems have become a prominent fixture in organizations, the success rates for software implementation projects remain reportedly quite poor. Researchers noted that 56% - 90% of software implementation projects are late or over budget and only 30% are successful. Potentially, the process of changing software systems is inherently fraught with resistance. This resistance towards this change and the management thereof can prove to be the deciding factor in the success or failure of the new software system. Presumably, there is a role for change management in software implementation projects. In order to understand the role of change management in software implementation projects, the current research aims to carry out an extensive literature review on change management and software implementation project challenges. Software implementation projects are often executed in a project management framework. Consequently, the literature review firstly investigates project management principles, standards and methodologies. Secondly, the literature review peers into several critical success factors that research has identified for software implementation projects. Lastly, the intricacies of change management psychology and organizational resistance are researched. The findings of the research indicate that change management plays a pivotal role in the success of software implementation projects. The role of change management in software implementation projects is to manage the individuals’ and organizational resistance such that the adoption of the new software or system is facilitated.Despite the availability of information regarding change management, the research indicates that a lot of software implementation projects fail because the required change management effort is underestimated by the organization. The current research raises questions regarding the level of change management awareness and proficiency amongst project managers and the suitability of project management standards and methodologies for software implementation projects.
- Full Text:
Critical success factors for the implementation of lean thinking in South African manufacturing organisations
- Authors: Vermaak, Theodorus Daniel
- Date: 2010-10-25T06:34:09Z
- Subjects: Organizational effectiveness , Organizational change , Industrial efficiency , Industrial management , Manufacturing industries
- Type: Thesis
- Identifier: uj:6938 , http://hdl.handle.net/10210/3448
- Description: D.Comm. , The point of departure of this study is that South African manufacturing organisations are far from being competitive in world-class terms, and that lean thinking has become a strategic necessity for many South African manufacturing organisations that want to compete successfully in today’s globalised economy which is characterised by fierce competition. However, even amongst the pioneers and advocates of lean thinking there is uncertainty as to the reasons why lean sometimes fail or do not achieve the same results as is the case at Toyota, the organisation that pioneered lean thinking as a business management strategy. Given the former stated problem the primary objective of this study is to identify the critical success factors for the successful implementation of lean thinking in South African manufacturing organisations. The literature study conducted identified the theoretical critical success factors, the independent variables in this study, as mindset and attitude; leadership; ordinary employees; strategic driver; basic stability; promotion office; lean tools and techniques; and integration. The indicators of lean thinking success, the dependent variables of this study, were identified as cost reduction and customer satisfaction. A convenient sample was used to collect primary data by means of a self developed questionnaire or measuring instrument. A factor analysis of the data yielded 5 critical success factors, which were labelled as philosophy and principles; people or soft issues; basic stability; strategic driver; and promotion office. The research further revealed that lean thinking has a very low success rate in South African manufacturing organisations (thereby justifying the reason for this study); that senior leadership has the biggest impact or influence on the sustainable success of lean thinking; and that trade unions are considered to have a limited positive impact on successful lean implementation. The emerged factors were interpreted and operationalised, and translated into practical recommendations for the successful implementation of lean thinking in South African manufacturing organisations. The most important recommendations relate to the role of people and leadership in a lean transformation; finding of an experienced facilitator; and lean thinking as a strategic driver. Recommendations for further research include the role of, and skills required by the human resources function and practitioners in a lean thinking organisation; and lean thinking training on tertiary level in South Africa. The study thus has theoretical, practical and methodological value for successful lean thinking implementation in South African manufacturing organisations.
- Full Text:
- Authors: Vermaak, Theodorus Daniel
- Date: 2010-10-25T06:34:09Z
- Subjects: Organizational effectiveness , Organizational change , Industrial efficiency , Industrial management , Manufacturing industries
- Type: Thesis
- Identifier: uj:6938 , http://hdl.handle.net/10210/3448
- Description: D.Comm. , The point of departure of this study is that South African manufacturing organisations are far from being competitive in world-class terms, and that lean thinking has become a strategic necessity for many South African manufacturing organisations that want to compete successfully in today’s globalised economy which is characterised by fierce competition. However, even amongst the pioneers and advocates of lean thinking there is uncertainty as to the reasons why lean sometimes fail or do not achieve the same results as is the case at Toyota, the organisation that pioneered lean thinking as a business management strategy. Given the former stated problem the primary objective of this study is to identify the critical success factors for the successful implementation of lean thinking in South African manufacturing organisations. The literature study conducted identified the theoretical critical success factors, the independent variables in this study, as mindset and attitude; leadership; ordinary employees; strategic driver; basic stability; promotion office; lean tools and techniques; and integration. The indicators of lean thinking success, the dependent variables of this study, were identified as cost reduction and customer satisfaction. A convenient sample was used to collect primary data by means of a self developed questionnaire or measuring instrument. A factor analysis of the data yielded 5 critical success factors, which were labelled as philosophy and principles; people or soft issues; basic stability; strategic driver; and promotion office. The research further revealed that lean thinking has a very low success rate in South African manufacturing organisations (thereby justifying the reason for this study); that senior leadership has the biggest impact or influence on the sustainable success of lean thinking; and that trade unions are considered to have a limited positive impact on successful lean implementation. The emerged factors were interpreted and operationalised, and translated into practical recommendations for the successful implementation of lean thinking in South African manufacturing organisations. The most important recommendations relate to the role of people and leadership in a lean transformation; finding of an experienced facilitator; and lean thinking as a strategic driver. Recommendations for further research include the role of, and skills required by the human resources function and practitioners in a lean thinking organisation; and lean thinking training on tertiary level in South Africa. The study thus has theoretical, practical and methodological value for successful lean thinking implementation in South African manufacturing organisations.
- Full Text:
Die invloed van regstellende aksie op ondernemingskultuur
- Authors: Fourie, Sophia Elizabeth
- Date: 2014-08-27
- Subjects: Organizational change , Strategic planning - South Africa , Affirmative action programs - South Africa
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/375393 , uj:12158 , http://hdl.handle.net/10210/11901
- Description: M.Com. (Business Management) , Change is no longer only an option but a necessity in the changing socio-economic environment in which businesses have found themselves in the new democratic South Africa. Businesses are confronted with so many new challenges every day (for instance affirmative action) that the need for transformation and change have become an integral component of strategic management and planning. The aim of this study was to determine the effect of affirmative action on organisational culture. A positive and supportive organisational culture is needed for successful implementation of affirmative action. Substantial consensus has been reached by researchers that each enterprise has its own identifiable culture and that this culture has a powerful influence on the management process and performance of the enterprise. Within the context of strategic management the shared values and beliefs of the employees are a major determinant in aligning organisational culture and a strategy of affirmative action. Managers have an important task to manage the interactive role of strategy and organisational culture and have to be role models of non-discriminative and non-racist behaviour in businesses that promote equal opportunities for all, irrespective of race or gender.
- Full Text:
- Authors: Fourie, Sophia Elizabeth
- Date: 2014-08-27
- Subjects: Organizational change , Strategic planning - South Africa , Affirmative action programs - South Africa
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/375393 , uj:12158 , http://hdl.handle.net/10210/11901
- Description: M.Com. (Business Management) , Change is no longer only an option but a necessity in the changing socio-economic environment in which businesses have found themselves in the new democratic South Africa. Businesses are confronted with so many new challenges every day (for instance affirmative action) that the need for transformation and change have become an integral component of strategic management and planning. The aim of this study was to determine the effect of affirmative action on organisational culture. A positive and supportive organisational culture is needed for successful implementation of affirmative action. Substantial consensus has been reached by researchers that each enterprise has its own identifiable culture and that this culture has a powerful influence on the management process and performance of the enterprise. Within the context of strategic management the shared values and beliefs of the employees are a major determinant in aligning organisational culture and a strategy of affirmative action. Managers have an important task to manage the interactive role of strategy and organisational culture and have to be role models of non-discriminative and non-racist behaviour in businesses that promote equal opportunities for all, irrespective of race or gender.
- Full Text:
Entrepreneurial leadership in dynamic markets
- Authors: Davids, John Peter
- Date: 2013-05-01
- Subjects: Entrepreneurship , Leadership , Success in business , Organizational change
- Type: Mini-Dissertation
- Identifier: uj:7490 , http://hdl.handle.net/10210/8349
- Description: M.Comm. (Business Management) , Entrepreneurial Leadership has become an important source of sustainable competitive advantage. The generally dynamic nature of the South African business environment, the low entrepreneurial activity and the high failure rate of small and medium-sized businesses in the country suggest that (i) the importance of Entrepreneurial Leadership is not recognised, (ii) Entrepreneurial Leadership capabilities are insufficient, and (iii) perceptions about the business environment are not clear. The purpose of the study is to explore Entrepreneurial Leadership and its importance in small and medium-sized businesses in South Africa. Using the survey methodology, the empirical study was conducted amongst leaders and managers of small and medium-sized businesses operating in the Johannesburg region. The objectives of the study were to answer the following three research questions: 1. Is Entrepreneurial Leadership regarded as important? 2. Are Entrepreneurial Leadership capabilities exhibited? 3. Is the business environment regarded as dynamic? The findings of this study suggest that: (i) Leaders and managers of small and medium-sized businesses operating in the South African business environment perceive Entrepreneurial Leadership as significantly important. (ii) The perceptions of leaders and managers of small and medium-sized businesses operating in South Africa are that they exhibit Entrepreneurial Leadership capabilities. (iii) Leaders and managers of South African small and medium-sized businesses operating in South Africa appear indifferent about market dynamics.
- Full Text:
- Authors: Davids, John Peter
- Date: 2013-05-01
- Subjects: Entrepreneurship , Leadership , Success in business , Organizational change
- Type: Mini-Dissertation
- Identifier: uj:7490 , http://hdl.handle.net/10210/8349
- Description: M.Comm. (Business Management) , Entrepreneurial Leadership has become an important source of sustainable competitive advantage. The generally dynamic nature of the South African business environment, the low entrepreneurial activity and the high failure rate of small and medium-sized businesses in the country suggest that (i) the importance of Entrepreneurial Leadership is not recognised, (ii) Entrepreneurial Leadership capabilities are insufficient, and (iii) perceptions about the business environment are not clear. The purpose of the study is to explore Entrepreneurial Leadership and its importance in small and medium-sized businesses in South Africa. Using the survey methodology, the empirical study was conducted amongst leaders and managers of small and medium-sized businesses operating in the Johannesburg region. The objectives of the study were to answer the following three research questions: 1. Is Entrepreneurial Leadership regarded as important? 2. Are Entrepreneurial Leadership capabilities exhibited? 3. Is the business environment regarded as dynamic? The findings of this study suggest that: (i) Leaders and managers of small and medium-sized businesses operating in the South African business environment perceive Entrepreneurial Leadership as significantly important. (ii) The perceptions of leaders and managers of small and medium-sized businesses operating in South Africa are that they exhibit Entrepreneurial Leadership capabilities. (iii) Leaders and managers of South African small and medium-sized businesses operating in South Africa appear indifferent about market dynamics.
- Full Text:
Exploring employees’ perceptions towards structural change
- Phelane, Mankgotjetje Lazarus
- Authors: Phelane, Mankgotjetje Lazarus
- Date: 2016
- Subjects: Organizational change , Employees - Attitudes , Ekurhuleni (South Africa)
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/225896 , uj:22827
- Description: M.Com. (Business Management) , Abstract: The complexity of political, regulatory, and technological changes confronting most organisations has made radical organisational change and adaptation a central research issue. Change is inescapable in today’s business and it affects employees in any organisation. Ekurhuleni Metropolitan Municipality identified an institutional review as one of its flagship programmes which resulted in establishment of new departments and new functions. The review of the structure left employees with different view points. The purpose of this study was to explore employees’ perceptions towards the structural change. The research was conducted through semi-structured interviews with two senior managers and three middle managers, as well as focus group interviews with twenty employees below management level in different occupation categories. The data was collected through audio recording and transcription of participants’ responses during the interviews. The data was analysed through a coding system where findings were identified and recommentions were made. This allowed the researcher to extract the intricacies involved and gather a more comprehensive overview of the process. It also permitted the researcher’s own questions and uncertainties pertaining the change process to be addressed and clarified where it would have otherwise being difficult to do so. The study was based on ascertaining the ability of the employer to use their leadership capabilities and its employees to reflect a strategic orientated entity during a transition while achieving its service delivery imperatives. Judging from the interviews, responses depicted an inconsistent awareness of this process. This finding implied that the cascading of information was perhaps defined by a hierarchy and the suggestions of employees to seek information related to this structural change process alluded to individuals who are expressing an interest to serve as custodians of the change process. However this can only be made possible if they are aware of what is taking place and their opinions and views are considered.
- Full Text:
- Authors: Phelane, Mankgotjetje Lazarus
- Date: 2016
- Subjects: Organizational change , Employees - Attitudes , Ekurhuleni (South Africa)
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/225896 , uj:22827
- Description: M.Com. (Business Management) , Abstract: The complexity of political, regulatory, and technological changes confronting most organisations has made radical organisational change and adaptation a central research issue. Change is inescapable in today’s business and it affects employees in any organisation. Ekurhuleni Metropolitan Municipality identified an institutional review as one of its flagship programmes which resulted in establishment of new departments and new functions. The review of the structure left employees with different view points. The purpose of this study was to explore employees’ perceptions towards the structural change. The research was conducted through semi-structured interviews with two senior managers and three middle managers, as well as focus group interviews with twenty employees below management level in different occupation categories. The data was collected through audio recording and transcription of participants’ responses during the interviews. The data was analysed through a coding system where findings were identified and recommentions were made. This allowed the researcher to extract the intricacies involved and gather a more comprehensive overview of the process. It also permitted the researcher’s own questions and uncertainties pertaining the change process to be addressed and clarified where it would have otherwise being difficult to do so. The study was based on ascertaining the ability of the employer to use their leadership capabilities and its employees to reflect a strategic orientated entity during a transition while achieving its service delivery imperatives. Judging from the interviews, responses depicted an inconsistent awareness of this process. This finding implied that the cascading of information was perhaps defined by a hierarchy and the suggestions of employees to seek information related to this structural change process alluded to individuals who are expressing an interest to serve as custodians of the change process. However this can only be made possible if they are aware of what is taking place and their opinions and views are considered.
- Full Text:
Exploring the triggers of transformational change in the South African Department of Correctional Services
- Ukpere, Wilfred I., Coetzee, Jos, Mdletye, Mbongeni A.
- Authors: Ukpere, Wilfred I. , Coetzee, Jos , Mdletye, Mbongeni A.
- Date: 2014
- Subjects: Organizational change , South Africa. Dept. of Correctional Services
- Type: Journal
- Identifier: uj:5459 , ISSN 2039-2117 , http://hdl.handle.net/10210/13435
- Description: sChange is a critical phenomenon in any organisation that wants to optimise its performance at individual, team and organizational levels in order to survive and remain competitive in the intensely competitive and globalised operational environment – be it economic, social, political, technological, international or labour market environment. This paper presents empirical evidence gathered from research participants in the Correctional Centres located in the KwaZulu-Natal Region of the Department of Correctional Services on the factors that triggered the fundamental culture change from the punishment-oriented philosophy to the rehabilitation-driven philosophy in terms of the treatment of sentenced offenders (herein referred to as DCS change). An interest in the triggers of transformational change within a correctional environment has motivated the authors to embark on an empirical study which sought to establish the triggers of the transformational change in the Department of Correctional Services of South Africa. The study was significant, particularly if one considers the fact that there is generally an interest in the factors that force organisations to initiate and implement organisation-wide changes. Change and transformation strategists, organisation development practitioners, and managers in general in both the public and private sector globally and in South Africa in particular will benefit from the study, particular if one considers the fact that transformational change interventions are currently being implemented across the South African public service as part of the government’s agenda of reconstructing and developing the South African society. An extensive literature study on the external and internal triggers of organisational change was undertaken as part of contextualising the triggers of transformational change within the South African Correctional Services environment in general. The literature study was followed by the empirical study which focused on gathering data from correctional officials and offenders through utilising two survey questionnaires. The empirical findings revealed that the fundamental culture change from the punishment-oriented philosophy which was characterised by nonexistence of a human rights culture to a rehabilitation-focused philosophy underpinned by the promotion and maintenance of a human rights culture was sparked off by various internal and external factors. These ranged from financial, social and political reasons to complaints about service from offenders, complaints from national and international bodies regarding human rights violations, competitive forces, proactive and progressive leadership,and the need to reduce recidivism.
- Full Text:
- Authors: Ukpere, Wilfred I. , Coetzee, Jos , Mdletye, Mbongeni A.
- Date: 2014
- Subjects: Organizational change , South Africa. Dept. of Correctional Services
- Type: Journal
- Identifier: uj:5459 , ISSN 2039-2117 , http://hdl.handle.net/10210/13435
- Description: sChange is a critical phenomenon in any organisation that wants to optimise its performance at individual, team and organizational levels in order to survive and remain competitive in the intensely competitive and globalised operational environment – be it economic, social, political, technological, international or labour market environment. This paper presents empirical evidence gathered from research participants in the Correctional Centres located in the KwaZulu-Natal Region of the Department of Correctional Services on the factors that triggered the fundamental culture change from the punishment-oriented philosophy to the rehabilitation-driven philosophy in terms of the treatment of sentenced offenders (herein referred to as DCS change). An interest in the triggers of transformational change within a correctional environment has motivated the authors to embark on an empirical study which sought to establish the triggers of the transformational change in the Department of Correctional Services of South Africa. The study was significant, particularly if one considers the fact that there is generally an interest in the factors that force organisations to initiate and implement organisation-wide changes. Change and transformation strategists, organisation development practitioners, and managers in general in both the public and private sector globally and in South Africa in particular will benefit from the study, particular if one considers the fact that transformational change interventions are currently being implemented across the South African public service as part of the government’s agenda of reconstructing and developing the South African society. An extensive literature study on the external and internal triggers of organisational change was undertaken as part of contextualising the triggers of transformational change within the South African Correctional Services environment in general. The literature study was followed by the empirical study which focused on gathering data from correctional officials and offenders through utilising two survey questionnaires. The empirical findings revealed that the fundamental culture change from the punishment-oriented philosophy which was characterised by nonexistence of a human rights culture to a rehabilitation-focused philosophy underpinned by the promotion and maintenance of a human rights culture was sparked off by various internal and external factors. These ranged from financial, social and political reasons to complaints about service from offenders, complaints from national and international bodies regarding human rights violations, competitive forces, proactive and progressive leadership,and the need to reduce recidivism.
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