The management of workforce diversity and implications for leadership at financial asset services
- Authors: Erasmus, L. J.
- Date: 2008-05-12T13:21:06Z
- Subjects: Diversity in the workplace , Leadership , Banks and banking
- Type: Thesis
- Identifier: uj:7048 , http://hdl.handle.net/10210/356
- Description: The Financial Asset Services Division, or FAS, is an integral part of Standard Corporate Investment Bank’s operations. FAS offers high net-worth companies services and products that can generate extra revenues. Diversity is a new dimension that needs to be managed within South African organisations. The contemporary manager might not be equipped to deal with the new and unique set of challenges that accompany diversity related issues. This work aims to provide managers a basis to explore the concept of diversity management by investigating different management theories. This is also the basis of questionnaires put to managers and employees to determine what factors and dimensions influence leadership roles. Having identified these dimensions and factors it is also investigated what implications there are for leadership. Identified problem areas are brought to the reader’s attention as well as recommendations based on sound diversity management principles. This will provide management with a basis from which to effectively manage diversity in the workplace at FAS. , T.F.J. Oosthuizen
- Full Text:
- Authors: Erasmus, L. J.
- Date: 2008-05-12T13:21:06Z
- Subjects: Diversity in the workplace , Leadership , Banks and banking
- Type: Thesis
- Identifier: uj:7048 , http://hdl.handle.net/10210/356
- Description: The Financial Asset Services Division, or FAS, is an integral part of Standard Corporate Investment Bank’s operations. FAS offers high net-worth companies services and products that can generate extra revenues. Diversity is a new dimension that needs to be managed within South African organisations. The contemporary manager might not be equipped to deal with the new and unique set of challenges that accompany diversity related issues. This work aims to provide managers a basis to explore the concept of diversity management by investigating different management theories. This is also the basis of questionnaires put to managers and employees to determine what factors and dimensions influence leadership roles. Having identified these dimensions and factors it is also investigated what implications there are for leadership. Identified problem areas are brought to the reader’s attention as well as recommendations based on sound diversity management principles. This will provide management with a basis from which to effectively manage diversity in the workplace at FAS. , T.F.J. Oosthuizen
- Full Text:
The changing environmental context and the relevancy of existing leadership models
- Authors: Groothof, Christien
- Date: 2008-05-14T08:03:52Z
- Subjects: Leadership
- Type: Thesis
- Identifier: uj:6578 , http://hdl.handle.net/10210/380
- Description: Owing to the shifts taking place in both the external and internal business environments, leaders today find it increasingly difficult to sustain a competitive edge in the marketplace. The South African financial services industry, within which the target organisations of this study fell, is also strongly affected by these trends. Some of these trends are increasing competition in a globalising world, the knowledgeable, globalised customer of today who demands lower cost, innovative and quality products or services which are personalised and individualised, which in turn requires cutting-edge knowledge and technology; the diverse knowledge worker and the virtual workplace and organisation of the future. The imperative to organisations in identifying and developing their leaders to drive the sustainability, the profitability and the overallcompetitiveness of their organisation have become major challenges of the 21st century. In the process of trying to make sense of the complex environmental context and the growing demands of the competitive business environment, the question as to whether the existing leadership models are still a relevant to the 21st century work environment came the fore. The purpose of the study thus was born out of trying to understand, to make sense of and anticipate the impact of the changing environmental context on leadership. The intention was to find an answer to the effects of this environmental context on existing leadership models and vice versa. , Prof. Theo H. Veldsman
- Full Text:
- Authors: Groothof, Christien
- Date: 2008-05-14T08:03:52Z
- Subjects: Leadership
- Type: Thesis
- Identifier: uj:6578 , http://hdl.handle.net/10210/380
- Description: Owing to the shifts taking place in both the external and internal business environments, leaders today find it increasingly difficult to sustain a competitive edge in the marketplace. The South African financial services industry, within which the target organisations of this study fell, is also strongly affected by these trends. Some of these trends are increasing competition in a globalising world, the knowledgeable, globalised customer of today who demands lower cost, innovative and quality products or services which are personalised and individualised, which in turn requires cutting-edge knowledge and technology; the diverse knowledge worker and the virtual workplace and organisation of the future. The imperative to organisations in identifying and developing their leaders to drive the sustainability, the profitability and the overallcompetitiveness of their organisation have become major challenges of the 21st century. In the process of trying to make sense of the complex environmental context and the growing demands of the competitive business environment, the question as to whether the existing leadership models are still a relevant to the 21st century work environment came the fore. The purpose of the study thus was born out of trying to understand, to make sense of and anticipate the impact of the changing environmental context on leadership. The intention was to find an answer to the effects of this environmental context on existing leadership models and vice versa. , Prof. Theo H. Veldsman
- Full Text:
Change dynamics and related leadership competencies: leading people through change and uncertainty
- Authors: Von Eck, Claudelle
- Date: 2008-06-24T13:18:27Z
- Subjects: Organizational change management , Personnel management , Leadership
- Type: Thesis
- Identifier: uj:9817 , http://hdl.handle.net/10210/721
- Description: Change is a topic of crucial concern to all organisations in the present turbulent business environment. Leaders are constantly faced with the challenge of determining whether environmental factors will exert pressure which may cause harm or change to the organisation. Some of the major challenges that accompany change include a) the constantly changing environment has created an unpredictable future as the marketplace has lost its predictability b) leaders that are not able to predict what type of change the organisation is going to be faced with c) the uncertainty around the outcome of change d) no clear relationship exists between the scale of the change and the scale of its impact within an organisation and e) the risk of failure. Therefore, in dealing with change the mindsets of the organisation’s leaders, regarding the complexity of change, are the most critical factor. In this context, the main topic expanded on in this study is that change in organisations requires leadership and leadership in turn requires certain competencies. Central to the concept of leadership and change is the leadership-followership relationship as leaders have to lead people through the change and the ensuing uncertainty. In order to do so successfully leaders need to have a set of competencies that enable them to lead people through change and uncertainty. The purpose of this study was to develop a framework containing a set of competencies required for the major change types. It compared the views of managers and employees, in the financial services sector, on the importance of those competencies as well as the degree to which managers display the competencies. Ten leaders participated in the qualitative phase of the study and 60 managers and 74 employees responded to the survey. The major outcomes of the study included the competency framework as well as the competencies where statistically significant differences between the managers’ and employees’ views on, a) the degree to which the managers display the competencies as well as b) the importance assigned to the competencies, were found. , Dr. Anton Verwey
- Full Text:
- Authors: Von Eck, Claudelle
- Date: 2008-06-24T13:18:27Z
- Subjects: Organizational change management , Personnel management , Leadership
- Type: Thesis
- Identifier: uj:9817 , http://hdl.handle.net/10210/721
- Description: Change is a topic of crucial concern to all organisations in the present turbulent business environment. Leaders are constantly faced with the challenge of determining whether environmental factors will exert pressure which may cause harm or change to the organisation. Some of the major challenges that accompany change include a) the constantly changing environment has created an unpredictable future as the marketplace has lost its predictability b) leaders that are not able to predict what type of change the organisation is going to be faced with c) the uncertainty around the outcome of change d) no clear relationship exists between the scale of the change and the scale of its impact within an organisation and e) the risk of failure. Therefore, in dealing with change the mindsets of the organisation’s leaders, regarding the complexity of change, are the most critical factor. In this context, the main topic expanded on in this study is that change in organisations requires leadership and leadership in turn requires certain competencies. Central to the concept of leadership and change is the leadership-followership relationship as leaders have to lead people through the change and the ensuing uncertainty. In order to do so successfully leaders need to have a set of competencies that enable them to lead people through change and uncertainty. The purpose of this study was to develop a framework containing a set of competencies required for the major change types. It compared the views of managers and employees, in the financial services sector, on the importance of those competencies as well as the degree to which managers display the competencies. Ten leaders participated in the qualitative phase of the study and 60 managers and 74 employees responded to the survey. The major outcomes of the study included the competency framework as well as the competencies where statistically significant differences between the managers’ and employees’ views on, a) the degree to which the managers display the competencies as well as b) the importance assigned to the competencies, were found. , Dr. Anton Verwey
- Full Text:
The validity of world class business criteria across developed and developing countries
- Authors: Parker, Andre John
- Date: 2008-06-26T08:57:19Z
- Subjects: Organizational change , Industrial management , Business enterprises , Business planning , Leadership
- Type: Thesis
- Identifier: uj:9953 , http://hdl.handle.net/10210/734
- Description: The impact of globalisation continues to divide economies around the world into fast and slow moving economies. The former are producing wealth at an exponential rate whilst the latter continue to lag in their wake. The pace of change and challenges of the 21st Century have left business organisations no choice but to attain levels of operational excellence and fitness to compete with their counterparts in a demanding boundaryless global arena. Irrespective of whether they are global or local, organisations ascending to world class have a ‘global mindset’ which means that they see the rest of the world as their benchmark. These organisations know that good is never good enough and that the glory of being ahead in the race is but a fleeting moment in time. The performance gap between South Africa, classified as a ‘slow’ Developing economy and that of ‘fast’ Developed economies continues to widen. Organisations in Developing countries like South Africa have been slow to embrace performance-enhancing Criteria practised in world class organisations, and where they have been embraced, the success rate has not been encouraging. The motivation for the study was to provide relevant guidelines to organisations in developing countries, in particular South Africa, towards the design and implementation of organisation interventions that will find traction and are sustainable to become world class - and in so doing, the variables making up the contextual backdrop which constrain or enhance an organisation’s pursuit of becoming world class would be assessed for relevancy and improved understanding. Furthermore the study would re-direct and re-channel the study of world class Criteria in driving high performance in Developing countries as being unique in need, combination and formulation. Authors on what constitutes this ‘global mindset’, with few exceptions, adopt the view that the world class Criteria that make good organisations great are the same around the world. The problem propositioned and addressed in this study is that what is understood and practised as performance-enhancing world class Criteria, may not apply equally and may not be equally successful in Developed and Developing countries respectively. Restated as a research question, The validity of world class business Criteria across Developed and Developing countries was re-formulated as follows: Firstly, how do world class Criteria which result in high performance in Developed countries differ from those applied in Developing countries? Secondly, what can organisations in Developed countries, in particular South Africa, learn from these differences to embrace best Practices that work and are sustainable for their respective environments? The research objective was to identify world class Criteria that are unique to Developing countries and to add value to organisations in Developing countries to ascend to world class by developing ‘road maps’ for continuous improvement that are valid within Developing country context. The direction of the research process and methodology was determined by the choice of the researcher between a quantitative, qualitative, or a combined qualitative-quantitative approach. Complete and objective data related to the research question within the research domain needed to be collected from individual participants in business organisations across the divide of countries and cultures. Uniformity and control of the data collection method were necessary to minimise the likelihood that different cultures within different business organisations within different country cultures could interpret the survey data differently. A uniform quantitative research approach which presented the same qualified statements in a consistent manner with a consistent response methodology was therefore chosen to ensure that all respondents were likely to understand the survey in the same way. The Proposition tested is that the Criteria for organisations to ascend to world class differ across the divide between Developed and Developing countries. The implications of this Proposition are that whilst there are world class Criteria that are universal across global boundaries, world class organisations in Developing countries, with particular reference to South Africa, have evolved their own set of world class Criteria that are unique to Developing countries. By ignoring the contextual backdrops within which Developed and Developing countries operate, appropriate learning for organisations in Developing countries to ascend to world class competitiveness is constrained. A web-based touchbutton survey questionnaire was designed for instant internet access to assigned and authorized respondents. Organisations considered world class in both Developed and Developing country context were approached to participate in the survey. Participants up to four reporting levels from the president/chief executive officer of the organisation were nominated by an appointed person in a participating organisation responsible for the survey. Email addresses provided by participating organisations were used to log participants on to the survey. Progress was monitored electronically on a daily basis. Since the survey design required that participants complete each part of the survey before proceeding to the next part, the possibility of incomplete data was eliminated. Data capturing took place in real time on a dedicated web site on an MS Office Excel spreadsheet as respondents responded on line. Five surveys completed on paper were fed manually into the data base. All data was therefore complete and ready for analysis at the time of closing the survey for further participation. The biographic data on individual respondents contained the following key features: 41% from 3rd reporting level in their organisations; 65% having more than 3 years’ experience in their organisations; 83% having been with their organisations for more than 3 years and 79.2% having a tertiary qualification. The qualifications and overall experience of the majority of respondents provided for a reasonable assumption that the sample could be relied on to provide well informed and therefore highly valid data. An overall individual response rate of 427 out of a possible 560 respondents was achieved, constituting a percentage response of 76.3%. Developed countries constituted 29% of the responses against 71% from Developing countries whilst organisation response ratio constituted 50 % (20) and 41% (14) respectively. The individual response rate from Developing countries was twice that of Developed countries. The response rate at organisation level presented a more balanced ratio of 59% Developed and 41% Developing country ratio. Organisations and respondents over Developed countries were well spread over several countries. Primary and secondary organisations were closely balanced within Developed and Developing countries respective responses. Countries surveyed were Belgium, France, Germany, Honduras, Hungary, Ireland; Italy, Namibia, Netherlands, Portugal, Russian Federation, South Africa, Spain, Sweden, Switzerland, United Kingdom and the USA. An equal number of 11 organisations from Developing and Developed countries respectively qualified for analysis. This amounted to 22 companies surveyed in all. In the exploratory part of the study the difference between Primary and Secondary sector organisations was found to be small and it was decided to abandon this distinction for any further analysis. An Exploratory Factor Analysis identified the relationships between the underlying Factors in their own right, ignoring the prior literature-based theoretical structure of 7 world-class Criteria with their related Practices. A Confirmatory Factor Analysis sought to confirm whether the extent to which the 7 world class Criteria and their related Practices as reported on in the literature review, and built into the survey instrument, actually did exist. Eighty-five point seven per cent of the Practices in the study could be confirmed in the literature reviewed, leaving 14.3% of the Practices unconfirmed. The implications of this finding are that not all world class Practices are applied consistently all the time by all organisations purported to be world class or who are ascending to becoming world class. Three Schools of Thought about the validity of world class Criteria over Developed and Developing countries emerged, each with its own set of implications and results. School of Thought One postulated that One size of world class criteria fits all, irrespective of Developed or Developing country context. However, no evidence could be found to support this ‘absolute’ School of Thought. Consequently this School of Thought had to be rejected. School of Thought Two postulates that Combinations of Criteria and their associated Practices are exclusive to Developed and Developing Countries In support of this postulate, two Exploratory Criteria (Performance and reward driven people and Customer-centric, shared vision driven leadership) and two Confirmatory Criteria (Ongoing stretch and future-driven strategising and An enabling and empowering people philosophy and practice) showed significant differences between Developed and Developing countries. In all instances of difference, the extent of practice in relation to each Criterion favoured Developed country organisations. The implication of this finding is twofold: Firstly, is that the School of Thought propagating that Combinations of Criteria and their associated Practices are exclusive to Developed and Developing Countries had to be accepted. Secondly, is that Developed Country organisations embrace the identified Criteria to a greater extent than their Developing country counterparts. This finding has a further implication in that it provides a notable explanation why organisations in Developed countries on the whole, outperform their counterparts in Developing countries. The practical significance of this implication has been built into a proposed empirically reconstituted world class model with ‘road maps’ for organisations in a Developing country like South Africa . Further to School of Thought Two, Extent of practice by importance revealed that the Practices: Leadership driving continual change; Core capabilities that enable business processes are built through ongoing learning; Innovative ideas born by working close to customers and suppliers are more important to Developing than Developing Countries: The implications of this evidence, and the reasons given, are that at practice level these three Practices are more important in Developing countries more as a matter of necessity and survival in a Developing Country context than groundbreaking forward-forging ways of doing business. , Prof. Theo H. Veldsman
- Full Text:
- Authors: Parker, Andre John
- Date: 2008-06-26T08:57:19Z
- Subjects: Organizational change , Industrial management , Business enterprises , Business planning , Leadership
- Type: Thesis
- Identifier: uj:9953 , http://hdl.handle.net/10210/734
- Description: The impact of globalisation continues to divide economies around the world into fast and slow moving economies. The former are producing wealth at an exponential rate whilst the latter continue to lag in their wake. The pace of change and challenges of the 21st Century have left business organisations no choice but to attain levels of operational excellence and fitness to compete with their counterparts in a demanding boundaryless global arena. Irrespective of whether they are global or local, organisations ascending to world class have a ‘global mindset’ which means that they see the rest of the world as their benchmark. These organisations know that good is never good enough and that the glory of being ahead in the race is but a fleeting moment in time. The performance gap between South Africa, classified as a ‘slow’ Developing economy and that of ‘fast’ Developed economies continues to widen. Organisations in Developing countries like South Africa have been slow to embrace performance-enhancing Criteria practised in world class organisations, and where they have been embraced, the success rate has not been encouraging. The motivation for the study was to provide relevant guidelines to organisations in developing countries, in particular South Africa, towards the design and implementation of organisation interventions that will find traction and are sustainable to become world class - and in so doing, the variables making up the contextual backdrop which constrain or enhance an organisation’s pursuit of becoming world class would be assessed for relevancy and improved understanding. Furthermore the study would re-direct and re-channel the study of world class Criteria in driving high performance in Developing countries as being unique in need, combination and formulation. Authors on what constitutes this ‘global mindset’, with few exceptions, adopt the view that the world class Criteria that make good organisations great are the same around the world. The problem propositioned and addressed in this study is that what is understood and practised as performance-enhancing world class Criteria, may not apply equally and may not be equally successful in Developed and Developing countries respectively. Restated as a research question, The validity of world class business Criteria across Developed and Developing countries was re-formulated as follows: Firstly, how do world class Criteria which result in high performance in Developed countries differ from those applied in Developing countries? Secondly, what can organisations in Developed countries, in particular South Africa, learn from these differences to embrace best Practices that work and are sustainable for their respective environments? The research objective was to identify world class Criteria that are unique to Developing countries and to add value to organisations in Developing countries to ascend to world class by developing ‘road maps’ for continuous improvement that are valid within Developing country context. The direction of the research process and methodology was determined by the choice of the researcher between a quantitative, qualitative, or a combined qualitative-quantitative approach. Complete and objective data related to the research question within the research domain needed to be collected from individual participants in business organisations across the divide of countries and cultures. Uniformity and control of the data collection method were necessary to minimise the likelihood that different cultures within different business organisations within different country cultures could interpret the survey data differently. A uniform quantitative research approach which presented the same qualified statements in a consistent manner with a consistent response methodology was therefore chosen to ensure that all respondents were likely to understand the survey in the same way. The Proposition tested is that the Criteria for organisations to ascend to world class differ across the divide between Developed and Developing countries. The implications of this Proposition are that whilst there are world class Criteria that are universal across global boundaries, world class organisations in Developing countries, with particular reference to South Africa, have evolved their own set of world class Criteria that are unique to Developing countries. By ignoring the contextual backdrops within which Developed and Developing countries operate, appropriate learning for organisations in Developing countries to ascend to world class competitiveness is constrained. A web-based touchbutton survey questionnaire was designed for instant internet access to assigned and authorized respondents. Organisations considered world class in both Developed and Developing country context were approached to participate in the survey. Participants up to four reporting levels from the president/chief executive officer of the organisation were nominated by an appointed person in a participating organisation responsible for the survey. Email addresses provided by participating organisations were used to log participants on to the survey. Progress was monitored electronically on a daily basis. Since the survey design required that participants complete each part of the survey before proceeding to the next part, the possibility of incomplete data was eliminated. Data capturing took place in real time on a dedicated web site on an MS Office Excel spreadsheet as respondents responded on line. Five surveys completed on paper were fed manually into the data base. All data was therefore complete and ready for analysis at the time of closing the survey for further participation. The biographic data on individual respondents contained the following key features: 41% from 3rd reporting level in their organisations; 65% having more than 3 years’ experience in their organisations; 83% having been with their organisations for more than 3 years and 79.2% having a tertiary qualification. The qualifications and overall experience of the majority of respondents provided for a reasonable assumption that the sample could be relied on to provide well informed and therefore highly valid data. An overall individual response rate of 427 out of a possible 560 respondents was achieved, constituting a percentage response of 76.3%. Developed countries constituted 29% of the responses against 71% from Developing countries whilst organisation response ratio constituted 50 % (20) and 41% (14) respectively. The individual response rate from Developing countries was twice that of Developed countries. The response rate at organisation level presented a more balanced ratio of 59% Developed and 41% Developing country ratio. Organisations and respondents over Developed countries were well spread over several countries. Primary and secondary organisations were closely balanced within Developed and Developing countries respective responses. Countries surveyed were Belgium, France, Germany, Honduras, Hungary, Ireland; Italy, Namibia, Netherlands, Portugal, Russian Federation, South Africa, Spain, Sweden, Switzerland, United Kingdom and the USA. An equal number of 11 organisations from Developing and Developed countries respectively qualified for analysis. This amounted to 22 companies surveyed in all. In the exploratory part of the study the difference between Primary and Secondary sector organisations was found to be small and it was decided to abandon this distinction for any further analysis. An Exploratory Factor Analysis identified the relationships between the underlying Factors in their own right, ignoring the prior literature-based theoretical structure of 7 world-class Criteria with their related Practices. A Confirmatory Factor Analysis sought to confirm whether the extent to which the 7 world class Criteria and their related Practices as reported on in the literature review, and built into the survey instrument, actually did exist. Eighty-five point seven per cent of the Practices in the study could be confirmed in the literature reviewed, leaving 14.3% of the Practices unconfirmed. The implications of this finding are that not all world class Practices are applied consistently all the time by all organisations purported to be world class or who are ascending to becoming world class. Three Schools of Thought about the validity of world class Criteria over Developed and Developing countries emerged, each with its own set of implications and results. School of Thought One postulated that One size of world class criteria fits all, irrespective of Developed or Developing country context. However, no evidence could be found to support this ‘absolute’ School of Thought. Consequently this School of Thought had to be rejected. School of Thought Two postulates that Combinations of Criteria and their associated Practices are exclusive to Developed and Developing Countries In support of this postulate, two Exploratory Criteria (Performance and reward driven people and Customer-centric, shared vision driven leadership) and two Confirmatory Criteria (Ongoing stretch and future-driven strategising and An enabling and empowering people philosophy and practice) showed significant differences between Developed and Developing countries. In all instances of difference, the extent of practice in relation to each Criterion favoured Developed country organisations. The implication of this finding is twofold: Firstly, is that the School of Thought propagating that Combinations of Criteria and their associated Practices are exclusive to Developed and Developing Countries had to be accepted. Secondly, is that Developed Country organisations embrace the identified Criteria to a greater extent than their Developing country counterparts. This finding has a further implication in that it provides a notable explanation why organisations in Developed countries on the whole, outperform their counterparts in Developing countries. The practical significance of this implication has been built into a proposed empirically reconstituted world class model with ‘road maps’ for organisations in a Developing country like South Africa . Further to School of Thought Two, Extent of practice by importance revealed that the Practices: Leadership driving continual change; Core capabilities that enable business processes are built through ongoing learning; Innovative ideas born by working close to customers and suppliers are more important to Developing than Developing Countries: The implications of this evidence, and the reasons given, are that at practice level these three Practices are more important in Developing countries more as a matter of necessity and survival in a Developing Country context than groundbreaking forward-forging ways of doing business. , Prof. Theo H. Veldsman
- Full Text:
Leadership meta-competences for the future world of work: an explorative study in the retail industry
- Authors: Van der Merwe, Letitia
- Date: 2008-08-15T07:54:52Z
- Subjects: Leadership , Retail trade in South Africa , Organizational change , Work environment
- Type: Thesis
- Identifier: uj:7856 , http://hdl.handle.net/10210/874
- Description: To achieve this purpose a leadership meta-competence model, based on levels of work theory, was developed for the future world of work. This model was firstly validated by senior managers in the retail industry. Subsequently a questionnaire assessing the perceived importance of these competencies currently and in the future was designed. This questionnaire was completed by 101 managers from various South African retail industries. The resultant data was analysed and the results indicated that there is a significant difference between the perceived current and future definitions of the nature and work of business leaders, specifically Level II work behaviour will become less important in the future and Level III and IV work behaviour show increasing importance for the future business leader. The works of Ackoff (1994), Carpa (2003), Starbuck (2005) and Wheatley (1999) propose the rethinking of the manner in which organisations plan and execute work in the emerging future, while managers and leaders often ask why they should prepare for the future when it is impossible to know what to be prepared for (Rethinking corporate strategy, 2003:65)? Weingand (1995) argues that today’s speculations on the future have moved from the realm of fantasy or literary illusion into the pragmatic world of organisational need. Tomorrow needs to be explored in order to more fully understand the demands of today and the critical decisions that must be made for the future. Weingand (1995) further argues that it is no longer enough to wonder what the future might bring; it is necessary to critically assess potential future scenarios and incorporate well-considered forecasts into today’s planning. It can be argued from the above that even though the future is uncertain, organisations that study potential futures, share knowledge and encourage collective learning are more likely to survive the test of time. Peters (1992:483) supports this argument by suggesting that organisations do not only need to become “learning organisations”, but be able to innovate on a continuous basis. Organisations find themselves midstride between an old and new era, and have not yet found their way (Nicol in Parker, 1998:1). It is also evident that the changes surrounding organisations are not mere trends but the workings of large, unruly forces: globalisation and increased international competition (Kiggundu, 2002; Moon & Bonny, 2001), cross national strategic alliances and mergers, privatisation, outsourcing, information technology innovations, the increasing short term work contract (Cooper, 2005; Stewart, 1993) and changing work ethic and culture (Ulrich, Zenger, & Smallwood, 2003). These influences are leading to an increasingly chaotic and complex world of work (Cairnes, 2004; Hite, 1999 and Kraut & Kormann, 1999). , Dr. Anton M. Verwey
- Full Text:
- Authors: Van der Merwe, Letitia
- Date: 2008-08-15T07:54:52Z
- Subjects: Leadership , Retail trade in South Africa , Organizational change , Work environment
- Type: Thesis
- Identifier: uj:7856 , http://hdl.handle.net/10210/874
- Description: To achieve this purpose a leadership meta-competence model, based on levels of work theory, was developed for the future world of work. This model was firstly validated by senior managers in the retail industry. Subsequently a questionnaire assessing the perceived importance of these competencies currently and in the future was designed. This questionnaire was completed by 101 managers from various South African retail industries. The resultant data was analysed and the results indicated that there is a significant difference between the perceived current and future definitions of the nature and work of business leaders, specifically Level II work behaviour will become less important in the future and Level III and IV work behaviour show increasing importance for the future business leader. The works of Ackoff (1994), Carpa (2003), Starbuck (2005) and Wheatley (1999) propose the rethinking of the manner in which organisations plan and execute work in the emerging future, while managers and leaders often ask why they should prepare for the future when it is impossible to know what to be prepared for (Rethinking corporate strategy, 2003:65)? Weingand (1995) argues that today’s speculations on the future have moved from the realm of fantasy or literary illusion into the pragmatic world of organisational need. Tomorrow needs to be explored in order to more fully understand the demands of today and the critical decisions that must be made for the future. Weingand (1995) further argues that it is no longer enough to wonder what the future might bring; it is necessary to critically assess potential future scenarios and incorporate well-considered forecasts into today’s planning. It can be argued from the above that even though the future is uncertain, organisations that study potential futures, share knowledge and encourage collective learning are more likely to survive the test of time. Peters (1992:483) supports this argument by suggesting that organisations do not only need to become “learning organisations”, but be able to innovate on a continuous basis. Organisations find themselves midstride between an old and new era, and have not yet found their way (Nicol in Parker, 1998:1). It is also evident that the changes surrounding organisations are not mere trends but the workings of large, unruly forces: globalisation and increased international competition (Kiggundu, 2002; Moon & Bonny, 2001), cross national strategic alliances and mergers, privatisation, outsourcing, information technology innovations, the increasing short term work contract (Cooper, 2005; Stewart, 1993) and changing work ethic and culture (Ulrich, Zenger, & Smallwood, 2003). These influences are leading to an increasingly chaotic and complex world of work (Cairnes, 2004; Hite, 1999 and Kraut & Kormann, 1999). , Dr. Anton M. Verwey
- Full Text:
A psycho-educational programme to facilitate the development of community leaders in an informal settlement
- Authors: Basson, Gert Johannes
- Date: 2009-03-31T09:21:21Z
- Subjects: Leadership , Community leadership
- Type: Thesis
- Identifier: uj:8234 , http://hdl.handle.net/10210/2346
- Description: D.Ed. , Communities in any given society are made up of individuals. As individuals are different and unique, so are communities unique in character. Different leaders play different roles in communities and have obtained leadership responsibilities in a variety of ways. Leaders act as leaders because they are appointed by a structure or system like the government. Other leaders act as leaders, because the people just ‘see’ them as their leaders or they are “self-appointed” leaders. The question that arises is what is the role of leaders in a given community? To what extent are they responsible of leading towards and creating a better future? What are the expectations of the community from the leaders whom they have appointed or who act as self-appointed leaders? How does the community experience the ‘leadership’ of their leader? How do the leaders experience their leadership responsibilities? The aim of this study was the description, implementation and evaluation of a psycho-educational programme to facilitate the development of community leaders within an informal settlement (Zandspruit). From a methodological point of view a qualitative research design was utilized to make the purpose of the study a reality. Phenomenological research was conducted whereby leaders from the community of Zandspruit were interviewed by asking them an open-ended question, namely: how is it for you to be a leader xii in this community? The results and data were analysed by open coding and the themes and categories were identified. A literature control was done and a programme was designed based on the research findings. The research indicated that leaders lead with feelings of “incapable of leading” their community. The leaders are preoccupied with their lack of leadership or facilitation skills related to the complexity, expectations, perceptions and challenges of this community. In general, the research has shown that leaders don’t feel they know ‘how’ to lead their community. It also surfaced in this research that this specific community is complex. Although every community are facing challenges to overcome, it seems that in this community the leadership challenges and “stakes” are even higher. Subsequently a leadership development programme was developed. The programme was developed out of themes and categories from the research findings. The intent was to ‘invite’ leaders to embark on a lifelong journey of growth and development. Secondly the programme has the intention to equip leaders in order to become ‘leader of leaders’. The programme was implemented, evaluated and adjusted according to the recommendations and findings. xiii The research therefore puts a leadership development programme in place that will facilitate the development of community leaders within an informal settlement. The intention and hope is that the programme will enhance the personal development of leaders, as well as skills needed in this specific context, that will eventually contribute towards their mental health and wholeness.
- Full Text:
- Authors: Basson, Gert Johannes
- Date: 2009-03-31T09:21:21Z
- Subjects: Leadership , Community leadership
- Type: Thesis
- Identifier: uj:8234 , http://hdl.handle.net/10210/2346
- Description: D.Ed. , Communities in any given society are made up of individuals. As individuals are different and unique, so are communities unique in character. Different leaders play different roles in communities and have obtained leadership responsibilities in a variety of ways. Leaders act as leaders because they are appointed by a structure or system like the government. Other leaders act as leaders, because the people just ‘see’ them as their leaders or they are “self-appointed” leaders. The question that arises is what is the role of leaders in a given community? To what extent are they responsible of leading towards and creating a better future? What are the expectations of the community from the leaders whom they have appointed or who act as self-appointed leaders? How does the community experience the ‘leadership’ of their leader? How do the leaders experience their leadership responsibilities? The aim of this study was the description, implementation and evaluation of a psycho-educational programme to facilitate the development of community leaders within an informal settlement (Zandspruit). From a methodological point of view a qualitative research design was utilized to make the purpose of the study a reality. Phenomenological research was conducted whereby leaders from the community of Zandspruit were interviewed by asking them an open-ended question, namely: how is it for you to be a leader xii in this community? The results and data were analysed by open coding and the themes and categories were identified. A literature control was done and a programme was designed based on the research findings. The research indicated that leaders lead with feelings of “incapable of leading” their community. The leaders are preoccupied with their lack of leadership or facilitation skills related to the complexity, expectations, perceptions and challenges of this community. In general, the research has shown that leaders don’t feel they know ‘how’ to lead their community. It also surfaced in this research that this specific community is complex. Although every community are facing challenges to overcome, it seems that in this community the leadership challenges and “stakes” are even higher. Subsequently a leadership development programme was developed. The programme was developed out of themes and categories from the research findings. The intent was to ‘invite’ leaders to embark on a lifelong journey of growth and development. Secondly the programme has the intention to equip leaders in order to become ‘leader of leaders’. The programme was implemented, evaluated and adjusted according to the recommendations and findings. xiii The research therefore puts a leadership development programme in place that will facilitate the development of community leaders within an informal settlement. The intention and hope is that the programme will enhance the personal development of leaders, as well as skills needed in this specific context, that will eventually contribute towards their mental health and wholeness.
- Full Text:
Executive coaching: a personal and professional leadership (PPL) perspective
- Authors: Verrier, Derek Robert
- Date: 2009-04-21T12:48:41Z
- Subjects: Executive coaching , Leadership
- Type: Thesis
- Identifier: uj:8304 , http://hdl.handle.net/10210/2433
- Description: D.Phil. , There is an unprecedented crisis in the leadership of contemporary large-organizations. Real leadership is rare – that is, leadership which is effective and authentic, having the courage to serve others even under trying circumstances. Perhaps the prime reason for this is that management and leadership per sé, have never been professionalized, in that there is no definite body of theory and knowledge which leaders must understand and use. There are no entry requirements, expectations or professional standards. There is no continuing learning and no competence reviews. The evidence of this is overwhelming – at individual, relationship and team levels of the organization – but ultimately, it is apparent at the organizational level where culture and character exist, which, if research is correct, is the single biggest determinant in any organization’s success or failure. In the executive leader realm, things move at warp speed. Things are changing at such a dizzying rate, and there are so many stakeholders competing for the leader’s time and energy, that there is any wonder there are in fact any healthy, effective executives around. Unfortunately, many of them fall prey to the myriad challenges, dilemmas and struggles that confront them, and the result is an abundance of dysfunctional, distressed and impaired executives, the effects of which ripple throughout the company; as the Spanish saying goes, “Fish start to smell at the head.”
- Full Text:
- Authors: Verrier, Derek Robert
- Date: 2009-04-21T12:48:41Z
- Subjects: Executive coaching , Leadership
- Type: Thesis
- Identifier: uj:8304 , http://hdl.handle.net/10210/2433
- Description: D.Phil. , There is an unprecedented crisis in the leadership of contemporary large-organizations. Real leadership is rare – that is, leadership which is effective and authentic, having the courage to serve others even under trying circumstances. Perhaps the prime reason for this is that management and leadership per sé, have never been professionalized, in that there is no definite body of theory and knowledge which leaders must understand and use. There are no entry requirements, expectations or professional standards. There is no continuing learning and no competence reviews. The evidence of this is overwhelming – at individual, relationship and team levels of the organization – but ultimately, it is apparent at the organizational level where culture and character exist, which, if research is correct, is the single biggest determinant in any organization’s success or failure. In the executive leader realm, things move at warp speed. Things are changing at such a dizzying rate, and there are so many stakeholders competing for the leader’s time and energy, that there is any wonder there are in fact any healthy, effective executives around. Unfortunately, many of them fall prey to the myriad challenges, dilemmas and struggles that confront them, and the result is an abundance of dysfunctional, distressed and impaired executives, the effects of which ripple throughout the company; as the Spanish saying goes, “Fish start to smell at the head.”
- Full Text:
Leadership cocoons: the hidden leadership potential of school non-achievers
- Authors: Sundelowitz, Errol
- Date: 2009-04-30T09:27:55Z
- Subjects: Leadership , Social psychology , Leadership in children
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/388818 , uj:8337 , http://hdl.handle.net/10210/2463
- Description: D.Phil. , Not every person is a born leader. However, from an institutional point of view, those who do well in school stand out and are rewarded for excellence. Part of this reward is opportunities for leadership; in their school careers, at university and eventually in their professional or business careers. However, not every child manages to assemble all the elements that will enable their progress through a traditional meritocratic trajectory. Not every child (or every person) is ready for leadership at an early stage of their lives though ‘the system’ starts prepping future leaders early on in their training as productive adults. By developing the concept of Leadership Cocoons, this study is drawing attention to individuals who fall prey to the system who’s potential for leadership lies hidden in camouflage and is masked for leadership selection by generic norm generated criteria. Schools traditionally operate under a meritocratic system. Those children who fulfil systemic merit deserving criteria - whether these are in the area of scholastic/academic, sport or cultural activity – are selected as leaders within the school system. Furthermore, it is these children who stand the best chance to gain access to leadership positions once they have left school. They have the track record that organisations look at as first selection criteria when they are looking to appoint personnel to positions with an eye on promotion to leadership positions. The present study has used a qualitative methodology informed by the research paradigm of Cultural Psychology - as described by Cole (1996), Bruner (1996), Shweder (1991) and Wertsch (1998) – to focus on the leadership potential at schools that goes unnoticed, unacknowledged and un-nurtured. Cultural Psychology specifically focuses on identifying what is unique and individual rather than what is common (norm-based) and generic. By doing this, it opens up a wider spectrum of possibilities where equity of story and circumstance of individuals is honoured. In order to achieve the intended goal, the study has been strongly informed by the precepts Geertzian ‘thick description’ where evidence is drawn from a broad spectrum of research strategies.
- Full Text:
- Authors: Sundelowitz, Errol
- Date: 2009-04-30T09:27:55Z
- Subjects: Leadership , Social psychology , Leadership in children
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/388818 , uj:8337 , http://hdl.handle.net/10210/2463
- Description: D.Phil. , Not every person is a born leader. However, from an institutional point of view, those who do well in school stand out and are rewarded for excellence. Part of this reward is opportunities for leadership; in their school careers, at university and eventually in their professional or business careers. However, not every child manages to assemble all the elements that will enable their progress through a traditional meritocratic trajectory. Not every child (or every person) is ready for leadership at an early stage of their lives though ‘the system’ starts prepping future leaders early on in their training as productive adults. By developing the concept of Leadership Cocoons, this study is drawing attention to individuals who fall prey to the system who’s potential for leadership lies hidden in camouflage and is masked for leadership selection by generic norm generated criteria. Schools traditionally operate under a meritocratic system. Those children who fulfil systemic merit deserving criteria - whether these are in the area of scholastic/academic, sport or cultural activity – are selected as leaders within the school system. Furthermore, it is these children who stand the best chance to gain access to leadership positions once they have left school. They have the track record that organisations look at as first selection criteria when they are looking to appoint personnel to positions with an eye on promotion to leadership positions. The present study has used a qualitative methodology informed by the research paradigm of Cultural Psychology - as described by Cole (1996), Bruner (1996), Shweder (1991) and Wertsch (1998) – to focus on the leadership potential at schools that goes unnoticed, unacknowledged and un-nurtured. Cultural Psychology specifically focuses on identifying what is unique and individual rather than what is common (norm-based) and generic. By doing this, it opens up a wider spectrum of possibilities where equity of story and circumstance of individuals is honoured. In order to achieve the intended goal, the study has been strongly informed by the precepts Geertzian ‘thick description’ where evidence is drawn from a broad spectrum of research strategies.
- Full Text:
Leadership guidelines in transforming the public sector
- Authors: Mollo, Samuel Motlalepula
- Date: 2009-05-19T06:52:13Z
- Subjects: Leadership , Organizational change
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/371339 , uj:8388 , http://hdl.handle.net/10210/2553
- Description: D.Phil. , The aim of this study was to develop a clearly defined theoretical concept for organisational change to facilitate effective change leadership within state-owned entities. A modernist qualitative methodology, with casing as research design and grounded theory as research strategy, was employed to develop the concept. Six employees of a state-owned entity were selected as research participants by means of purposive sampling. Their experience of change was explored with a view to developing the construct. Various data-collection methods were used, the principal ones being semi-structured interviews and participant observation. These yielded rich, descriptive data that was systematically analysed by utilising grounded theory methodology. On conclusion of the data analysis, the literature on the most current change constructs (theories and models) of organisational change was reviewed. The results of this review informed the member-checking phase, which was aimed at substantiating the newly developed construct. Although certain shortcomings emerged, the main aim of the study was achieved. The guidelines provided in the literature were followed to ensure a quality and trustworthy study. Thus the study should not only contribute to practical change management guidelines for the state-owned entities, but also deepen theoretical knowledge of organisational social change. Furthermore, the in-depth description of the application of grounded theory and my personal experience thereof should contribute to the application of this construct in other organisational settings. Recommendations for further studies conclude the dissertation.
- Full Text:
- Authors: Mollo, Samuel Motlalepula
- Date: 2009-05-19T06:52:13Z
- Subjects: Leadership , Organizational change
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/371339 , uj:8388 , http://hdl.handle.net/10210/2553
- Description: D.Phil. , The aim of this study was to develop a clearly defined theoretical concept for organisational change to facilitate effective change leadership within state-owned entities. A modernist qualitative methodology, with casing as research design and grounded theory as research strategy, was employed to develop the concept. Six employees of a state-owned entity were selected as research participants by means of purposive sampling. Their experience of change was explored with a view to developing the construct. Various data-collection methods were used, the principal ones being semi-structured interviews and participant observation. These yielded rich, descriptive data that was systematically analysed by utilising grounded theory methodology. On conclusion of the data analysis, the literature on the most current change constructs (theories and models) of organisational change was reviewed. The results of this review informed the member-checking phase, which was aimed at substantiating the newly developed construct. Although certain shortcomings emerged, the main aim of the study was achieved. The guidelines provided in the literature were followed to ensure a quality and trustworthy study. Thus the study should not only contribute to practical change management guidelines for the state-owned entities, but also deepen theoretical knowledge of organisational social change. Furthermore, the in-depth description of the application of grounded theory and my personal experience thereof should contribute to the application of this construct in other organisational settings. Recommendations for further studies conclude the dissertation.
- Full Text:
The role of strategic leadership in strategy implementation
- Authors: Fourie, Barend Jacob
- Date: 2010-02-23T10:18:30Z
- Subjects: Strategic planning , Business planning , Leadership
- Type: Thesis
- Identifier: uj:6630 , http://hdl.handle.net/10210/3031
- Description: D.Com. (Strategic Management) , A review of the literature reveals that strategy implementation is an important component of the strategic management process. In addition, it has been noted that there is a high failure rate in the implementation of strategy as a result of the existence of many potential barriers to the effective implementation of strategy. A lack of leadership – specifically strategic leadership – in the management structures of organisations has been identified as one of the possible barriers to the effective implementation of strategy. However, strategic leadership is also widely regarded as one of the key drivers of strategy implementation. In view of the fact that the role of strategic leadership in strategy implementation has been overlooked, the following research question was addressed: What is the perceived role of strategic leadership in the implementation of strategy in South African organisations? In the light of the identified problem and research question, the primary objective of this study was to investigate the perceived role of strategic leadership in the implementation of strategy in South African organisations. The thesis was that strategic leadership positively contribute to the effective implementation of strategy in South African organisations.
- Full Text:
- Authors: Fourie, Barend Jacob
- Date: 2010-02-23T10:18:30Z
- Subjects: Strategic planning , Business planning , Leadership
- Type: Thesis
- Identifier: uj:6630 , http://hdl.handle.net/10210/3031
- Description: D.Com. (Strategic Management) , A review of the literature reveals that strategy implementation is an important component of the strategic management process. In addition, it has been noted that there is a high failure rate in the implementation of strategy as a result of the existence of many potential barriers to the effective implementation of strategy. A lack of leadership – specifically strategic leadership – in the management structures of organisations has been identified as one of the possible barriers to the effective implementation of strategy. However, strategic leadership is also widely regarded as one of the key drivers of strategy implementation. In view of the fact that the role of strategic leadership in strategy implementation has been overlooked, the following research question was addressed: What is the perceived role of strategic leadership in the implementation of strategy in South African organisations? In the light of the identified problem and research question, the primary objective of this study was to investigate the perceived role of strategic leadership in the implementation of strategy in South African organisations. The thesis was that strategic leadership positively contribute to the effective implementation of strategy in South African organisations.
- Full Text:
Dealing with complexity: an exploratory study into a core leadership competency
- Van der Walt, Marthinus Stephanus Albertus
- Authors: Van der Walt, Marthinus Stephanus Albertus
- Date: 2010-02-23T10:23:42Z
- Subjects: Leadership
- Type: Thesis
- Identifier: uj:6633 , http://hdl.handle.net/10210/3034
- Description: D.Phil. , The purpose with this research is to identify the factors that influence the complexity of leadership and the manner in which leaders deal with such complexity. To achieve this purpose, the following objectives were pursued: • To identify the key drivers that increase complexity at organizational and individual level; • To develop a theoretical competency framework for leaders to deal with increased complexity; and • Given this framework, to identify the required leadership competencies for dealing with increased complexity. The literature review focused on identifying factors of complexity that impact on leadership. The identified factors were in turn verified in the qualitative phase of the research, during which interviews were conducted with ten stratum IV leaders of different business units in one organization. The results of the qualitative research were further explored with the aid of quantitative research on 15 business units in the organization. However, no statistical comparison was made between the business units due to the insufficient response from each business unit. The research results highlighted five factors that contribute to complexity, namely: (1) values and ethics; (2) the impact of technology; (3) diversity; (4) roles and processes pertaining to leadership; and (5) roles and processes pertaining to management. The results further indicated three competency groups that deal with complexity, namely intrapersonal, interpersonal and organizational competencies.
- Full Text:
- Authors: Van der Walt, Marthinus Stephanus Albertus
- Date: 2010-02-23T10:23:42Z
- Subjects: Leadership
- Type: Thesis
- Identifier: uj:6633 , http://hdl.handle.net/10210/3034
- Description: D.Phil. , The purpose with this research is to identify the factors that influence the complexity of leadership and the manner in which leaders deal with such complexity. To achieve this purpose, the following objectives were pursued: • To identify the key drivers that increase complexity at organizational and individual level; • To develop a theoretical competency framework for leaders to deal with increased complexity; and • Given this framework, to identify the required leadership competencies for dealing with increased complexity. The literature review focused on identifying factors of complexity that impact on leadership. The identified factors were in turn verified in the qualitative phase of the research, during which interviews were conducted with ten stratum IV leaders of different business units in one organization. The results of the qualitative research were further explored with the aid of quantitative research on 15 business units in the organization. However, no statistical comparison was made between the business units due to the insufficient response from each business unit. The research results highlighted five factors that contribute to complexity, namely: (1) values and ethics; (2) the impact of technology; (3) diversity; (4) roles and processes pertaining to leadership; and (5) roles and processes pertaining to management. The results further indicated three competency groups that deal with complexity, namely intrapersonal, interpersonal and organizational competencies.
- Full Text:
Constructing a leadership model: derived from a South African business leader's life-story
- Authors: Beyleveld, Arnold
- Date: 2010-02-23T10:28:35Z
- Subjects: Leadership , Information technology , Information technology management , Organizational change management
- Type: Thesis
- Identifier: uj:6635 , http://hdl.handle.net/10210/3036
- Description: D.Phil. , The aim of the study was to explore and understand the emerging leadership challenges in order to further enhance the development of leadership and management in the information technology industry in South Africa. A combined casing and life-story approach in this modernist qualitative research study was employed. Selective sampling, as described by Plummer (1983; 2001) as part of his critical humanistic approach, was employed to select the CEO, Mr X, from a particular South African information technology company. Data were obtained mainly from solicited sources, but also some that were unsolicited. This resulted in a life story containing rich descriptive data obtained at first hand from Mr X’s professional career and associated areas of his life. The life -story of this storyteller was organised manually as well as with the aid of ATLAS-Ti 5.0, a computer-based software package suitable for this type of study. The leadership landscape model of Veldsman (2004), a local expert in the area of leadership, together with key theoretical concepts found in the literature, were used to construct an enhanced leadership model. Appropriate qualitative guidelines were used to ensure a study that attends to both academic rigour and aesthetics. The resultant constructed leadership model offers important, if not unique, insights and findings regarding the leadership environment, individual psychosocial dynamics, competencies and capabilities, as well as leadership roles, modes, styles and processes that contribute to personal leadership effectiveness. The thesis illuminates and offers recommendations for a number of methodological and theoretical implications regarding local and global leadership studies, as well as for practice and policy regarding leadership and managerial development.
- Full Text:
- Authors: Beyleveld, Arnold
- Date: 2010-02-23T10:28:35Z
- Subjects: Leadership , Information technology , Information technology management , Organizational change management
- Type: Thesis
- Identifier: uj:6635 , http://hdl.handle.net/10210/3036
- Description: D.Phil. , The aim of the study was to explore and understand the emerging leadership challenges in order to further enhance the development of leadership and management in the information technology industry in South Africa. A combined casing and life-story approach in this modernist qualitative research study was employed. Selective sampling, as described by Plummer (1983; 2001) as part of his critical humanistic approach, was employed to select the CEO, Mr X, from a particular South African information technology company. Data were obtained mainly from solicited sources, but also some that were unsolicited. This resulted in a life story containing rich descriptive data obtained at first hand from Mr X’s professional career and associated areas of his life. The life -story of this storyteller was organised manually as well as with the aid of ATLAS-Ti 5.0, a computer-based software package suitable for this type of study. The leadership landscape model of Veldsman (2004), a local expert in the area of leadership, together with key theoretical concepts found in the literature, were used to construct an enhanced leadership model. Appropriate qualitative guidelines were used to ensure a study that attends to both academic rigour and aesthetics. The resultant constructed leadership model offers important, if not unique, insights and findings regarding the leadership environment, individual psychosocial dynamics, competencies and capabilities, as well as leadership roles, modes, styles and processes that contribute to personal leadership effectiveness. The thesis illuminates and offers recommendations for a number of methodological and theoretical implications regarding local and global leadership studies, as well as for practice and policy regarding leadership and managerial development.
- Full Text:
The school principal and heptaholistic leadership
- Authors: Beeka, Amratlal
- Date: 2010-05-25T05:55:21Z
- Subjects: School principles , Leadership
- Type: Thesis
- Identifier: uj:6824 , http://hdl.handle.net/10210/3258
- Description: D.Ed.
- Full Text:
- Authors: Beeka, Amratlal
- Date: 2010-05-25T05:55:21Z
- Subjects: School principles , Leadership
- Type: Thesis
- Identifier: uj:6824 , http://hdl.handle.net/10210/3258
- Description: D.Ed.
- Full Text:
Understanding the role of ego, temperament and self esteem in the process of developing personal leadership skills
- Authors: Harrop-Allin, Mary Anne
- Date: 2010-11-09T06:33:12Z
- Subjects: Industrial psychology , Leadership , Success , Ego (Psychology) , Temperament , Self-esteem
- Type: Thesis
- Identifier: uj:6959 , http://hdl.handle.net/10210/3468
- Description: D.Phil. , “This thesis is a study about life, broken relationships, friendships, adapting to change and personal growth. It is a study about nurturing oneself and developing those qualities within oneself that will ensure a life of quality, harmony and inner peace. Autoethnography is an unconventional research method that is seldom used in qualitative research circles – the social sciences or human resource management spheres in South Africa. The contents of this thesis will be presented to an audience of social psychologists, social scientists, human resource managers, academics, school principals, teachers, parents, and divorcees, couples contemplating divorce, youth leaders and personal, interpersonal and professional leadership facilitators. The intention is to provide the reader with the opportunity to learn vicariously through the reading of the stories of other human beings, to identify with these stories and, as a result, to feel motivated to effect personal and social change. Reading about others enables us to learn more about ourselves and to feel in community with other human beings. This work presents an autoethnographic account of divorce and the emotional ramifications of this experience. Performance in the workplace is routinely compromised when individuals within the workplace are emotionally distressed. This thesis aims at highlighting the way in which coping strategies may motivate personal growth that will, in turn, enable the individual to adapt positively to change while performing optimally in the workplace. This work is set in the teaching environment of a primary school. The stories presented illustrate the myriad issues that are laid bare when worlds drift apart. Each story highlights challenges that will need to be addressed during the divorce process. The issues addressed in this thesis include love, compassion, leadership, values, principles, friendship, self-esteem, ego, selfexpression and forgiveness. The successful resolution of each challenge and the subsequent learning process will result in personal growth and a pervasive feeling of inner peace and harmony.
- Full Text:
- Authors: Harrop-Allin, Mary Anne
- Date: 2010-11-09T06:33:12Z
- Subjects: Industrial psychology , Leadership , Success , Ego (Psychology) , Temperament , Self-esteem
- Type: Thesis
- Identifier: uj:6959 , http://hdl.handle.net/10210/3468
- Description: D.Phil. , “This thesis is a study about life, broken relationships, friendships, adapting to change and personal growth. It is a study about nurturing oneself and developing those qualities within oneself that will ensure a life of quality, harmony and inner peace. Autoethnography is an unconventional research method that is seldom used in qualitative research circles – the social sciences or human resource management spheres in South Africa. The contents of this thesis will be presented to an audience of social psychologists, social scientists, human resource managers, academics, school principals, teachers, parents, and divorcees, couples contemplating divorce, youth leaders and personal, interpersonal and professional leadership facilitators. The intention is to provide the reader with the opportunity to learn vicariously through the reading of the stories of other human beings, to identify with these stories and, as a result, to feel motivated to effect personal and social change. Reading about others enables us to learn more about ourselves and to feel in community with other human beings. This work presents an autoethnographic account of divorce and the emotional ramifications of this experience. Performance in the workplace is routinely compromised when individuals within the workplace are emotionally distressed. This thesis aims at highlighting the way in which coping strategies may motivate personal growth that will, in turn, enable the individual to adapt positively to change while performing optimally in the workplace. This work is set in the teaching environment of a primary school. The stories presented illustrate the myriad issues that are laid bare when worlds drift apart. Each story highlights challenges that will need to be addressed during the divorce process. The issues addressed in this thesis include love, compassion, leadership, values, principles, friendship, self-esteem, ego, selfexpression and forgiveness. The successful resolution of each challenge and the subsequent learning process will result in personal growth and a pervasive feeling of inner peace and harmony.
- Full Text:
A design option for optimising knowledge worker expertise
- Authors: Ramsey, Mark Allan
- Date: 2010-11-09T06:34:37Z
- Subjects: Knowledge workers , Knowledge management , Organizational effectiveness , Leadership
- Type: Thesis
- Identifier: uj:6962 , http://hdl.handle.net/10210/3470
- Description: D.Phil. , The success of an organisation depends on the mental capability of a comparatively small number of highly proficient knowledge workers who innovate and clarify the business processes others must act on (Zemke, 2004). Many organisations utilise knowledge worker expertise to create a competitive advantage, but this expertise is not incorporated into the business processes and routine operations of the organisation. Organisational design does not create the conditions under which an organisation can optimise knowledge worker expertise (Grant, 1996). As a consequence, when the knowledge worker leaves the organisation, the knowledge created is lost and the competitive advantage is not sustainable. One of the foremost objectives of an organisation must be to optimise knowledge worker expertise to produce new products, services or ways of working for sustaining competitive advantage (Gold, Malhotra & Segards, 2001). Organisational design continues to be seen as the process of assembling and fine-tuning an organisation’s structure to achieve its goal. Much has been written about knowledge, knowledge management, the knowledge-based organisation and the knowledge worker. However, current organisational design methodologies do not place emphasis on the optimisation of knowledge worker expertise (Grant, 1996). For knowledge workers to contribute sufficiently to the production of new products, services or ways of working, consideration must be given to their motivation. Despite all our achievements in technology and product improvements, knowledge workers are not thriving in the organisations they work for because organisations are not clear about where knowledge workers fit and how their contribution is valued. Covey (2004) asserts that managers are still applying the Industrial Age control model to knowledge workers. For an organisation to succeed in the new economy, knowledge workers must be intrinsically motivated so that they can reach new heights of fulfilment (Covey, 2004).
- Full Text:
- Authors: Ramsey, Mark Allan
- Date: 2010-11-09T06:34:37Z
- Subjects: Knowledge workers , Knowledge management , Organizational effectiveness , Leadership
- Type: Thesis
- Identifier: uj:6962 , http://hdl.handle.net/10210/3470
- Description: D.Phil. , The success of an organisation depends on the mental capability of a comparatively small number of highly proficient knowledge workers who innovate and clarify the business processes others must act on (Zemke, 2004). Many organisations utilise knowledge worker expertise to create a competitive advantage, but this expertise is not incorporated into the business processes and routine operations of the organisation. Organisational design does not create the conditions under which an organisation can optimise knowledge worker expertise (Grant, 1996). As a consequence, when the knowledge worker leaves the organisation, the knowledge created is lost and the competitive advantage is not sustainable. One of the foremost objectives of an organisation must be to optimise knowledge worker expertise to produce new products, services or ways of working for sustaining competitive advantage (Gold, Malhotra & Segards, 2001). Organisational design continues to be seen as the process of assembling and fine-tuning an organisation’s structure to achieve its goal. Much has been written about knowledge, knowledge management, the knowledge-based organisation and the knowledge worker. However, current organisational design methodologies do not place emphasis on the optimisation of knowledge worker expertise (Grant, 1996). For knowledge workers to contribute sufficiently to the production of new products, services or ways of working, consideration must be given to their motivation. Despite all our achievements in technology and product improvements, knowledge workers are not thriving in the organisations they work for because organisations are not clear about where knowledge workers fit and how their contribution is valued. Covey (2004) asserts that managers are still applying the Industrial Age control model to knowledge workers. For an organisation to succeed in the new economy, knowledge workers must be intrinsically motivated so that they can reach new heights of fulfilment (Covey, 2004).
- Full Text:
The development of a quantum leadership model and quantum leadership questionnaire in South Africa
- Authors: Hall, Heydon Peter
- Date: 2010-11-09T06:55:39Z
- Subjects: Leadership , Questionnaires
- Type: Thesis
- Identifier: uj:6968 , http://hdl.handle.net/10210/3476
- Description: D.Comm. , In the South African context leading multinational companies within mining, automotive, financial and other sectors are faced with the complexity of: uncertain political policies, fluid market dynamics, and market follower status in global relations. In addition, emerging markets are directly affected by capital and structural adjustments in first world economies, as currency flows direct to safe-haven markets under uncertainty. Thus, additional complexities of: currency fluctuations, energy cost increases, implied inflationary spikes, and pending recession become a reality, and have an enormous impact on how organisations manage within the unforeseen complexity that this brings to the local economy. As complex environmental factors beyond organisational boundaries and management’s ability to predict and control, start impacting on an organisation’s material capital flows, this uncertainty will drive leadership to review their current worldview. This researcher argues that this new worldview must be a shift away from a Newtonian-Cartesian paradigm, that through its cause-and-effect scientific base has modelled the world and its structures around a rigid linear approach, that cannot cope within the complexities exerted on the system. It is suggested therefore, by the researcher that the shift in leadership thinking should be towards a different paradigm, built on complexity based models using quantum Einsteinian-Quantum physics as a metaphor. The impact of this shift in paradigm, towards an Einsteinian-Quantum worldview, has an has an implicative effect for organisations in terms of; mental models, subsequent organisational design, the values that support this, the leadership behaviours that are a response to these value sets and the resultant directional quantum leap outcome within a multi-dimensional range of examples including; material (financial), social and spiritual capital aspects of the organisation. This research set out to review the paradigm shift between the Newtonian-Cartesian and Einsteinian-Quantum worldviews with respect to leadership within a South African context.
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- Authors: Hall, Heydon Peter
- Date: 2010-11-09T06:55:39Z
- Subjects: Leadership , Questionnaires
- Type: Thesis
- Identifier: uj:6968 , http://hdl.handle.net/10210/3476
- Description: D.Comm. , In the South African context leading multinational companies within mining, automotive, financial and other sectors are faced with the complexity of: uncertain political policies, fluid market dynamics, and market follower status in global relations. In addition, emerging markets are directly affected by capital and structural adjustments in first world economies, as currency flows direct to safe-haven markets under uncertainty. Thus, additional complexities of: currency fluctuations, energy cost increases, implied inflationary spikes, and pending recession become a reality, and have an enormous impact on how organisations manage within the unforeseen complexity that this brings to the local economy. As complex environmental factors beyond organisational boundaries and management’s ability to predict and control, start impacting on an organisation’s material capital flows, this uncertainty will drive leadership to review their current worldview. This researcher argues that this new worldview must be a shift away from a Newtonian-Cartesian paradigm, that through its cause-and-effect scientific base has modelled the world and its structures around a rigid linear approach, that cannot cope within the complexities exerted on the system. It is suggested therefore, by the researcher that the shift in leadership thinking should be towards a different paradigm, built on complexity based models using quantum Einsteinian-Quantum physics as a metaphor. The impact of this shift in paradigm, towards an Einsteinian-Quantum worldview, has an has an implicative effect for organisations in terms of; mental models, subsequent organisational design, the values that support this, the leadership behaviours that are a response to these value sets and the resultant directional quantum leap outcome within a multi-dimensional range of examples including; material (financial), social and spiritual capital aspects of the organisation. This research set out to review the paradigm shift between the Newtonian-Cartesian and Einsteinian-Quantum worldviews with respect to leadership within a South African context.
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The potential link between brain dominance and temperament, learning and personality styles : a personal and professional leadership perspective
- Authors: Bester, Elsa Dorothea
- Date: 2010-11-23T05:46:29Z
- Subjects: Brain functions , Personality and intelligence , Personality assessment , Leadership
- Type: Thesis
- Identifier: uj:7026 , http://hdl.handle.net/10210/3532
- Description: M.A. , The purpose of Personal and Professional Leadership (PPL) facilitating is to bring about intrapersonal, interpersonal and professional change and development in trainees. In order to ensure that these changes occur, trainees should be addressed on emotional as well as rational level -whether by means of PPL counselling and I or a PPL course. Personal and Professional Leadership development therefore focuses on constant growth and change. Growth is a prerequisite for change, which in turn necessitates learning. A common problem that hinders change and growth is that participants in a training group normally hail from heterogeneous backgrounds. This implies different personality traits, values, perceptions and belief systems, which influence directly how a person learns and processes information during a course. Consequently, the need exists to gain insight into the personality types and learning styles of groups in order to make adjustments in the activities of the course package. The preliminary literature study revealed that insightful similarities exist between different temperament, learning and personality styles on the one hand and brain dominance on the other hand. The need arose to research a suitable instrument within the PPL field with a rich interpretation, being simple, quick to complete and easy to interpret. The preliminary literature study confirmed that this could be achieved by using the Neethling Brain Instrument (NBI) as a brain dominance assessment instrument. The following research question was asked: Should brain dominance be used as an assessment instrument, would an enriched interpretation be possible by means of investigating temperament, learning and personality styles? The central objective of the research is to investigate the potential link between brain dominance and temperament, learning and personality styles, in order to facilitate the compilation of a personal portrayal profile of the group through interpretation from literature. This personal portrayal profile will give the facilitator insight into the different learning, personality and thinking styles of the group that will ensure a better understanding of the training group before training commences. This insight will help the facilitator to initiate change and growth. The research design for this study may be regarded as an exploratory and descriptive literature research study. The phenomenological method of research was applied. By means of logical deduction (i.e. logical arguing about the acceptability of certain essential characteristics), the different temperament, learning and personality styles were evaluated (inter-subjective evaluation) for the applicability on brain dominance, in order to draft the personal portrayal profile.
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- Authors: Bester, Elsa Dorothea
- Date: 2010-11-23T05:46:29Z
- Subjects: Brain functions , Personality and intelligence , Personality assessment , Leadership
- Type: Thesis
- Identifier: uj:7026 , http://hdl.handle.net/10210/3532
- Description: M.A. , The purpose of Personal and Professional Leadership (PPL) facilitating is to bring about intrapersonal, interpersonal and professional change and development in trainees. In order to ensure that these changes occur, trainees should be addressed on emotional as well as rational level -whether by means of PPL counselling and I or a PPL course. Personal and Professional Leadership development therefore focuses on constant growth and change. Growth is a prerequisite for change, which in turn necessitates learning. A common problem that hinders change and growth is that participants in a training group normally hail from heterogeneous backgrounds. This implies different personality traits, values, perceptions and belief systems, which influence directly how a person learns and processes information during a course. Consequently, the need exists to gain insight into the personality types and learning styles of groups in order to make adjustments in the activities of the course package. The preliminary literature study revealed that insightful similarities exist between different temperament, learning and personality styles on the one hand and brain dominance on the other hand. The need arose to research a suitable instrument within the PPL field with a rich interpretation, being simple, quick to complete and easy to interpret. The preliminary literature study confirmed that this could be achieved by using the Neethling Brain Instrument (NBI) as a brain dominance assessment instrument. The following research question was asked: Should brain dominance be used as an assessment instrument, would an enriched interpretation be possible by means of investigating temperament, learning and personality styles? The central objective of the research is to investigate the potential link between brain dominance and temperament, learning and personality styles, in order to facilitate the compilation of a personal portrayal profile of the group through interpretation from literature. This personal portrayal profile will give the facilitator insight into the different learning, personality and thinking styles of the group that will ensure a better understanding of the training group before training commences. This insight will help the facilitator to initiate change and growth. The research design for this study may be regarded as an exploratory and descriptive literature research study. The phenomenological method of research was applied. By means of logical deduction (i.e. logical arguing about the acceptability of certain essential characteristics), the different temperament, learning and personality styles were evaluated (inter-subjective evaluation) for the applicability on brain dominance, in order to draft the personal portrayal profile.
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The suitability of a computer-assisted psychometric system for the assessment of managerial potential in South Africa
- Authors: Boonzaaier, Frik
- Date: 2010-11-23T05:53:27Z
- Subjects: Triage (Medicine) , Psychometrics , Executives , Black executives , Executive ability testing , Leadership , Personality assessment
- Type: Thesis
- Identifier: uj:7030 , http://hdl.handle.net/10210/3536
- Description: M.A. , Triage is an instrument that is intended to assist in the decision-making process regarding managerial personnel. As such, it purports to measure personality traits that underlie managerial performance. Its information output is applied to assist with managerial selection, managerial development, and team building decisions and exercises. Managerial and other work behaviour is highly influenced by cultural factors, and probably also the accompanying measuring instruments. The current research set out to assess whether Triage is a system that may be fairly applied for individuals from different races and genders. Methodologically the instrument presents huge potential since its computerised technology evaluates managerial traits in an effective and simplified fashion. Although it had been previously researched for a British population, -the minimum requirement for it to be applied fairly across South African groups was that it manifested acceptable levels of validity and reliability for the different South African groups to which the test battery is normally applied. Issues of similarities and differences between different racial and gender groups were hypothesised as part of the research design. In line with theory and previous research results, it was expected that score differences would appear between groups, but that acceptable levels of reliability and construct validity would be indicated for all groups. Cronbach alpha coefficients confinned relatively high reliability for all groups. MANOVA and ANDVA analyses confirmed cross-group differences in test scores. Factor analyses and canonical correlation analysis indicated that three factors have high relevance for all current and previous groups, with the Achiever/ Leader showing very high potential as a measure of managerial competence. Comparability of underlying structure was therefore indicated. The ANDVA and factor analyses did indicate, however, that the Alpha Test of Intelligence and the Levene Activities Preferences Questionnaire do not render cross-cultural equivalence regarding test scores and underlying dimensional structure.
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- Authors: Boonzaaier, Frik
- Date: 2010-11-23T05:53:27Z
- Subjects: Triage (Medicine) , Psychometrics , Executives , Black executives , Executive ability testing , Leadership , Personality assessment
- Type: Thesis
- Identifier: uj:7030 , http://hdl.handle.net/10210/3536
- Description: M.A. , Triage is an instrument that is intended to assist in the decision-making process regarding managerial personnel. As such, it purports to measure personality traits that underlie managerial performance. Its information output is applied to assist with managerial selection, managerial development, and team building decisions and exercises. Managerial and other work behaviour is highly influenced by cultural factors, and probably also the accompanying measuring instruments. The current research set out to assess whether Triage is a system that may be fairly applied for individuals from different races and genders. Methodologically the instrument presents huge potential since its computerised technology evaluates managerial traits in an effective and simplified fashion. Although it had been previously researched for a British population, -the minimum requirement for it to be applied fairly across South African groups was that it manifested acceptable levels of validity and reliability for the different South African groups to which the test battery is normally applied. Issues of similarities and differences between different racial and gender groups were hypothesised as part of the research design. In line with theory and previous research results, it was expected that score differences would appear between groups, but that acceptable levels of reliability and construct validity would be indicated for all groups. Cronbach alpha coefficients confinned relatively high reliability for all groups. MANOVA and ANDVA analyses confirmed cross-group differences in test scores. Factor analyses and canonical correlation analysis indicated that three factors have high relevance for all current and previous groups, with the Achiever/ Leader showing very high potential as a measure of managerial competence. Comparability of underlying structure was therefore indicated. The ANDVA and factor analyses did indicate, however, that the Alpha Test of Intelligence and the Levene Activities Preferences Questionnaire do not render cross-cultural equivalence regarding test scores and underlying dimensional structure.
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The relationship between leadership styles, motivation and performance in a mining company
- Authors: Dabula, Matsiliso Agnes
- Date: 2011-09-15T07:40:12Z
- Subjects: Leadership , Performance , Motivation (Psychology) , De Beers Consolidated Mines
- Type: Thesis
- Identifier: uj:7209 , http://hdl.handle.net/10210/3843
- Description: M.Comm. , The realities of competing in today’s rapidly changing environment require flexible leadership styles, motivation, empowerment, creativity and innovation to drive maximum performance. The core of leadership today is the art of mobilising and putting together the intellectual resources of all employees (i.e. skills, knowledge and experience) of the organisation to maximise productivity. Most organisations are experiencing the challenges of understanding that leadership styles do have a significant impact on performance and employee motivation. This study investigates the relationship between these concepts (i.e. leadership, motivation and performance) and the impact they have on employees and the organisation. A quantitative research project was conducted within the De Beers Corporate Headquarters through an online survey. A random sample of employees at various job levels and within various disciplines was selected. A total of 310 questionnaires were distributed and a response rate of 79% was achieved. The main findings of the research discovered that a significant relationship exists between the style of leadership demonstrated in a particular situation and the impact it has on the motivation and performance levels of employees in an organisation. Recommendations are made regarding improvements and changes that should be made should the study be repeated in the future. The recommendations include: putting in place measures to recognise and reward the successful implementation of new ideas made by employees; consider providing employees with flexibility in terms of structuring their remuneration packages and negotiating flexible working arrangements; putting in place performance systems that recognise and reward team performance adequately and consistently; putting in place measures to monitor the evaluation and tracking of poor performers within De Beers and regularly benchmark the reward system with ii world-class systems to ensure that De Beers remains competitive and is able to retain its exceptional performers. Limitations of the study were identified and outlined. The main limitation was that the research study was limited only to employees based at the headquarters and did not include employees at the various operations in other regions. This results in limited respondents’ perceptions, which would have been better enhanced if all operations were included in the study. The research has added value in that it will ensure that De Beers leaders are aware of the various leadership styles that they can use. This can establish a broader understanding of how and when to use the various leadership styles to ensure maximum performance, through happy and motivated employees.
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- Authors: Dabula, Matsiliso Agnes
- Date: 2011-09-15T07:40:12Z
- Subjects: Leadership , Performance , Motivation (Psychology) , De Beers Consolidated Mines
- Type: Thesis
- Identifier: uj:7209 , http://hdl.handle.net/10210/3843
- Description: M.Comm. , The realities of competing in today’s rapidly changing environment require flexible leadership styles, motivation, empowerment, creativity and innovation to drive maximum performance. The core of leadership today is the art of mobilising and putting together the intellectual resources of all employees (i.e. skills, knowledge and experience) of the organisation to maximise productivity. Most organisations are experiencing the challenges of understanding that leadership styles do have a significant impact on performance and employee motivation. This study investigates the relationship between these concepts (i.e. leadership, motivation and performance) and the impact they have on employees and the organisation. A quantitative research project was conducted within the De Beers Corporate Headquarters through an online survey. A random sample of employees at various job levels and within various disciplines was selected. A total of 310 questionnaires were distributed and a response rate of 79% was achieved. The main findings of the research discovered that a significant relationship exists between the style of leadership demonstrated in a particular situation and the impact it has on the motivation and performance levels of employees in an organisation. Recommendations are made regarding improvements and changes that should be made should the study be repeated in the future. The recommendations include: putting in place measures to recognise and reward the successful implementation of new ideas made by employees; consider providing employees with flexibility in terms of structuring their remuneration packages and negotiating flexible working arrangements; putting in place performance systems that recognise and reward team performance adequately and consistently; putting in place measures to monitor the evaluation and tracking of poor performers within De Beers and regularly benchmark the reward system with ii world-class systems to ensure that De Beers remains competitive and is able to retain its exceptional performers. Limitations of the study were identified and outlined. The main limitation was that the research study was limited only to employees based at the headquarters and did not include employees at the various operations in other regions. This results in limited respondents’ perceptions, which would have been better enhanced if all operations were included in the study. The research has added value in that it will ensure that De Beers leaders are aware of the various leadership styles that they can use. This can establish a broader understanding of how and when to use the various leadership styles to ensure maximum performance, through happy and motivated employees.
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Evaluating the impact of a leadership development programme for women at the industrial development corporation
- Authors: Brophy, Candice Lisa
- Date: 2011-09-15T07:43:55Z
- Subjects: Industrial Development Corporation of South Africa , Leadership , Businesswomen
- Type: Thesis
- Identifier: uj:7210 , http://hdl.handle.net/10210/3844
- Description: M.Comm. , This study evaluates the impact of leadership development programmes for women in the Industrial Development Corporation of South Africa (IDC) and provides comments on the leadership competencies and skills acquired. An evaluation research methodology was chosen and .Kirkpatrick‟s Four Level Evaluation Model defined the parameters of this study. A mixed-method approach was adopted, since it provided a vehicle for the researcher to make recommendations for improving further programmes as they evolved and substantiate findings from different sources to ensure the validity of the data and conclusions that emanated from this study. Female leadership studies conducted worldwide draw conclusions that highlight the unique challenges that women face as they ascend into the leadership ranks of organisations. This study also explored the challenges and opportunities that women in the Industrial Development Corporation of South Africa (IDC) encountered in their quest for leadership roles and responsibilities. The women‟s leadership development programmes received considerable praise from the participants and the results of this study conclude that the programme outcomes were met in providing an opportunity for them to learn and implement individual leadership competencies .The leadership competencies that were enhanced were self-awareness and confidence, collaboration, cultural competence, communication, networking and relationship building. In addition, various leadership theories were explored and the participants identified with transformational leadership in particular. The participants reported favourably on the mentoring and coaching aspects of the leadership development initiatives and some have indicated an interest and willingness to support others through mentoring and coaching. However, the leadership competencies have not been applied optimally into the organization and the participants would need the continued support of the organisation by way of additional platforms to apply these acquired leadership competencies. This can help the organisation realise the unique contribution of IV women in the organisation, and if the programmes that have been implemented are sustained over time and the leadership competencies applied, this could lead to organisational transformation. An interesting aspect of this study was that the majority of the women believed that the organisation provided sufficient opportunities for women to progress and encouraged the continuation of these leadership development initiatives, but not to the exclusion and marginalisation of men in the organisation. As progressive as this kind of thinking is, it typically illustrates the transformational leadership tendencies of women in keeping with research that recommends leader development (i.e. individual leaders such as the women‟s leadership development initiatives), as well as leadership development (i.e. broader organisational focus on enhancing the organisational leadership competencies). The Industrial Development Corporation of South Africa will reap rewards in future should it continue on the path of leadership development for women; but also in general as this critical mass of leaders who apply cutting-edge leadership thinking will contribute to organisational success over a sustained period of time.
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- Authors: Brophy, Candice Lisa
- Date: 2011-09-15T07:43:55Z
- Subjects: Industrial Development Corporation of South Africa , Leadership , Businesswomen
- Type: Thesis
- Identifier: uj:7210 , http://hdl.handle.net/10210/3844
- Description: M.Comm. , This study evaluates the impact of leadership development programmes for women in the Industrial Development Corporation of South Africa (IDC) and provides comments on the leadership competencies and skills acquired. An evaluation research methodology was chosen and .Kirkpatrick‟s Four Level Evaluation Model defined the parameters of this study. A mixed-method approach was adopted, since it provided a vehicle for the researcher to make recommendations for improving further programmes as they evolved and substantiate findings from different sources to ensure the validity of the data and conclusions that emanated from this study. Female leadership studies conducted worldwide draw conclusions that highlight the unique challenges that women face as they ascend into the leadership ranks of organisations. This study also explored the challenges and opportunities that women in the Industrial Development Corporation of South Africa (IDC) encountered in their quest for leadership roles and responsibilities. The women‟s leadership development programmes received considerable praise from the participants and the results of this study conclude that the programme outcomes were met in providing an opportunity for them to learn and implement individual leadership competencies .The leadership competencies that were enhanced were self-awareness and confidence, collaboration, cultural competence, communication, networking and relationship building. In addition, various leadership theories were explored and the participants identified with transformational leadership in particular. The participants reported favourably on the mentoring and coaching aspects of the leadership development initiatives and some have indicated an interest and willingness to support others through mentoring and coaching. However, the leadership competencies have not been applied optimally into the organization and the participants would need the continued support of the organisation by way of additional platforms to apply these acquired leadership competencies. This can help the organisation realise the unique contribution of IV women in the organisation, and if the programmes that have been implemented are sustained over time and the leadership competencies applied, this could lead to organisational transformation. An interesting aspect of this study was that the majority of the women believed that the organisation provided sufficient opportunities for women to progress and encouraged the continuation of these leadership development initiatives, but not to the exclusion and marginalisation of men in the organisation. As progressive as this kind of thinking is, it typically illustrates the transformational leadership tendencies of women in keeping with research that recommends leader development (i.e. individual leaders such as the women‟s leadership development initiatives), as well as leadership development (i.e. broader organisational focus on enhancing the organisational leadership competencies). The Industrial Development Corporation of South Africa will reap rewards in future should it continue on the path of leadership development for women; but also in general as this critical mass of leaders who apply cutting-edge leadership thinking will contribute to organisational success over a sustained period of time.
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