Rozprawy doktorskie: „Organisational”

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Apelt, Christina L. "Organisational change in public organisations." Thesis, Queensland University of Technology, 2014. https://eprints.qut.edu.au/73086/2/Christina_Apelt_Thesis.pdf.

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This research applies a multidimensional model of publicness to the analysis of organisational change and in so doing enriches understanding of the public nature of organisations and how public characteristics facilitate change. Much of the prior literature describes public organisations as bureaucratic, with characteristics that are resistant to change, hierarchical structures that impede information flow, goals that are imposed and scrutinised by political authority and red tape that constrains decision-making. This dissertation instead reports a more complex picture and explains how public characteristics can also work in ways that enable organisational change.

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Rossiter, P. G. "Organisational improvement through learning organisation theory." Thesis, University of Salford, 2007. http://usir.salford.ac.uk/2256/.

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A research study was conducted of the management theories and quality philosophies that have been expounded throughout the twentieth century. This study included the modem thinking for quality improvement and business excellence to include the modem concept of Learning Organisations. This research project was undertaken with the aim of producing a framework based on the culture of Learning Organisation Theory and including within it the external influences on such a culture. The framework consisted on a core of human values, divided into five areas that are deemed important to learning organisations. These were surrounded by the basic values of Trust, Honesty and Openness thus protecting the core from outside influence. Elements from traditional management systems theory provided the outer casing for the framework, these elements influencing the core for both good and bad. The contents of the framework were then studied in three organisations of differing background with a view to firmly establishing the elements and areas within the framework for validity in these three organisations. The common theme between all the organisations chosen was that they had all in the recent past been involved in major management and internal change. One study involved the development of a questionnaire and supporting matrices in order to identify the areas and elements of the framework, thus establishing their existence. Active research techniques were used in the other studies in order to establish both 'why' the elements are important and any interrelationship between the areas. As a result of these studies suggestions for modification to the framework were established in order to strengthen the thinking and these were encompassed in to the framework. Probably the most significant of these changes was the inclusion of 'Leadership' as being a major factor in the filtering of undesirable elements. The outcome from the research is that the aim was achieved and a framework was developed that, for the first time, was drawn up in such a way that the elements and areas can easily be recognised and an understanding of what they represent is clearly shown. The reasons as to why these elements are important are also established. This is regarded as an advancement in this field of study.

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Petersen, Bernice. "The relationship between organisational commitment, organisational citizenship behaviour and turnover intentions at a retail organisation." University of the Western Cape, 2010. http://hdl.handle.net/11394/8458.

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Magister Commercii (Industrial Psychology) - MCom(IPS) The South African employment industry is facing exhaustion as the demand for talented workers is higher than supply (Bakos, 2005) and it has become imperative that the employer no longer simply focus on the commitment of employees, but more so on the extra efforts that are exerted by these employees in order to ensure their sustainability (Netswera, Rankhumise & Mavundla, 2005). Extensive research has been conducted on organisational commitment because of its importance in predicting individuals' behaviour outcomes such as absenteeism and turnover (Popoola, 2005). Findings of studies conducted by Bolon (1997) and Maharaj (2006) indicate that there is a positive relationship between organisational commitment (OC) and organisational citizenship behaviour (OCB). Bolino and Turnley (2003) posit that it is important for organisations and managers to have a better understanding of the factors that make employees willing to go the extra mile in order to enhance organisational performance and sustain a competitive edge. The alms of the study are to investigate the relationship between organisational commitment, organisational citizenship behaviour and turnover intentions. Furthermore, it also investigated the relationship between biographical variables (namely, gender, age, tenure and race) and organisational commitment as well as that of organisational citizenship of human resource professionals A sample of 138 human resource professionals employed at a retail organisation completed a self-developed biographical questionnaire, the Organisational Commitment Questionnaire, the Citizenship Behaviour Questionnaire and the Turnover Intention Questionnaire. Results of the study indicate the existence of a significant relationship between organisational commitment and organisational citizenship and turnover intentions for human resource professionals. The statistical analysis suggests that organisational commitment has a significant relationship with organisational citizenship, whilst turnover intentions did not have a significant impact on organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational commitment, with gender having the strongest relationship with organisational commitment. The biographical variables (namely, gender, age, tenure and race) appear to have a significant impact on organisational citizenship behaviour, whilst race appeared to be unrelated to citizenship behaviour. Previous studies were reviewed to support the findings of the current study. Limitations of the study and recommendations for future research were put forth in addition to recommendations for the organisation.

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Larner, Rebecca. "Organisational stress and well-being in sports organisations." Thesis, University of Portsmouth, 2019. https://researchportal.port.ac.uk/portal/en/theses/organisational-stress-and-wellbeing-in-sports-organisations(53da814a-8f2c-410a-aa86-7a1e80f2e10f).html.

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Price, Christine. "Examining Relationships Between Organisational Spirituality and Organisational Resilience: Perceptions of Leadership and Staff within Australian Organisations." Thesis, Curtin University, 2020. http://hdl.handle.net/20.500.11937/83168.

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Exploratory and pioneering, this thesis informs the body of knowledge on organisational spirituality and organisational resilience in the Australian context. Organisational spirituality was found to act as transformative energy, impacting organisational resilience in a positive way. Compassion, connectedness, and leadership ambience were revealed as vital in the relational dynamics of building resilience capacity.

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Ali, Sabah Hamid. "Factors affecting organisational development in Iraqi public sector organisations." Thesis, Lancaster University, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.329626.

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This thesis considers the question of organisational development in Iraq and the role that senior public managers in the public sector of the economy in that country may have in the process. The argument begins with a consideration of the history of the country with special reference to the factors contributing to political instability, economic backwardness and the emergence of state planning of the economy. An understanding of the role of management in public sector organisations and the importance of organisation itself is developed through a consideration of scholarly work concerned with development and the character of organisation. This part of the thesis, which is primarily concerned with theoretical issues, culminates in a critique of contingency theory both as it has been developed by theorists and ex-patriate Arab scholars studying various middle-eastern countries. The conclusion of this consideration of contingency theory is the suggestion that, suitably amended, it can be used as the basis for research into organisational development in countries such as Iraq. In essence the amendments necessary are: to alter the concept of the environment so that it can take into account that in planned economies the most important influence on public sector organisations are the institutions of the state; and to adopt a more adequate definition of the culture and its impact on organisational forms. In the last part of the thesis the findings from an empirical survey of Senior managers in the Iraqi public sector are reported. As a result of this survey a good deal of information concerning the characteristics of Iraqi managers is discussed. The survey covers both factual details of the characteristics of Iraqi managers and also detailed information concerning their attitudes. On both these subjects there has been a negligible quantity of information available hitherto. In a final chapter which considers the survey results, an attempt is made to assess the extent to which subsamples of managers have different values and dispositionsand so might be thought more or less likely to bring about development through the active pursuit of policies designed to induce organisational change. In this way the empirical survey is directly related to the earlier historical and theoretical sections of the thesis

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D'Andrea, Dajana. "Organisational routines in project-based organisations : an exploratory study." Thesis, University of Sussex, 2012. http://sro.sussex.ac.uk/id/eprint/39706/.

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This research explores the existence and evolution of organizational routines in small firm Project-Based Organisations (PBOs). To reach this aim, it investigates the interplay between the two aspects making up a routine: ostensive – i.e. the abstract representation – and performative – i.e. actual implementation. PBOs represent an interesting context, because project differences and discontinuities challenge the emergence, development and evolution of routines, yet the requirements of efficiency and co-ordination through repeated, similar actions would suggest the need for routines even in small firm PBOs. I have adopted an inductive case study research. The empirical setting is a Public Relation and Communication agency, where small firm PBOs are a typical form of organisation. The process nature of the subject of inquiry required a combination of bottom up and top down approaches that enabled me to identify and analyse routines in depth. As per the topdown approach, relying on extant theory, I developed a list of concepts discussed in the literature on organisational routines that in turn provided the basis for a framework within which analyse the empirical evidence. The bottom up approach draws on descriptive narratives, visual mapping, and grounded theory. The research provides both theoretical and empirical contributions towards a better understanding of the characteristics and evolution of organisational routines in small firm PBOs. Routines exist and are important for coordination and efficiency even in small firm PBOs. They are project procedures not necessarily embedded in any artefact, but perceived as regular processes by project participants. Across projects routines evolve by adapting to the context where they take place. Contexts are in turn shaped by contingencies pertaining to the actors, the project, organisational departments, and the specificities of the customer and the markets they serve. These contingencies define problems and issues that actors involved in the routine face. Facing problems and issues causes the routine to adapt, making the sequence and the content of the actions forming it different across projects. Predictability and recurrence of contingencies and related issues determine how routines adaptation occurs. When contingencies and issues are expected and recur across several projects, adaptation is planned in advance and is supposed to concern both ostensive and performative aspects of the routine. When contingencies and issues are less predictable or occur in just a single project, adaptation concerns only the performative aspect, keeping unchanged the ostensive one. In line with the low level of codification that informs small firm PBO activities, routines' adaptation is not necessarily embedded in any artefact. However, when adaptation is imposed by the owner or senior management, it can be communicated clearly to the interested actors. For small firm PBOs, the research suggests that adaptation of the routines they implement is fundamental to carrying out project activities effectively. It also implies that when aiming to change the way the organisation operates, entrepreneurs and managers should pay attention to both to the design of the routines themselves and the way actors perceive and implement changes to the routines. In addition, the study suggests that further investigation on how firm size and sector shapes the characteristics and dynamics of routines would be invaluable to the field. Regarding theory, the thesis contributes an articulation of the relationship between the two aspects of routines, performative and ostensive. Further research on the nature and functioning of routines in other types of organisation and sector would address the limitations of extant literature and achieve a more comprehensive understanding of routines.

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Rodríguez-Gómez, David, and Sallán Joaquín Gairín. "Innovation, Organisational Learning and Knowledge Management in Educational Organisations." Pontificia Universidad Católica del Perú, 2015. http://repositorio.pucp.edu.pe/index/handle/123456789/116863.

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Educational organisations call for strategies that allow them to meet the constant and changing demands of their environment. It is not a question of organisations adapting to social change, but of them also being able to anticipate change and to seek out alternatives. It is precisely the development of organisational learning and knowledge management strategies that allows these challenges to be met, providing organisations with tools and processes that allow them to generate new knowledge and capitalise on existing knowledge, thereby improving staff performance and, therefore, the performance of the organisation itself. In this paper, do we examine the development of organisational learning processes in educational institutions, and we also advocate knowledge management as the best strategy for promoting organisational learning and innovation. Las organizaciones educativas requieren de estrategias que les permitan responder lascontinuas y cambiantes exigencias y necesidades de su entorno. No se trata de que las organizaciones se adapten a los cambios sociales, sino de que también sean capaces de anticiparse a ellos y de buscar alternativas. El desarrollo de estrategias de aprendizaje organizativo y gestión del conocimiento permite, precisamente, afrontar estos desafíos, dotando a las organizaciones de herramientas y procesos que les permitan generar nuevo conocimiento y rentabilizar el conocimiento existente, mejorando así el rendimiento de los trabajadores y, por tanto, de la propia organización. En este artículo revisamos el desarrollo de los procesos de aprendizaje organizativo en lasinstituciones educativas, y defendemos la gestión del conocimiento como la mejorestrategia para promover el aprendizaje organizativo y la innovación. Organizações educativas exigem estratégias para atender às demandas e necessidades de seu ambiente de contínuo e em constante mudança. Não é que as organizações se adaptarem às mudanças sociais, mas também ser capaz de antecipá-los e encontrar alternativas. Desenvolver estratégias para a aprendizagem organizacional e gestão do conhecimento permite justamente atender a esses desafios, as organizações que oferecem ferramentas e processos que lhes permitam gerar novos conhecimentos e capitalizar o conhecimento já existente, melhorando assim o desempenho dos trabalhadores e, assim, da organização. Neste artigo, revisamos o desenvolvimento de processos de aprendizagem organizacional em instituições de ensino, e defender a gestão do conhecimento como a melhor estratégia para promover a aprendizagem organizacional e inovação.

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Alblas, Lourence Badenhorst. "The organisational diagnoses of a distribution organisation / Lourence Badenhorst Alblas." Thesis, Potchefstroom University for Christian Higher Education, 2002. http://hdl.handle.net/10394/171.

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Siddieg, T. E. S. I. "Culture and organisational change in a major Sudanese organisation." Thesis, Lancaster University, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.304295.

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Fodor, Neil. "The Warsaw Treaty Organisation : a political and organisational analysis." Thesis, University of Glasgow, 1987. http://theses.gla.ac.uk/4359/.

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This thesis describes the political-military alliance of the Warsaw Treaty Organisation (WTO) from its origins and founding in 1955 to its 30th Anniversary in 1985, and after. In showing how the WTO has developed and operated, its practical application in the fields of joint foreign policy and military affairs is described and discussed. In the light of this analysis, the WTO is placed in its context within the socialist community. The origins of the WTO are shown to be part of a general trend towards closer co-operation between the European socialist countries. The states were formally brought together as a public response to the London and Paris Agreements of 1954, which officially rearmed the Federal Republic of Germany and incorporated it into the Western military alliance system and NATO. The structural development is described and analysed, showing the practice of the official structure largely to be a response to existing ad hoc arrangements. The limitations placed on the Organisation's political and military roles are explained, detailing how the WTO is formally restrained from operating as an efficient or effective multilateral co-ordinating body. Where it does operate, the WTO is shown principally to be a political organisation. The documentary history of the WTO is analysed, to show how the structure works in practice. Particular stress is placed on the role of the WTO in carrying out its claimed purpose of co-ordinating the foreign policies of the members. The conclusion is suggested that the WTO at most co-ordinates the `basic principles' rather than the diplomatic practice of its members' foreign policies. The participating states are shown not to be significantly bound by the WTO in the practice of their national foreign policies, though they are bound by bilateral factors external to the structure of the Warsaw Treaty. The 30th Anniversary of the signing of the WTO, potentially a historic landmark, is shown to have passed with very little pomp or celebration. The treatment of the Anniversary in the Soviet Union and amongst its allies was low-key. The issues covered by the Anniversary speeches and articles are described, and are analysed both for what they said about the WTO, its origins, practice, ansd significance, and for what was not said or done. Changes are analysed that have taken place under the new Soviet leadership of Mikhail Gorbachev, whose accession occurred just before the signing of the Protocol extending the Treaty. The 30th Anniversary soon followed. Structural changes were hinted at but never took place, though the documents issued by the existing bodies have become much more open in their description of the discussions and disagreements that took place. These events, coinciding with other changes in Soviet internal and externalpolicies, were shown to be part of an apparent attempt by the Soviet authorities to consult and co-ordinate its actions with its allies, or at least to appear to be doing so. It is also shown where past practices, such as unilateral Soviet moves on foreign policy and arms control, have not changed. The conclusion is that the real significance of the WTO is ideological, serving to give the impression of unity. The Warsaw Treaty Organisation is just another means in the many forms of alliance indicating, and used to justify, the `socialist community'. Other forms of alliance, both political and military, take precedence over the WTO in all its functions. These are principally bilateral, rather than multilateral, forms, and in many cases they are party, rather than state, forms of alliance. Research into the WTO has not been fruitless, but has proved to be the study of issues other than the foreign or defence policies of a multilateral alliance.

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Nqubane, Rirhandzu Milder. "Organisational support, role clarity, job insecurity and organisational commitment of employees in a petrochemical organisation / Rirhandzu Milder Nqubane." Thesis, North-West University, 2008. http://hdl.handle.net/10394/686.

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Organisations have been under enormous pressure due to the changes that they are constantly faced with. Most organisations have at some stage been involved in restructuring, laying-off of employees, and outsourcing of non-core business activities with the aim of coping with the change process. When organisations go through these changes, they still need to support their employees. They must ensure that the employees' roles are clarified, and that they feel secure in their jobs in order to improve their commitment to the organisation. The objective of this study was to determine the relationship between perceived organisational support, role clarity, job insecurity and organisational commitment. Employees from a business unit in a petrochemical organisation were targeted for this research. The study population included employees from managerial, non-managerial and specialist categories. A cross-sectional design was used to achieve the research objectives. Measures of Perceived Organisational Support (POSQ), Role Clarity (RCQ), Job Insecurity (JIQ), Affective Organisational Commitment (OCQ) and a biographical questionnaire were administered for the study. The statistical analysis was carried out with the help of the SPSS program as well as the AMOS program. Pearson product-moment correlations indicated that when perceived organisational support increases, affective organisational commitment and role clarity will also increase. When perceived organisational support increases, role conflict and job insecurity will Vll decrease. Affective organisational commitment as well as role clarity is predicted by perceived organisational support. MANOYA analysis indicated that male employees experience higher levels of role conflict than their female counterparts. It seems that employees in first line management and professional categories experience significantly higher levels of perceived role conflict than employees in lower level positions. Employees in non-management positions experience significantly higher levels of affective job insecurity than employees in senior management positions. Employees in senior management positions experience significantly lower levels of cognitive job insecurity than employees in non-management positions. Recommendations were made for future research. Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2008.

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Schlechter, Anton Francois. "The relationship between organisational culture and organisational performance: a study conducted within a large South African retail organisation." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/52008.

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Thesis (MA) -- University of Stellenbosch, 2000. ENGLISH ABSTRACT: The underlying problem that prompted this study was to determine whether a relationship existed between organisational culture and organisational performance within a South African organisation. The research problem, furthermore, not only focused on establishing a relationship between aspects of organisational culture and performance, but also on whether variations in the perception of organisational culture are related to organisational performance, i.e. whether the degree to which the organisational culture is widespread or shared among members of the organisation, is related to organisational performance. To answer this question, six hypotheses were formulated with the intention of subjecting them to statistical analysis. The Competence Process of Jay Hall (1996) was used to provide a theoretical framework in terms of which the relationship between the constituent dimensions of organisational culture and organisational performance may be explained. Based on the competence theory it is hypothesised that the dimensions of organisational culture or competence - collaboration, commitment, creativity and the supporting conditions thereof, are directly proportional to the potential for performance. The 40-item Organisational Competence Index (OCI), which forms part of the Organisation Culture Analysis (OCA), is designed to assess the conditions for competence within an organisation. The sampling process finally produced a sample of 988 respondents that completed the organisational culture questionnaires (OCls). The organisation was divided into 60 areas or business units that were stratified throughout the organisation. A stratified sampling technique was therefore used, and the above mentioned geographical subdivisions were used as strata. Because of the all-pervasive nature of accounting as the language of business, financially based indicators are universally adopted to measure organisational performance. Taking the various arguments and proposed measures into consideration, it was decided to use the following three objective performance criteria: 1) financial profits; 2) stock losses; and 3) labour turnover - (indicative of the voluntary survival rate). Commercial organisations ultimately have one important "bottom line", to create wealth for all associated with the organisation and therefore to be financially successful. Thus, the indicators of organisational performance that were used are all directly relevant and based on the so-called financial "bottom line" of the organisation. To determine the relationship between the average organisational culture scores and the performance indicators, the product moment correlation coefficients were computed between each area's average organisational culture dimension scores and the three indicators of performance. Commuting the coefficient of variation arrived at the variation in average culture dimension scores per area. To establish the relationship between the variation in average culture dimension scores and the performance indicators, the correlation coefficients were computed between the coefficient of variation and the performance measures. All of these relationships were found to be significant, at least at the 0.05 level. The findings and conclusions arrived at, may be summarised as follows: The first conclusion that can be drawn is that the business units in which the members experience collaboration and the supporting conditions thereof to a greater degree are likely to be more profitable, to experience fewer stock losses and lower labour turnover, compared to those business units where members experience the collaboration dimension to a lesser degree. The second conclusion that can be drawn is that the business units in which the members experience commitment and the supporting conditions thereof to a greater degree are likely to be more profitable, to experience fewer stock losses and lower labour turnover compared to those business units where members experience the commitment dimension to a lesser degree. The third conclusion that can be drawn is that the business units in which the members experience creativity and the supporting conditions thereof to a greater degree are likely to be more profitable, to experience fewer stock losses and lower labour turnover compared to those business units where members experience the creativity dimension to a lesser degree. The fourth conclusion that can be drawn is that the business units in which the members experience the dimensions of competence and the supporting conditions thereof to a lesser degree of variance are likely to be more profitable, to experience fewer stock losses and lower labour turnover compared to those business units where members experience the culture dimensions to a greater degree of variance. In more practical terms, it would seem that the dimensions of competence might well explain why some business units (possibly organisations) are more successful than others. AFRIKAANSE OPSOMMING: Die onderliggende vraag wat tot hierdie studie gelei het, was om te bepaal of daar 'n verband bestaan tussen die organisatoriese kultuur en die organisasie prestasie van 'n Suid Afrikaanse maatskappy. Die navorsingsprobleem het verder nie net gefokus op die vestiging van 'n verband tussen aspekte van organisasie kultuur en prestasie nie, maar ook probeer om te bepaal of die variansie in die persepsie van organisasie kultuur ook verwant is aan prestasie. Om hierdie vrae te beantwoord is ses hipoteses geformuleer met die intensie om hulle statisties te toets. Die Bevoegdheidsproses van Hall (1996) is gebruik as die teoretiese raamwerk wat die verband tussen die samestellende dele van organisasie kultuur en organisasie prestasie verduidelik. Hierdie teorie veronderstel dat die dimensies van organisasie bevoegdheid - samewerking, toevertrouing, kreatiwiteit en die onderskeie ondersteunende kondisies van elk, direk proporsioneel is aan die potensiaal vir prestasie. Die 40-item Organisasie Bevoegdheidsindeks (OCI), wat deel vorm van die Organisasie Kultuur Analise (OCA), is ontwerp om die kondisies VIr bevoegdheid in die organisasie te meet. Die steekproef het bestaan uit 988 respondente wat die organisasie kultuur vraelyste (OCI) voltooi het. Die organisasie is verdeel in 60 areas of besigheidseenhede wat regdeur die organisasie gestratifiseer is. 'n Gestratifiseerde steekproef trekkingstegniek is dus gebruik. Finansieel gebaseerde indikatore word universeel gebruik om orgamsasie prestasie te meet. In die keuse van prestasie indikatore, is verskeie argumente en voorgestelde indikatore in ag geneem, en is daar besluit om die volgende objektiewe kriteria te gebruik: 1) finansiële winste, 2) voorraad verlieste en 3) arbeidsomset. Kommersiële organisasies het uiteindelik een hoof doel, om rykdom te skep vir sy aandeelhouers en dus om finansieel suksesvol te wees. Die indikatore van prestasie is dus so gekies dat hulle relevant is en op hierdie doelwit gebaseer is. Om die verband te bepaal tussen die organisasie kultuur-tellings en die prestasie indikatore, is die produk moment korrelasie koëffisiënt bereken tussen die gemiddelde organisatoriese kultuur-tellings vir elke area en die area se tellings op die drie prestasie indikatore. Die variansie in die gemiddelde kultuurmeting per area was bereken deur middel van die koëffisiënt van variansie. Die korrelasie koëffisiënt is bereken tussen hierdie meting, en die prestasiemeting vir elke area. Al hierdie verhoudings was ten minste op die 0.05 vlak betekenisvol. Die bevindinge en gevolgtrekkings van hierdie studie sluit die volgende in: Die eerste gevolgtrekking wat gemaak is, was dat die besigheidseenhede waar die werknemers die samewerkingsdimensie, en die ondersteunende kondisies daarvan, tot 'n groter mate ervaar het, meer wins gemaak het, laer vooraadverliese gely het en 'n laer arbeidsomset gehad het in vergelyking met die besigheidseenhede wat die samewerkingsdimesie tot 'n mindere mate ervaar het. Die tweede gevolgtrekking wat gemaak is, was dat die besigheidseenhede waar die werknemers toevertrouing, en die ondersteunende kondisies daarvan tot 'n groter mate ervaar het, meer wins gemaak het, laer vooraad verlieste gely het en 'n laer arbeidsomset gehad het in vergelyking met die besigheidseenhede wat die toevertrouingsdimensie tot 'n mindere mate ervaar het. Die derde gevolgtrekking wat gemaak is, is dat die besigheidseenhede waar die werknemers die kreatiwiteitsdimensie, en die ondersteunende kondisies daarvan, tot 'n groter mate ervaar het, het meer wins gemaak, laer vooraad verlieste gelyen 'n laer arbeidsomset gehad in vergelyking met die besigheidseenhede wat die kreatiwiteitsdimensie tot 'n mindere mate ervaar het. Die vierde gevolgtrekking wat gemaak is, was dat die besigheidseenhede waarby 'n kleiner mate van variansie in die kultuurmetings gevind is, het daardie besigheidseenhede meer profyt gemaak, laer vooraadverliese gelyen 'n laer arbeidsomset gehad in vergelyking met die besigheidseenhede waar daar 'n groter mate van variansie in die kultuurrnetings was. In meer praktiese terme wil dit voorkom of die dimensies van bevoegdheid tot 'n mate kan verduidelik hoekom sekere besigheidseenhede (moontlik organisasies) meer suksesvol is as ander.

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Coule, Tracey M. "Sustainability in voluntary organisations : exploring the dynamics of organisational strategy." Thesis, Sheffield Hallam University, 2008. http://shura.shu.ac.uk/19503/.

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This thesis aims to develop further understanding of organisational sustainability in the voluntary sector, as a complex and dynamic phenomena inextricably linked to capacity for survival. In taking a holistic approach to exploring the dynamics of sustainability, the study considers the influencing factors, both internal and external, that can drive strategic change within voluntary organisations through an extensive multi-method research programme incorporating exploratory focus groups, descriptive survey fieldwork and multiple-case studies. Specifically, the research outlines the major internal and external systems that are important for voluntary organisations to consider when developing strategies for sustainability and, perhaps more importantly, explores the interconnections between them. The thesis departs from much of the dedicated voluntary sector literature, which often adopts a rationalist prescriptive approach to organisation and management. In aiming to advance something of a more critical approach, which considers what may be termed the 'emotional' side of strategy, the study makes a key contribution to the voluntary sector strategy literature. Ultimately, the author argues that to study, govern and manage voluntary organisations involves thinking about philosophy, politics and ethics. In the context of developing strategies for sustainability, this equates to considering who says what the job is, how it should be done, and how people are affected by doing it one way rather than another. In this regard, it would appear that acceptance and legitimisation of certain (pluralist or unitary) approaches to strategy and change is associated with the coherence between that approach and the social values expressed in the organisation's service work. It is argued that there is potential for voluntary organisations to utilise the strategy process to surface, articulate and test assumptions across organisational functions and hierarchy. This is especially relevant because of the turbulent environment that many organisations in the voluntary sector face and the diversity of the many stakeholders who have an interest in the organisation's long-term ability to achieve its mission. In these circumstances, it is unlikely that those individuals at the apex of the organisation (be they trustees and/or senior management) will be able to 'figure it out from the top' and have everyone else 'following the orders'. The practical implication of the thesis is that if strategy is, at least partly, about collective purpose and shared visions of the future, trustees and managers of voluntary organisations must recognise this explicitly in the way they create strategy. Indeed, the study demonstrates how some voluntary organisations have deeply involved individuals throughout the organisation in the strategy process as a means of creating, raising and sustaining commitment to a cocreated future vision of the organisation.

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Lee, Kuan-Fang. "Organisational commitment : employer expectations in the context of Taiwanese organisations." Thesis, Sheffield Hallam University, 2011. http://shura.shu.ac.uk/19948/.

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The research deals with an alternative view to understanding organisational commitment within the context of Taiwanese organizations, namely organisational demand-side commitment (ODC). ODC is based on an organisational perspective, which renders this study quite distinct from the prior traditional studies. The overarching research aim that guided this study was, "Does an organisation require different degrees of commitment from its employees, and does it have different expectations from its individual employees according to their different position characteristics?" The exploration of the dynamic relationships, that exist between the commitment expected by the organisation and the commitment freely given by its employees, was based upon 40 in-depth interviews with senior HR managers, line managers and workers in Taiwan-based firms. This formed the basis for an exploratory study to develop a theoretical model of ODC. Subsequently, quantitative analytical methods were employed to test the resulting hypotheses. With the uniqueness of ODC as a concept and an analytical tool, data were collected from 1,380 individuals employed in 60 Taiwan-based firms. Principal Component Analysis (PCA) and regression analysis were used to analyse and interpret the data. The results found a significant positive correlation between ODC and the position characteristics of Demand-Side Commitment: authority, complexity and exclusivity of skills. Through the PCA, two sub-dependent variables 'identity' and 'turnover' were extracted, with the former acting as a stronger predictor of ODC than the latter. It was shown that the finding could draw both employers and employees to enhance mutual identity with each other to secure the desired balance between expectation and achievement. The contribution of this thesis to the study of organisational commitment is that the framework presented in this study focuses on the organisational demand-side commitment, which not only rests principally on the development of the linkage from employer to employee, but also forms the basis to conduct further research on this two-way linkage in the future.

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Mia, Mohammad Badruddozza. "ICT-based information systems and organisational change in microfinance organisations." Thesis, Open University, 2013. http://oro.open.ac.uk/54684/.

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Microfinance has been used as a means of alleviating poverty for many years. A large number of organisations implement microfinance, covering a significant proportion of the world population. This study looks into the information systems (IS) of microfinance following an interpretive epistemological philosophy, drawing on research approaches within the fields of IS and organisational studies. It is based on an in-depth comparative case study in six micro finance organisations with different features and characteristics, combined with a questionnaire survey covering fifty-eight microfinance organisations of Bangladesh. Drawing on phenomena observed in microfinance this study analyses how lCT plays a role in shrinking organisational structure, enhancing the span of supervision and operational performance, and centralisation of delegation of authority. It identifies how key aspects of the context including financial, human resources, technological, regulatory, and national culture impact upon the IS of microfinance in Bangladesh, and block implementation of ICT -based IS . The findings on different positive and negative implications of the use of ICT on the personal, social and gender perspectives and job satisfaction of the human resources inform and add value to the existing body of knowledge. With an aim to contribute to the field of ICT4D, this study examines the use of ICT in combating corruption in microfinance and argues that along with the use of ICT, an ethical ambiance and administrative reforms are required to prevent corruption more effectively. It also argues that the adoption of emerging mobile phone-based microfinance will radically change the conventional operational model and its IS, with profound implications for the material aspects, but that it can also be detrimental to the social performance of this development programme.

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Garbash, Dor Avraham. "Organisational awareness : mapping human capital for enhancing collaboration in organisations." Thesis, Sorbonne Paris Cité, 2016. http://www.theses.fr/2016USPCB134/document.

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Comment peut-on devenir plus conscients des sources de connaissance au sein des organisations des humains? Les changements économiques et technologiques rapides forcent les organisations à devenir plus souples, agiles et interdisciplinaires. Pour cela, les organisations cherchent des alternatives pour les structures de communication hiérarchiques traditionnelles qui entravent les pratiques de collaboration ascendantes. Pour que les méthodes ascendantes soient efficaces, il est nécessaire d'offrir aux membres l'accès à l'information et à l'expertise dont ils ont besoin pour prendre des décisions qualifiées. Ceci est un défi complexe qui implique la culture organisationnelle, l'informatique et les pratiques de travail. Un défaut au niveau de l'application de ce système peut aborder des points critiques qui peuvent ralentir les processus de travail, d'entraver l'innovation et qui conduisent souvent au travail suboptimal et redondant. Par exemple, une enquête 2014 de 152 dirigeants de Campus IT aux Etats-Unis, estime que 19% des systèmes informatiques du campus sont redondants, ce qui coûte les universités des Etats-Unis 3.8B$ par an. Dans l'ensemble, les travailleurs intellectuels trouvent l'information dont ils ont besoin seulement 56% du temps. Avec un quart du temps total des travailleurs intellectuels consacré à la recherche et l'analyse des informations. Ce gaspillage de temps coûte 7K$ pour chaque employé par an. Un autre exemple du gaspillage est celui des nouveaux arrivants et des employés promus qui peuvent prendre jusqu'à 2 ans pour s'intégrer pleinement au sein de leur département. En outre et selon des enquêtes étendues, seulement 28% des apprenants estiment que leurs organisations actuelles «utilisent pleinement» les compétences qu'ils ont actuellement capable d'offrir et 66% prévoient quitter leur organisation en 2020. Réussir la résolution de ce défi est capable de motiver les membres de l'organisation, ainsi que d'y améliorer l'innovation et l'apprentissage. L'objectif de cette thèse est de mieux comprendre ce problème en explorant les défis rencontrés par le service d'informatique dans une université et un centre de recherche interdisciplinaire. Deuxièmement, co-développer et mettre en œuvre une solution avec ces institutions, je décris leur utilisation des logiciels que nous avons développés, les résultats et la valeur obtenus avec ces pilotes. Troisièmement, tester l'efficacité de la solution, et explorer de nouvelles applications et le potentiel d'un tel système similaire pour être utilisé dans une plus grande échelle. Pour mieux comprendre le problème je me suis engagé dans une discussion avec les membres et les dirigeants des deux organisations. Une conclusion importante des discussions est que les membres de ces organisations souffrent souvent d'un manque de sensibilisation à propos de leurs connaissances-compétences au niveau d'organisation du capital, et la connaissance des processus et des relations sociales avec leurs collègues dans l'organisation. Grâce à cette exposition, les idées novatrices, les opportunités et les intérêts communs des pairs sont sévèrement limités. Cela provoque des retards inutiles dans les projets inter-équipes, des goulots d'étranglement, et un manque de sensibilisation sur les possibilités de stages. Aussi, j'ai craqué le problème et je l’avais défini comme l'une des informations de fragmentation: Différentes informations sont stockées dans des bases de données disparates ou dans la tête des gens, exigeant un effort et de savoir-faire pour l'obtenir. (...) How can we become more aware of the sources of insight within human organisations? Rapid economical and technological changes force organisations to become more adaptive, agile and interdisciplinary. In light of this, organisations are seeking alternatives for traditional hierarchical communication structures that hinder bottom-up collaboration practices. Effective bottom-up methods require empowering members with access to the information and expertise they need to take qualified decisions. This is a complex challenge that involves organisational culture, IT and work practices. Failing to address it creates bottlenecks that can slow down business processes, hinder innovation and often lead to suboptimal and redundant work. For example, a 2014 survey of 152 Campus IT leaders in the US, estimated that 19% of the campus IT systems are redundant, costing US universities 3.8B$ per year. In aggregate, knowledge workers find the information they need only 56% of the time. With a quarter of knowledge workers total work time spent in finding and analyzing information. This time waste alone costs 7K$ per employee annually. Another example of the waste created is that newcomers and remote employees may take up to 2 years to fully integrate within their department. Furthermore according to extended surveys, only 28% of millennials feel that their current organizations are making ‘full use’ of the skills they currently have to offer and 66% expect to leave their organisation by 2020. Successfully resolving this challenge holds the potential to motivate organisation members, as well as enhance innovation and learning within it. The focus of this thesis is to better understand this problem by exploring the challenges faced by a university IT department and an interdisciplinary research center. Second, co-develop and implement a solution with these institutions, I describe their usage of the software tool we developed, outcomes and value obtained in these pilots. Third, test the effectiveness of the solution, and explore further applications and potential for a similar system to be used in a wider scale. To better understand the problem I engaged in discussion with members and leaders of both organisations. An important conclusion from the discussions is that members of these organizations often suffer from lack of awareness about their organisation’s knowledge capital—the competencies, knowledge of processes and social connections of their colleagues. Due to this exposure to innovative ideas, opportunities and common interests of peers is severely limited. This causes unnecessary delays in inter-team projects, bottlenecks, and lack of awareness about internship opportunities. I further broke down the problem, and defined it as one of information fragmentation: Different information is stored in disparate databases or inside people’s heads, requiring effort and know-how in order to obtain it. Following the conclusions of this analysis and state-of-the-art review, we have set together the goal to create a collaborative visual database to map the people, projects, skills and institutions for the IT department of Descartes University, and in addition, people, interests and internship opportunities within the CRI, an interdisciplinary research and education center. We have also conducted interviews, surveys and quizzes that ascertain that people had difficulties identifying experts outside their core teams. During the course of this thesis, I progressively addressed this challenge by developing two collaborative web applications called Rhizi and Knownodes. Knownodes is a collaborative knowledge graph which utilized information-rich edges to describe relationships between resources. Rhizi is a real-time and collaborative knowledge capital mapping interface. A prominent unique feature of Rhizi is that it provides a UI that turns text-based assertions made by users into a visual knowledge graph. (...)

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Dowse, Andrew Information Technology &amp Electrical Engineering Australian Defence Force Academy UNSW. "The diverse organisation : operational considerations for managing organisational information resources." Awarded by:University of New South Wales - Australian Defence Force Academy. School of Information Technology and Electrical Engineering, 2007. http://handle.unsw.edu.au/1959.4/38677.

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Sharing and exploitation of information resources across a diverse organisation can confer a significant competitive advantage but also can be a substantial challenge in coordinating across structural and specialisation boundaries. This challenge reflects the difficulties traditionally associated with lateral relations, which were recognised by classical organisational theorists but are more pronounced with the emergence of information as a critical resource. Notwithstanding the benefits of information sharing across the organisation, the classical concept of specialisation remains fundamental to organisational theory; thus there is potential for friction between requirements for specialisation and coordination. This research therefore examines information management arrangements to balance specialisation and coordination in a diverse organisation. The research takes advantage of organisational and systems theory literature to appreciate complex information management requirements in terms of differentiation/cohesion and integration/coupling of organisational elements. Information management???s business and technology perspectives define the conceptual framework, within which gaps in the literature are identified and become the focus of the research. The two key research areas are the opportunities enabled by technology for business integration through collaborative decision-making and the management of organisation-wide information technology infrastructure. Collaborative decision-making is an integrating mechanism that can provide balance between specialisation and coordination contingent upon the nature of decision tasks and their organisational context. Propositions associated with an adaptive approach to collaborative decision-making were tested in laboratory experiments, with positive support for the contingency model albeit constrained by individual cognitive variances. Organisations increasingly are adopting centralised approaches to the provision of IT services, with IT governance as an integrating mechanism and a need for multiple business-IT alignments to add value according to the differentiation required by organisational elements. Propositions relating to the adaptation of IT management arrangements based upon organisational characteristics were tested using a multi- iv -discipline approach, which resulted in support for the model although practical difficulties were experienced in the action research component. This research provides a framework for maintaining effective variety of information capabilities commensurate with the diverse organisation???s mission and environment, while also exploiting the synergies and economies of shared information resources for holistic benefits.

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Uden, Jacobus Cornelis van. "Organisation & complexity : using complexity science to theorise organisational aliveness /." [S. l. : s. n.], 2004. http://catalogue.bnf.fr/ark:/12148/cb39270773j.

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Mathe, Lucratia-Shandi. "Business transformation through organisational ambidexterity and organisational agility." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/64878.

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Purpose Ð Anchored on the theory of continuous change, the purpose of this research study is to offer relevant insights to businesses, by providing an informed case for business transformation facilitated by organisational ambidexterity and organisational agility. The constructs of ambidexterity and agility are explored and defined as business capabilities, resulting in a framework for the effective transformation of large and established organisations through an enhanced comprehension of organisational ambidexterity and agility. In the derivation of the framework, aspects enabling the Transformation through Ambidexterity and Agility framework are examined to provide clarity on how these interrelated competencies contribute to the overall performance of the business. Design/methodology/approach Ð Published empirical and research articles were reviewed to study the concepts of organisational ambidexterity and agility as critical factors contributing to business performance. Semi-structured interviews were conducted with 25 research participants to explore organisational comprehension, execution and enablement of ambidexterity and agility as business capabilities. Findings Ð Enhanced comprehension and execution of organisational ambidexterity and agility increases an organisationÕs ability to continuously and proactively respond to volatile market changes. Then with dexterity, speed and prudence, enable a continuous transient advantage. The commitment to continually transform the business through ambidextrous and agile strategies implies shifts at all levels of the organisation, starting with strategic leadership, down to the reward and motivation philosophy of the organisation. Practical implications Ð Business leaders should consider the combined enactment of ambidexterity and agility as dynamic capabilities that principally guide strategic, operational and portfolio activities. Fostering ambidexterity-agility enhancing capabilities is paramount to safeguarding a continuous successful integration of ambidexterity and agility as dynamic performance enhancing capabilities. Mini Dissertation (MBA)--University of Pretoria, 2017. nk2018 Gordon Institute of Business Science (GIBS) MBA Unrestricted

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Mataboge, Mofenyi Letlhogonolo. "Organisational spirituality : towards a construct for organisational ethics." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/24452.

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In the past few years we have witnessed the exposure of organisations that have exhibited unethical practices and individuals displaying far-reaching unethical behaviour that contributed to the recent economic meltdown. Seemingly paradigms that in the past served and governed organisational ethics have proven themselves inadequate for regulating organisational ethics. As a society witnessing these reprehensible actions we try to understand the logic of these actions and to find out whom we should blame. We also ask ourselves if there are no other approaches or perspectives that can change the contemporary logic governing organisations and ethics. Even new approaches presented seem to offer only a slightly remedying effect regarding the scandalous actions executed by organisational leader-founder(s) in the name of their organisations. Giacalone (2004:415) states that we are deluded as a society if we think that these scandalous actions will go away because organisations and organisational members are becoming more ethics friendly. This is because the root cause of these reprehensible actions has not been adequately dealt with in literature. Also, an alternative change agent that will provide a holistic framework for organisational ethics and will enhance intrinsic ethicality within organisations and individuals has not been sufficiently pursued within research. The purpose of this dissertation is to present organisational spirituality as an emerging construct and recognised phenomenon within organisational theory and ethics. More specifically the purpose of this study is to posit that (a) organisational spirituality is a better-suited construct and phenomenon to provide a holistic framework for governing organisational ethics and (b) applied organisational spirituality has the potential to enhance intrinsic ethicality in organisations and individuals. In order to present organisational spirituality as a transforming agent for organisational ethics, a literature review is conducted on organisational culture and organisational ethical constructs that have until recently been significant in serving and governing organisational ethics. Both organisational culture and organisational ethical constructs are problematised with regards to their relationship with unethical behaviours and organisational ethics. This is done in order to highlight the insufficiencies of current frameworks of organisational ethics and also to point out that organisational culture has proven itself to be inadequate in facilitating and maintaining good organisational ethics amongst individuals and organisations. The construct organisational spirituality is a holistic construct and phenomenon that is applicable to all organisational activities and aspects. Applied organisational spirituality accommodates the physical, emotional, rational and spiritual aspects of the individual. To improve the current organisational ethical situation facing organisations, organisational members, and the discipline of organisational ethics, conceptual ideas such as inner life, meaning at work, community, and higher order personal and organisational ethics that underlie the construct organisational spirituality are used to develop a conceptual framework that could significantly influence organisational ethics. The new framework is used to develop spiritual ethical values that can motivate intrinsic ethicality within the organisation and organisational individuals. The ramification of integrating organisational spirituality within organisational ethics is that through implementing conceptual ideas such as inner life, self-awareness, a sense of community, organisations and individuals have a sense of ethical transcendence that is motivated by awareness of self within a community of others. This dissertation also explores the construct spiritual leadership as a relevant leadership construct to facilitate and maintain organisational spirituality. The construct spiritual leadership embodies many value characteristics that are linked to effective leadership within the organisation. Since spiritual leader-founder(s) are also moral leaders spiritual leader-founder(s) play a significant role in promoting good organisational ethics through spiritual ethical values. Finally this thesis reviews case studies of organisations that have been successful through spiritual leadership. Case studies are reviewed to highlight and augment that organisational spirituality managed through spiritual leadership is a better-suited construct to accommodate the ‘whole’ person at work. Furthermore the case studies reviewed provide evidence that applied spirituality increases organisational and individual organisational potential such as organisational profitability, individual productivity, and that through self-awareness the organisation and individuals realise a higher order of organisational and personal ethics. Dissertation (MTh)--University of Pretoria, 2012. Dogmatics and Christian Ethics unrestricted

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Ables, Sharneigh. "The influence of organisational culture on organisational commitment amongst managerial and supervisory staff at a beverage bottling organisation in the Western Cape." University of the Western cape, 2016. http://hdl.handle.net/11394/5554.

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Magister Commercii (Industrial Psychology) - MCom(IPS) At present organisations are faced with considerable changes in the business environment due to globalisation illustrated through specialisation and individualisation in the workplace (Rastegar & Aghayan, 2012). To stay abreast of these changes, organisations attempt to gain competitive advantage within the competitive business environments they operate. The competitive advantage referred to is, enhancing the organisation's culture, so as to ensure the employees in the workplace stay committed (Acar, 2012). Dwivedi, Kaushik and Luxmi (2014) further add that organisation culture is a fundamental element to any activity in the organisation. The authors also purport that a good organisational culture, which yields self-actualisation needs such as capability development, empowerment, achievement and recognition leads to a greater level of commitment between employees. The inverse, that is, poor organisational culture, leads to lower levels of commitment with consequences such as increased employee turnover and lower productivity rates (Dwivedi et al., 2014). The purpose of this study was to examine the influence of organisational culture (sub-dimensions being, mission, involvement, adaptability and consistency) on organisational commitment (sub-dimensions being, affective commitment, normative commitment and continuance commitment). The sample was chosen by means of convenience sampling. Two hundred and thirty – six supervisory and managerial staff who were employed at a beverage company in the Western Cape partook in the study. Three questionnaires were utilised to collect the data namely, a self - developed biographical questionnaire, containing six items which was used to collect information pertaining to the demographics of the sample. The second questionnaire utilised was the Denison Organisational Culture Survey, which contained 60 items and the final questionnaire administered was Allen and Meyer's (1990) Organisational Commitment Questionnaire, which contained 24 items. The data was computed using the Statistical Programme for the Social Sciences (SPSS) software version 23 using a multiple regression technique, yielding the following results: The results indicated that a significant proportion of the variance in organisational commitment was explained by mission, involvement, adaptability and consistency. The most statistical significance predictors of organisational commitment were mission and consistency, however, mission contributed to the highest variance. Additionally, the results indicated that a significant proportion of the variance in affective commitment was explained by mission, involvement, adaptability and consistency amongst staff. Involvement, adaptability and mission were found to be significant predictors of affective commitment with involvement accounting for the highest variance. Furthermore, the results showed that a significant proportion of the variance in normative commitment was explained by mission, involvement, adaptability and consistency. Moreover, the most significant predictor of normative commitment was found to be consistency. Further findings found that a significant proportion of the variance in continuance commitment was explained by mission, involvement, adaptability and consistency amongst staff. Moreover, the results indicated that the most significant predictor of continuance commitment was mission. Lastly, limitations for the current study were presented and recommendations for future research and for the organisation were offered.

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Veloen, Monita. "The influence of paternalistic leadership on organisational commitment and organisational citizenship behaviour at selected organisations in the Western Cape Province." Thesis, University of the Western Cape, 2016. http://hdl.handle.net/11394/5274.

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Magister Commercii (Industrial Psychology) - MCom(IPS) Achieving organisational effectiveness and sustainable growth is the ultimate goal of organisations in their quest to deliver the services required by society. The achievement of organisational effectiveness is not a random event; organisations rely on their employees' ability to go the extra mile by exhibiting some organisational citizenship behaviours. In order to elicit organisational citizenship behaviours, organisations need leaders who can cultivate some commitment in employees which can arguably lead to the enactment of organisational citizenship behaviours. The culture of an organisation is often determined by the beliefs, values and behaviour of the leader. A paternalistic leadership style is likely to create a culture in which caring for subordinates is crucial, moral integrity is greatly esteemed and authority is respected. When this type of culture is evident in the organisation certain desirable behavioural patterns will come forth from the employees. The purpose of the current research study is to answer the question, "Does paternalistic leadership have a significant influence on organisational commitment and organisational citizenship behaviour among employees working in selected organisations in the Western Cape?". In order to answer the research question explaining the hypothesised relationships, the manner in which paternalistic leadership affect organisational commitment and organisational citizenship behaviour was discussed culminating in a theoretical model which was developed and tested in the present study. The study was conducted using employees drawn from selected organisations in the Western Cape Province of South Africa. The participants were asked to complete three questionnaires comprising the Paternalistic Leadership questionnaire developed by Cheng, Chou and Farh (2000); an adapted version of the Organisational Commitment questionnaire by Allen and Meyer (1991) and the Organisational Citizenship Behaviour questionnaire Podsakoff, Mackenzie, Moorman and Fetter (1990). Out of 300 questionnaires that were distributed to the employees, 230 (n=230) completed questionnaires were returned. Item and dimensionality analyses were conducted on all of the dimensions using SPSS version 23. Subsequently, confirmatory factor analysis was executed on the measurement models of the instruments used. The proposed model was evaluated using structural equation modelling (SEM) via the LISREL version 8.80 software. It was found that both the measurement and structural models fitted the data reasonably well. The results indicated positive relationships between benevolent leadership and organisational commitment; authoritarian leadership and organisational commitment; moral leadership and OCB; and organisational commitment and OCB. There was, however, no significant relationship between moral leadership and organisational commitment; benevolent and OCB. Due to the fact that a few studies on paternalistic leadership exist in South Africa this study adds to the board of knowledge on paternalistic leadership and how it affects employee commitment and OCB. The practical implications of the study and limitations are discussed as well as the direction for future studies.

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Nazarian, Alireza. "The mediating influence of leadership style and moderating impact of national culture and organisational size on the culture-effectiveness relationship : the case of Iran." Thesis, Brunel University, 2013. http://bura.brunel.ac.uk/handle/2438/8026.

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Organisational effectiveness has always been researchers’ main concern and interest over a long period of the time. Also, organisational culture as the main contributor of organisational effectiveness and its impact has attracted many scholars in different disciplines including organisational studies. While there is an extensive body of literature on the relationship between organisational culture and organisational effectiveness, many of the previous studies in this field have explored the direct relationship between specific culture domains and specific effectiveness measures and researchers have paid inadequate attention to mediators and moderators of the link between organizational culture and effectiveness. In fact, there is an absence of a comprehensive conceptual model of the culture-effectiveness relationship in the literature that includes the impact of mediators such as leadership style or moderators such as national culture and organisational size. Therefore, the purpose of this study is to investigate the mediating influence of leadership style and the moderating impact of national culture and organisational size on the culture-effectiveness relationship in private sector organisations in Iran. In order to achieve the research aim and objectives this study is preceded by a systematic review of the relevant literature that leads to the development of a comprehensive conceptual model. Data collected from different management levels of 40 private sector organisations in Iran by using a survey questionnaire with a design based on previous studies, and analysed using the statistical package for social sciences, SPSS V.18. A convenience sample of 1,000 respondents from various management levels of the organisations was established, in which 353 were returned on time to the researcher that create the response rate of 35.3 percent. This research in nature is quantitative, positivist and deductive and uses survey method by self-administered questionnaire because of its obvious advantages when it comes to versatility and speed. The results of this study show that there is a strong relationship between organisational culture, leadership style and organisational effectiveness and, in fact, leadership style is a partial mediator between all four organisational culture types and organisational effectiveness apart from the adhocracy culture type. Moreover, the findings of this study confirm the importance and major impact of national culture and organisational size as moderators on the relationship between organisational culture, leadership style and organisational effectiveness. This study makes several contributions one of which is the presentation of a comprehensive framework that that explains the importance and impact of leadership style as a mediator and national culture and organisational size as moderators on the culture-effectiveness relationship. Moreover, this study provides a novel contribution to the growing literature on the culture-effectiveness relationship in private sector organisations, particularly for developing countries such as Iran. Furthermore, the result of this study provides meaningful managerial implications and can be used as a guide for implementing organisational change including cultural or managerial styles to improve organisational effectiveness.

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Kyriakidou, Olympia. "Organisational identity and change : the dynamics of organisational transformation." Thesis, University of Surrey, 2001. http://epubs.surrey.ac.uk/723/.

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Ironside, James. "Towards a Model of Organisational Progression for Community-Led Regeneration Organisations." Thesis, University of Leeds, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.503288.

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Riley, Jordyn Amelia. "The Role of Recruitment Expectations and Organisational Trust in Volunteer Organisations." Thesis, University of Canterbury. Psychology, 2013. http://hdl.handle.net/10092/7620.

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Volunteer organisations provide significant value to society. However, limited research exists on ways through which volunteer organisations can manage the behaviour and attitudes of their volunteers. The main purpose of this study was to contribute to literature in this area by assessing the applicability of setting appropriate recruitment expectations and fostering organisational trust in the volunteer context. This was done by examining the influence of the relationship between pre-entry recruitment expectations and post-entry experiences of volunteers on levels of satisfaction, commitment, co-operative behaviour and turnover intentions. The influence of organisational trust on these variables was also assessed. Volunteers from a national non-profit organisation were given a survey of their expectations shortly after joining (and prior to undertaking any voluntary work), and then completed another set of measures two months later after participation in voluntary training and activities. Sampling resulted in 22 matched surveys between phase one and phase two. Results partially suggest that expectations and organisational trust are associated with volunteer satisfaction levels, and provide evidence indicating that further research in this area using a larger sample may reveal significant associations. Overall, the present study suggests that volunteer organisations can benefit from the appropriate management of recruitment processes and organisational trust, and provides a foundation for further research on this topic.

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Aiken, Mike. "Managing values : the reproduction of organisational values in social economy organisations." Thesis, Open University, 2002. http://oro.open.ac.uk/57702/.

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This thesis examines how quality social economy organisations reproduce their organisational values. The `social economy' sector is of growing importance in the European Union for employment and as a deliverer of public services. Others see social economy organisations as an important component of civil society: as advocates for the disadvantaged, as critics of social injustice, and as innovators of social changes (Korten 1990; Putnam 1993). These organisations are seen as distinctive in being independent of government and commercial enterprise, and because they are value-based. This study examined a crucial issue for social economy organisations: how they reproduce their distinctive values. The research examined six social economy organisations in the voluntary and cooperative sector in the UK using an exploratory case study strategy. Semi-structured interviews, documentary evidence and group discussions were used to illuminate the understandings of organisational actors. Organisations were chosen in a range that stretched from a worker co-operative operating in commercial markets; through to social enterprises using a mixture of public, private and charitable income streams; to charities using grants and government contracts. The study assumed a realist ontology. It drew from institutionalist and management culture theories informed by the not-for-profit research literature. The argument has been that economically orientated value-based organisations will face inevitable degeneration in the face of market pressures with a loss of their distinctive values (Webb 1930). A parallel argument has suggested that charitable organisations face threats to their independence from statutory funding regimes particularly with contracts for welfare services (Taylor 1990). This study suggests that a decline of values may occur, but that it is not inevitable, and shows some of the processes operating in social economy organisations which can enable and encourage the reproduction of values. These included integrated organisational structures which gave space to embed values in practise and enabled key values to influence decision-making processes.

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Parker, Martin. "Organisational culture in context : a study of management in three organisations." Thesis, Staffordshire University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.262037.

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Denton, John. "Organisational learning and organisational effectiveness in five major manufacturing companies." Thesis, Royal Holloway, University of London, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285451.

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Vo, Hong Nga, and vohongnga@hotmail com. "Nexus between organisational culture and IT implementation in Vietnamese organisations : a doctoral thesis." Swinburne University of Technology. Australian Graduate School of Entrepreneurship, 2005. http://adt.lib.swin.edu.au./public/adt-VSWT20060605.150040.

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In Vietnam, together with the renovation program known as Doi moi, promulgation of resolution 49/CP in 1993 and subsequently of directive 58 CT/TW in 2000 provided the incentive and resolve to use Information Technology (IT) as a driver of economic development and social advancement. Thus, IT was designated a national strategic priority. However, despite the Government�s efforts to implement IT, uptake and use of IT in organisations have been embryonic. Existing studies implied IT implementation in Vietnamese organisations to have been influenced in part by organisational culture factors traceable to the national culture. In light of these findings, the present study focuses on the relationships between organisational culture and IT implementation in Vietnamese organisations. Nine objectives were set for the study. The related research questions were focused on identifying the most common features of organisational culture in Vietnam, how respondents� and organisational characteristics were associated with organisational culture, the general level of IT implementation success in organisations, how respondents� and organisational characteristics were associated with IT implementation, and the nature of the relationship between a Vietnamese organisation�s culture and effectiveness of its IT implementation. In pursuing quantitative research methodology, a questionnaire was developed and subjected to a focus group scrutiny at the preliminary stage and then again prior to implementation to confirm the questionnaire�s suitability and applicability. Data, from 328 returned questionnaires, and the findings of the subsequent analyses were validated via semi-structured interviews and a panel of experts. To address the research questions, the data were subjected to a battery of statistical analysis tools, including descriptive, correlation, association, analyses of variance and factor analysis. The findings were then interpreted and the panel of experts used to confirm and better understand the findings and to offer extra insights. The majority of the organisations surveyed were characterised by the 'Elephant' organisational culture (OC) style that had elements of order, uniformity, rules and regulations and emphasis on stability. Most of these organisations were state-owned enterprises located in northern Vietnam. In number, these were followed by the �Tiger� OC organisations, comprising mainly private and foreign-owned organisations, especially those located in Ho Chi Minh City. These �Tiger� organisations stressed their operational efficiency, and externally positioned themselves toward winning competitive advantage and achieving market superiority. �Rabbit� characteristics, such as flexibility, creativity and innovation did not surface often within Vietnamese organisations. Most organisations surveyed claimed to enjoy a rather high level of IT implementation benefits, especially those relating to internal-focused aspects such as �Faster response time�, �Better communication & networking�, and �Higher quality of performance�. Finance related benefits of IT implementation were at the lowest level. Private and foreign-owned organisations had the highest level of both IT investment payoff and IT implementation benefits while state-owned organisations had the lowest on both measures. State-owned organisations also reported the most problems with IT implementation the most frequently, while foreign-owned organisations least often faced such problems. Exploration of the association between OC and IT implementation showed that 'Elephants� were significantly associated with lower levels of successful IT implementation, while �Tiger� organisations followed by �Rabbit� were significantly associated with higher levels of success. �Production-oriented� organisations indicated higher levels of IT investment payoff than �People-oriented� ones. Organisations with �entrepreneurial� characterisation were found to have high levels of IT implementation success. In light of the findings and their implications, recommendations were made for government, industry, business and research organisations. The recommendations are designed to foster improved uptake and use of IT in Vietnamese organisations through the process of 'Organisational Doi moi' (organisational renewal) as well as to enlarge the research base on socio-cultural aspects of IT to buttress such efforts.

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Diaz, Carlos Fernando Gomez. "Chilean organisational culture." Thesis, University of Liverpool, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.364111.

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Gill, Leanne Margaret. "Building organisational capability." Thesis, Queensland University of Technology, 2006. https://eprints.qut.edu.au/16234/1/Leanne_Gill_Thesis.pdf.

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Much has been written about the benefits to be derived from maximising organisational capability as a means of increasing competitive advantage, establishing human resource functions as a strategic partner and improving stakeholder satisfaction. However, there is very little in the research on how organisations build their organisational capability (OC). This thesis explores how developments in our understanding of strategic planning and human resource practices have contributed to a focus in organisations on building their organisational capability. The emergence of the resource-based theory of the firm, together with changes in human resource practices in job analysis, performance management and staff development has laid the foundation for organisational capability. A Model of Organisational Capability is proposed that explores how systems and processes can be aligned to maximize core organisational capability. Three research questions emerge from the literature and the Model: *How do organisations define their Strategic Intent Domain? *How can organisations define their Core OCs? *How do organisations embed their OCs into their Job Context, Organisational Systems and Knowledge Networks Enablers? These questions are explored by examining an Australian University utilising a participatory action research methodology. The study focused on how the organisation engaged senior managers to develop an organisational capability framework and agreed on a strategy to embed the capabilities in HR practice. As a result, this thesis presents a step-by-step process for organisations seeking to build their Core Organisational Capability. Practitioners wishing to maximize their organisational capability can draw on the Model of Organisational Capability, step-by-step process and contextual principles, to assist them to engage with the organisation to explore an organisational capability agenda.

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Gill, Leanne Margaret. "Building organisational capability." Queensland University of Technology, 2006. http://eprints.qut.edu.au/16234/.

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Much has been written about the benefits to be derived from maximising organisational capability as a means of increasing competitive advantage, establishing human resource functions as a strategic partner and improving stakeholder satisfaction. However, there is very little in the research on how organisations build their organisational capability (OC). This thesis explores how developments in our understanding of strategic planning and human resource practices have contributed to a focus in organisations on building their organisational capability. The emergence of the resource-based theory of the firm, together with changes in human resource practices in job analysis, performance management and staff development has laid the foundation for organisational capability. A Model of Organisational Capability is proposed that explores how systems and processes can be aligned to maximize core organisational capability. Three research questions emerge from the literature and the Model: *How do organisations define their Strategic Intent Domain? *How can organisations define their Core OCs? *How do organisations embed their OCs into their Job Context, Organisational Systems and Knowledge Networks Enablers? These questions are explored by examining an Australian University utilising a participatory action research methodology. The study focused on how the organisation engaged senior managers to develop an organisational capability framework and agreed on a strategy to embed the capabilities in HR practice. As a result, this thesis presents a step-by-step process for organisations seeking to build their Core Organisational Capability. Practitioners wishing to maximize their organisational capability can draw on the Model of Organisational Capability, step-by-step process and contextual principles, to assist them to engage with the organisation to explore an organisational capability agenda.

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Tuan, Nien-Tsu. "Towards an interactive management approach to performance improvement in bureaucratic organization." Doctoral thesis, University of Cape Town, 2002. http://hdl.handle.net/11427/14950.

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Bibliography: p. 213-220. Organization science is not a new discipline. However, it persistently attracts many researchers to explore new concepts for coping with the increasing complexity in our society. The exploration is in transition, from mechanistic doctrine to systemic and humanistic notions. The mechanistic view is still prevailing and playing a dominant role, but, owing to its increasing critics, appeals for renovation of mechanistic principle incessantly arise. The tendency induces diversified approaches for intervening in the situation of bureaucratic context. This research investigates the features of organization from three angles - on the one hand, the structure and process (functional) aspects, and on the other, the purposeful behaviour of humans. Many works see the three components as separate, and deal with them accordingly. However, we contend that the three aspects are interrelated and that they should be integrated. The integration suggests that multiple views of organization are adequate because it embodies the attributes of purposeful behaviour and functional characteristics. Problems within an organization can be seen as the mutual influence of these parts. They can mutually aggravate and impede the performance of an organization. On the one hand, we contend that bureaucratic organization is inadequate, owing to its fragility in functional components of processing information to adapt to environment change. On the other hand, its rigid essence causes an inability to deal with human dimension problems. The problematical elements present a systemic relation. In turn, we attempt to explore the essence of organization's complex problems. The exploration concludes that both complexity and problems are cognitive phenomena. The illustrations suggest that the unearthing of organization problems should be grounded in the 'interaction' and 'consensus' 'model interchanging' of stakeholders. Based on this idea, we propose an intervention framework for diagnosing pathological pattern within bureaucratic organization. The framework is applied to one of South Africa's biggest local governments (the City of Tygerberg). The research result shows that the most significant problem within the City of Tygerberg is in the information-processing subsystem- associator. Besides, the 'mental pathology' locates on the 'sink' stage of the structured problem model.

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Sudjadi, Achmad. "Leadership styles, organisational commitment, and job satisfaction in normative and utilitarian organisations." Thesis, University of Liverpool, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.417297.

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Jacobs, Aimee. "Assessing organisational readiness for enterprise social media introduction in information intensive organisations." Thesis, University of Reading, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.603504.

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In recent years, the use of social media tools has grown significantly in our personal lives as a preferred method of communicating and connecting with others. Consequently, organisations have begun to introduce these tools to facilitate communication, cooperation, collaboration and connections. Despite the benefits that early adapters have gained, many organisations have been slow to adopt. The reasons for slow adoption include policies and procedures that inhibit change, privacy and security issues, and organisational culture. Additionally, organisations struggle with how to use the tools, measure the effectiveness and fail to realise their potential benefits. Thus, a key issue for organisations is the lack of preparedness prior to introducing enterprise social media tools. However, it is difficult for organisations to assess their level of readiness for enterprise social media, because a method or tool to produce an assessment of their readiness was non-existent. This limitation is addressed by investigating organisational readiness within information intensive organisations. Organisational Semiotics was adopted as an approach to identify the organisational readiness factors for enterprise social media to ensure that the social and technical relationships were considered in the solution. The readiness factors identified were resources (human, financial and technical), organisational climate (culture and awareness), new processes, values, discrepancy, benefit, management support and organisational controls (security! privacy, policies and procedures, accountability, communication procedures, and fall back). Additionally, a stages of growth model has been used to investigate the organisational environment and identify the phases in which enterprise social media is introduced in an organisations. The outcome of this is a readiness assessment method for organisations to introduce ESM. The results will indicate areas of improvement and can be used by organisations to build a strategic plan to introduce enterprise social media

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Solomons, Cecily. "Organisational discourses : electronic windows on the work of HIV/AIDS-care organisations." Thesis, Stellenbosch : University of Stellenbosch, 2011. http://hdl.handle.net/10019.1/6745.

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Thesis (MPhil (General Linguistics))--University of Stellenbosch, 2011. Bibliography ENGLISH ABSTRACT: This thesis is interested in textual features of websites which cover the same kind of content, but represent different organisations and address different kinds of audiences. Specifically, it investigates how information on HIV/AIDS is multimodally represented on the webpages of two non-governmental organisations (NGOs) and two governmental organisations. First, the websites of the national Department of Health and of a provincial Department of Health (Western Province) are scrutinised. Second, the websites of the Treatment Action Campaign (TAC) and Avert, NGOs with a special interest in the prevention and treatment of HIV/AIDS in southern Africa, are investigated. The aim of the research is to consider aspects of layout, the use of multimodality, and the introduction of selected themes and concerns foregrounded in the selected websites. The focus of the thesis is on the transmission of information, particularly through the electronic media, by investigating multimodal elements (language, images, sound, colours) and the layouts of websites, in order to identify possible interpretations which the intended audiences may afford the various texts. The analysis of the sites relies theoretically on the metafunctions developed by Halliday (1985) in his systemic functional linguistic framework. It also refers to an extension of Halliday’s work developed to allow multimodal discourse analysis that considers aspects of visual design and placement, developed by Kress and van Leeuwen (1996, 1998) and Kress (2003, 2005). These approaches focus on text, multimodal elements, the placements thereof on a page as well as the coherence between design of layouts and communicative modes that intend to send a convincing and meaningful message. The thesis also refers to Critical Discourse Analysis in that it considers matters of language and power in internet based communication. It seems that the governmental sites are set up with an audience in mind who needs to be informed on policy matters, while the NGO sites are set up with a more vulnerable audience in mind. One kind of web-communication is likely to alienate the exact people who should be receiving state support and treatment in the face of HIV/AIDS. Another is aimed more at supporting activism against the perceived lethargy of the state. A third supports various charities that reach out to communities where HIV-infection rates are particularly high. The interpretation of multimodal pages requires knowledge of website design for educational purposes as well as information on usage of the internet to get sufficient information. Further, access of the intended audience to electronic communication needs to be considered as this will determine whether the seriousness of the illness and possible prevention or treatment, is well communicated, especially to those who have been identified as most vulnerable to new infection. The thesis finds that electronic communication cannot be the first step to circulating information related to HIV/AIDS. Non-governmental and governmental institutions are still dependent on other forms of media than websites, thus on the printed media, radio and television, and on campaigns or community based projects to communicate with particular audiences. Electronic communication is complex in that it works with various modes (visual, verbal, audial) and requires some technical sophistication from producers and receivers of texts. Theories of communication and discourse analytic methodologies can assist in our understanding of how the internet succeeds or fails in circulating critical health care information. However, to gain a reliable understanding of how the internet functions in transmitting HIV-information to all interest groups, received knowledge of other areas of scholarly interest in health care communication, such as multilingualism, sociology, anthropology, behavioural sciences, cognitive psychology or brain research elaborations, would eventually have to be considered as well. AFRIKAANSE OPSOMMING: Hierdie tesis stel belang in tekstuele kenmerke van webwerwe wat dieselfde tipe inhoud weergee, maar verskillende organisasies verteenwoordig en verskillende tipes gehore aanspreek. Dit ondersoek spesifiek hoe inligting oor MIV/Vigs multimodaal op die webbladsye van twee nie-regeringsorganisasies (NRO’s) en twee regeringsorganisasies aangebied word. Die webwerwe van die Nasionale Departement van Gesondheid en die Provinsiale Departement van Gesondheid (Wes-Kaap) word eerstens noukeurig ondersoek. Tweedens word die webwerwe van die Treatment Action Campaign (TAC) en Avert, NRO’s met spesiale belang in die voorkoming en behandeling van MIV/Vigs in suidelike Afrika, ondersoek. Die doel van hierdie navorsing is om oor aspekte van uitleg, die gebruik van multimodaliteit en die invoering van spesifieke temas en sake wat op die geselekteerde webwerwe beklemtoon word, na te dink. Die tesis se fokus in op die oordrag van inligting, veral deur die elektroniese media, deur multimodale elemente (taal, beelde, klank, kleur) en die uitleg van webwerwe te ondersoek, om sodoende verskillende moontlike interpretasies wat die bestemde gehoor aan die verskeie tekste mag heg, te identifiseer. Die analise van die webwerwe steun teoreties op die metafunksies wat deur Halliday (1985) ontwikkel is in sy grammatikale raamwerk, Systemic Functional Grammar. Dit verwys ook na ’n uitbreiding op Halliday se werk, wat deur Kress en Van Leeuwen (1996, 2005, 1998) en Kress (2003) ontwikkel is om multimodale diskoersanalise toe te laat wat aspekte van visuele ontwerp en plasing oorweeg. Hierdie benaderings fokus op teks, multimodale elemente, die plasing daarvan op ‘n bladsy en die koherensie tussen die ontwerp, uitleg en kommunikatiewe modusse. Dit kyk na hoe hierdie elemente saamwerk om ’n oortuigende en betekenisvolle boodskap uit te stuur. Hierdie tesis verwys ook na aspekte van Kritiese Diskoersanalise wat betrekking het op kwessies van taal en mag in internetgebaseerde kommunikasie. Dit kom voor asof die regeringswebwerwe ontwerp is met ’n gehoor in gedagte wat oor beleidskwessies ingelig moet word, terwyl die NRO-webwerwe ontwerp is met ’n meer weerlose gehoor in gedagte. Lg. gehoor word ingelig oor die siekte en behandelingsmoontlikhede eerder as beleid. Een soort web-kommunikasie sal waarskynlik dié mense wat juis regeringsondersteuning teen MIV/Vigs behoort te ontvang, vervreem. ’n Ander soort is meer daarop gerig om aktivisme teen die staat se vermeende traagheid te ondersteun. ’n Derde soort kommunikasie ondersteun verskeie liefdadigheidsorganisasies wat uitreik na gemeenskappe waar MIV-infeksiekoerse besonder hoog is. Die interpretasie van multimodale webwerwe vereis kennis van webwerf-ontwerp vir opvoedkundige doeleindes asook inligting oor die gebruik van die internet om voldoende inligting te bekom. Verder moet die bestemde gehoor se toegang tot elektroniese kommunikasie in ag geneem word, aangesien dít sal bepaal of die erns van die siekte en moontlike voorkoming of behandeling, goed weergegee word, veral aan dié wat s besonder blootgestel is en dus hoë risiko loop vir nuwe infeksie. Die tesis bevind dat elektroniese kommunikasie nie die eerste stap kan wees in die proses om inligting oor MIV/Vigs te sirkuleer nie. Nie-regerings- en regeringsorganisasies is steeds afhanklik van ander media as webwerwe, soos drukmedia, radio, televisie en veldtogte of gemeenskapsgebaseerde projekte, om met bepaalde gehore te kommunikeer. Elektroniese kommunikasie is kompleks omdat dit met verskeie modusse (visueel, verbaal, oudio) werk en tegniese sofistikasie van vervaardigers en ontvangers van tekste vereis. Teorieë van kommunikasie en diskoersanalise-metodologieë kan ons insig in hoe die internet daarin slaag (of nie) om belangrike gesondheidsorginligting te versprei. Om egter ’n betroubare begrip vir die werking van die internet as verspreider van MIV-inligting aan alle belange-groepe te verkry, moet kennis van ander areas van belangstelling in gesondheidsorg-kommunikasie, soos veeltaligheid, sosiologie, antropologie, gedragswetenskappe, kognitiewe psigologie of brein-navorsing, ook uiteindelik oorweeg word.

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Osborne, Jeremy. "Extending knowledge management beyond organisational borders – barriers for South African construction organisations." Master's thesis, Faculty of Engineering and the Built Environment, 2020. http://hdl.handle.net/11427/32907.

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Previous research raised the question of why South African organisations do not extend their Knowledge Management (KM) practices beyond their organisational borders. Therefore, there is a need to examine the barriers faced by construction organisations when trying to extend KM activities beyond organisational borders towards encouraging the South African construction sector to improve upon its collective KM maturity. This research utilised a quantitative approach which initially examined the available literature on the topic of Knowledge Management and the barriers found inhibiting its implementation. From this knowledge a survey instrument was developed and circulated to 499 construction professionals based in South Africa to elicit their opinions on Knowledge Management, extending KM activities beyond organisational boundaries and the barriers potentially inhibiting these activities. A total of 93 usable data sets were received and subjected to statistical analysis. This research found that there was a clear positive opinion towards KM and to extending these activities beyond organisational borders. The perception that by extending KM activities beyond organisational borders may negatively impact the organisations competitiveness is still prevalent and is a barrier to extending KM activities beyond organisational borders. Further it was found that the lack of time allocated to KM activities was an inhibitor to KM activities bother internally and from extending these KM activities beyond organisational borders. However, the amount of training given on KM and support of management was only found to be of significant concern in the less mature organisations and therefore may inhibit KM activities but were not a clear inhibitor to extending these activities beyond organisational borders. Continuity in the makeup of project teams was identified as a potential route to improve project performance and the current contracts utilised in the sector did not appear to currently impact knowledge sharing. Encouragingly it was found that knowledge was not withheld by employees to improve job security and further the challenges faced by multiple languages being spoken in the project environment and in coordinating TMO's did not register as significant inhibitors to knowledge sharing. This research's findings show that professionals in the South African construction sector have a positive opinion towards KM and extending these activities beyond organisational borders. Barriers do exist in the sector that are inhibiting knowledge managements implementation and growth, however by highlighting these issues it is possible for organisations to overcome the challenges faced, grow their knowledge management maturity and extract the most out of the strategies implemented. Based on these findings, the study recommended that there is a need to establish partnerships and longstanding relationships which foster knowledge transfer to overcome the negative perception that extending knowledge management activities beyond organisational borders may negatively impact competitiveness. This research was limited by the response rate to the survey circulated being low with only 93 valid data sets in the sample for statistical analysis. Further most respondents to the survey were from small and micro organisations who had low KM maturities and therefore the results for this research cannot claim to represent the construction sector of South Africa as a whole.

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Tan, Chekfoung. "Organisational semiotics inspired abductive methodology in developing information architecture for healthcare organisations." Thesis, University of Reading, 2016. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.694644.

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Morris, Charlotte L. "Leadership in charitable non-government organisations (NGOs) : integrating individual and organisational beliefs." Full text available, 2006. http://adt.curtin.edu.au/theses/available/adt-WCU20070511.111236.

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Morris, Charlotte Lucy. "Leadership in charitable non-government organisations (NGO's): Integrating individual and organisational beliefs." Thesis, Curtin University, 2006. http://hdl.handle.net/20.500.11937/1815.

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The exploration of the four key themes of leadership, spirituality, ethics and values and their relationship between and with employers and employees in human service charitable NGOs in Perth, Western Australian, provided the main purpose for the current research. In addition, the purpose included examining the impact of charities operating as if they were for-profit businesses; the impact of faith and secularity on the work of charities; and possible gender differences arising from the themes within this context. The qualitative research was undertaken using hermeneutic phenomenological methodology; however, feminism, post-modernism and narrative practices were used to elicit additional perspectives from the resulting material. The current research used a broad-ranging, multi-disciplinary approach, thus encompassing a literature review of the philosophical, ethical, psychological, theological and anthropological disciplines as it tracked some of the material’s substantial heritage. Additionally, the research focussed on the experience of charitable workplace cultures which provide the context for the delivery of human services, and discussed the current charitable human services paradigm. A total of 46 individuals from 8 different charities participated through in-depth interviews. They included organisational leaders, management and front-line workers who provided collectively and individually a rich mine of material for exploration and discovery from which to unravel the essence of the responses.The emerging conclusions provide the capacity to view the charitable organisation from a gendered perspective, as female, thus reflecting the profile of the workforce; while also uncovering substantial discrimination and inequity in employment conditions. Leadership styles were gendered, as were the discourses on ethics, values and spirituality. Organisational size was a key factor in determining values and changing perspectives matched more closely, the business paradigm. The faith and secularity of each NGO also presented opportunities to map organisational intention around leadership, spirituality, ethics and values such that further research opportunities have been highlighted across the results.

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Morris, Charlotte Lucy. "Leadership in charitable non-government organisations (NGO's): Integrating individual and organisational beliefs." Curtin University of Technology, Curtin Business School, 2006. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=17015.

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The exploration of the four key themes of leadership, spirituality, ethics and values and their relationship between and with employers and employees in human service charitable NGOs in Perth, Western Australian, provided the main purpose for the current research. In addition, the purpose included examining the impact of charities operating as if they were for-profit businesses; the impact of faith and secularity on the work of charities; and possible gender differences arising from the themes within this context. The qualitative research was undertaken using hermeneutic phenomenological methodology; however, feminism, post-modernism and narrative practices were used to elicit additional perspectives from the resulting material. The current research used a broad-ranging, multi-disciplinary approach, thus encompassing a literature review of the philosophical, ethical, psychological, theological and anthropological disciplines as it tracked some of the material’s substantial heritage. Additionally, the research focussed on the experience of charitable workplace cultures which provide the context for the delivery of human services, and discussed the current charitable human services paradigm. A total of 46 individuals from 8 different charities participated through in-depth interviews. They included organisational leaders, management and front-line workers who provided collectively and individually a rich mine of material for exploration and discovery from which to unravel the essence of the responses. The emerging conclusions provide the capacity to view the charitable organisation from a gendered perspective, as female, thus reflecting the profile of the workforce; while also uncovering substantial discrimination and inequity in employment conditions. Leadership styles were gendered, as were the discourses on ethics, values and spirituality. Organisational size was a key factor in determining values and changing perspectives matched more closely, the business paradigm. The faith and secularity of each NGO also presented opportunities to map organisational intention around leadership, spirituality, ethics and values such that further research opportunities have been highlighted across the results.

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Buckle, Cecelia Hestel. "Empowerment, organisational commitment and job satisfaction within a chemical organisation / Penny Buckle." Thesis, Potchefstroom University for Christian Higher Education, 2003. http://hdl.handle.net/10394/377.

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Work is considered to be a necessary and unavoidable part of human existence. As South Africa continues to be exposed to global economics, social and political changes, the international arena demands increased speed, efficiency and customer focus at reduced costs. In order to achieve these demands, organisations are demanding more from their employees than ever before. Employees must learn to take initiative, be creative and accept responsibility. Each employee's full potential is needed on every level in an organisation. Employee empowerment is a concept that has been the subject of research for over 50 years. It generally shows that despite an increasing popularity of the "employee empowerment movement", very few companies today are truly empowered and programs intended to empower meet with very little success. Furthermore, empowerment, together with the strategies for implementing it, is far from being a simple "quick fix". Employee empowerment is multidimensional -no single set of contingencies can describe it. It actually encompasses a very complex and multifaceted continuous process, with its roots in the changing social, economic, and political structures of society. The objective of this study was to conceptualise empowerment from both a situational (contextual) and psychological (motivational) perspective. From a situational perspective it investigated the relationship of psychological empowerment with contextual factors such as leadership. From a psychological perspective it investigated and measured the four cognitions that provide employees with a sense of empowerment. Furthermore it explored the possible relationship between psychological empowerment, leader empowering behaviour, organisational commitment and job satisfaction on the one hand, as well as the extent to which psychological empowerment and leader empowering behaviour predict organisational commitment and job satisfaction, on the other hand. The relevance of this to the organisation was to determine whether there is a difference in these variables between employees, departments, tenure and age groups and if these situational variables predict psychological empowerment. The research group was composed of 137 employees within a chemical organisation. They completed several questionnaires. The research results of the empirical study were reported and discussed according to the empirical objectives. The descriptive statistics and the internal consistency of the measuring instruments for the total population were highlighted. Thereafter the reliability and validity of the measuring instruments were discussed. The results of the empirical study indicated that a positive level of psychological empowerment, leader empowering behaviour, organisational commitment and job satisfaction exists within this organisation. Results indicated that statistically significant differences exist in organisational commitment between tenure and various age groups. It furthermore indicated that there were statistically significant differences in psychological empowerment between different age groups. No statistically significant differences between the different qualification levels were observed in psychological empowerment, leader empowering behaviour, organisational commitment and job satisfaction. Results furthermore indicated statistically significant differences in leader empowering behaviour between various organisational levels of employment and within various departments. Statistically significant differences do exist in job satisfaction between various organisational levels of employment, although no statistically significant differences were reported with regard to various departments. With regard to differences between various organisational levels of employment and various departments, no statistically significant differences were experienced in psychological empowerment and organisational commitment Positive correlation, with a medium to a large effect, were reported between (a) psychological empowerment and leader empowering behaviour, organisational commitment and job satisfaction, (b) leader empowering behaviour and job satisfaction, and (c) organisational commitment and job satisfaction. Concerning the predictive value of the constructs, the findings indicate that psychological empowerment and leader empowering behaviour predict organisational commitment and job satisfaction. Based on the above results recommendations were made. These recommendations emphasise the importance of integrating both situational and psychological perspectives to enhance empowerment to the benefit of both the individual and the organisation. Thesis (M.A. (Industrial Psychology))--Potchefstroom University for Christian Higher Education, 2003.

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Riise, JÃƒÂ¸rn Hakon. "An examination of the relationship between organisational learning and organisational identity." Thesis, Henley Business School, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.444689.

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Yavuz, Cagla. "The role of organisational habitus in organisational responses to institutional complexities." Thesis, University of Southampton, 2017. https://eprints.soton.ac.uk/413890/.

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The aim of this doctoral study is to gain insight into the role of organisational habitus in organisational responses to institutional complexities from a process relational perspective. The study seeks for a better understanding of organisations’ experience of, and subsequent responses to institutional complexities, by undertaking multi-level examination, focusing on the inter-institutional societal, field level and organisational level dynamics of the process, and placing emphasis on the role of distinct characteristics of organisations stemming from their historical origins (habitus). Relying on constructivist paradigm, I employed cross-cultural comparative study by comparing data derived from six different universities, situated in different socio-political fields, namely, Turkish, Canadian and UK contexts, aiming to delineate variations in field level institutional complexities and subsequent response patterns. The findings of this study are based on 113 interviews, two meeting observations and one focus group, as well as macro and meso level documentary data. Comparing the six universities situated in different contexts revealed that when complexities were experienced as a challenge or ‘conflicting’, universities were more likely to compartmentalize their practices by separation of formal structures and external parts from their internal organisational core. However, when complexities caused by the demands of market logic were perceived as ‘compatible’ with their own organisational resources, dispositions and strategic focus, identifying the demands of newly coming institutional logics was seen as an opportunity for status extension, and to distinguish themselves from their rivals. These universities were more likely to assimilate new, and augment existing practices aligned with the demands of market logic, or to enact with ‘acquisition’ strategy. Moreover, by experiencing the demands of market logic as ‘complementary’, and identifying institutional complexities as an opportunity for ‘status reconfiguration’, such universities were more likely to develop synthesizing strategy by combining and layering practices taken from market logic with their core identity and practices. The contributions of this research are multiple: First, employing cross-comparative research design, my study advances the research on institutional complexity by linking inter-institutional societal, field level and organisational level dynamics, demonstrating the recursive relationship between these dynamics to provide a better understanding of the dynamics of organisational responses. By undertaking multi-level examination of the dynamics of organisational responses through the concept of habitus, which is a powerful concept in linking meso to macro level analysis reciprocally, I provide deep insights in understanding organisational response strategies to institutional pressures in a more systematic way. Second, linking intra-organisational and macro level analysis by unpacking the mechanisms through which managerial interpretations of institutional complexity are influenced by wider social beliefs could contribute to institutional logics and behavioural theory in the firm literature. Third, by showing variations in field level institutional complexities in the same fields, situated in different national contexts, and their organisational level implications, this study complements recent works which suggest co-existence of institutional logics produces both competitive and cooperative tensions. Finally, this study provides a number of research implications for academics and practical insights for practitioners, including university managers and policy makers.

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Burns, Richard A. "Exploring the effects of employee and organisational characteristics on two models of employee well-being within an organisational health research framework." University of Southern Queensland, Faculty of Education, 2008. http://eprints.usq.edu.au/archive/00006182/.

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[Abstract]Research within clinical, organisational and community contexts, generally equates an individual’s sense of well-being with the absence of adverse psychological states.More recently, proponents of ‘positive psychology’ have drawn attention to positive affective states, like happiness and joy. The focus on affective states relates to a Subjective Well-Being (SWB) approach to well-being. In contrast, a Psychological Well-Being (PWB) approach considers the role of mastery and efficacy beliefs, asense of autonomy and positive relatedness with others, as separate dimensions that are related to SWB. Two studies tested the hypothesis that two affect dimensions ofSWB, Positive (PA) and Negative (NA) Affect, were independently related to PWB.In both studies, factor analysis differentiated between items from two SWB and PWB measures, whilst correlations between the well-being factors were moderate. Apreliminary study reported PWB to be a significant predictor of SWB after controlling for Demographics and Negative Life Events. A lack of association between Negative Life Events and PA suggests independent effects for two broad SWB dimensions. Using an Organisational Health Research Framework (OHRF), a study of high-school teachers further controlled for a five-factor model of personality and both Positive and Negative Organisational Climate. PWB was still identified as a significant predictor of SWB after controlling for demographic, organisational climate and personality variables. Independent effects on positive and negative SWBdimensions were also identified. Assessing change of both dependent and independent variables with two waves of data supported the independence of SWB outcomes and the strong effect of PWB on SWB across time. Higher levels of PWBwere mostly related to better SWB outcomes (lower negative and higher positive SWB states). Although the OHRF proposes reciprocal effects of employee wellbeingand personality on perceptions of climate, the strongest effects were those reported whereby organisational climate and individual characteristics, being mostly independent of each other, strongly predicted employee SWB within and across waves. Implications for future employee well-being research are that organisational interventions need to address reducing negative and improving positive facets of the organisation. Individual interventions which promote PWB components would appear to be a most important avenue by which to improve employee SWB, by reducing NA and improving PA states.

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Kingswood, Martha. "Being organisationally changed : exploring with NHS professional staff the impact of organisational change." Thesis, University of Essex, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.617078.

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Organisational change within the NHS is a familiar event. This study explored the impact it has on staff in a clinical setting , and focuses on how staff experience such change. The study took place in two Child and Adolescent Mental Health Services, in two separate NHS Trusts in England. The exploration is qualitative, using grounded theory, and data collection is through semi-structured individual interviews completed at two points in time: the initial principal interview, and a follow up interview. Sampling is purposive and focused on staff within multi-disciplinary teams providing front-line clinical services. The study took place across two NHS Trusts to enhance reflexivity of the researcher, and methodological rigour. The interviews were audiorecorded and transcribed verbatim. The transcripts were analysed using grounded theory, underpinned by a social constructionist epistemology. A sample of 11 professional clinical staff members across two NHS Trusts volunteered to participate in the study, each completing two interviews. The findings are derived from 22 extended interview transcripts. Analysis of the data generated led to the conceptualisation of a process of being organisationally changed impacting on individuals' work identity and sense of self. There was a perceived mismatch between clinical and organisational values leading to incongruence, and re-valuing . Through the processes of deprofessionalisation and deskilling , participants experienced loss and diminishment of identity, and a process of becoming indistinct, culminating in a grieving of identity. Emergence from this was conceptualised as a process of reconciliation, which took the form of either accepting a sub-identity, or finding a way of preserving aspects of professional identity within organisational constraints. The process of being organisationally changed is developed and discussed, with use of illustrative data extracts. The findings illustrate the ways organisational change can impact on the "human dimension", as experienced by participants. This study contributes to an in depth exploration and understanding of organisational change impact on NHS clinical staff.

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Rankonyana, Lawrence. "An analysis of the effect of organisational capacity on organisational performance in project implementation : case of the Organisation of Rural Associations for Progress (ORAP)." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96698.

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Thesis (MPA)--Stellenbosch University, 2015. ENGLISH ABSTRACT: In this study, organisational capacity is considered as the sum of organisational capabilities to perform functions that will deliver expected levels of performance; suggesting that organisations must be enabled to solve problems, set and achieve objectives, learn and adapt operations to attain set goals. Therefore, this research analyzes various capacity options necessary for the proper functioning of the organisation in line with the Frederickson’s capacity model which considers capacity in terms of leadership and vision, management planning, fiscal planning and practice and operational support. The analysis is done in an organisational context (the Organisation of Rural Association for Progress - ORAP) in order to develop a practical understanding of capacity implications in projects implementation activities. In order for organisations to produce efficient, effective, financially viable and relevant performance, there must be a matching level of investment towards capacity development. In this research, information obtained from interviews and group discussions indicated that organisational capacity has a direct effect on the quality and time spent on a single project. In addition, project activities must satisfy specific project objectives, as well as the strategic objectives of the organisation to ensure that performance is consistent with project requirements and at the same time steer the vision of the organisation forward. Community participation should be prioritised because it is important to make sure that project implementation becomes a consultative process that would produce the required outcomes in terms of project value to the community and empowerment through training and experience to community members. It is also important to adequately fund projects and provide the right infrastructural facilities, in order to enable the smooth flow of the project implementation process. AFRIKAANSE OPSOMMING: In hierdie studie word organisatoriese kapasiteit beskou as die samevoeging van organisatoriese vermoëns om funksies uit te voer wat verwagte vlakke van werkverrigting sal lewer; wat suggereer dat organisasies die geleentheid gebied moet word om probleme op te los, doelwitte uiteen te sit en te bereik, werksaamhede te leer en aan te pas om bepaalde doelwitte te bereik. Derhalwe, analiseer hierdie navorsing verskeie kapasiteitsopsies wat nodig is vir die behoorlike funksionering van die organisasie in ooreenstemming met Frederick se kapasiteitsmodel wat kapasiteit in terme van leierskap en visie, bestuursbeplanning, fiskale beplanning en praktyk, en operasionele ondersteuning vooropstel. Die analise word gedoen in ’n organisatoriese konteks (die Organisasie vir Landelike Ontwikkelingsassosiasie – OLOA) ten einde ’n praktiese begrip van kapasiteitsimplikasies in die implementering van aktiwiteite van projekte te ontwikkel. Vir organisasies om doetreffende, effektiewe, finansiëel haalbare en relevante werkverrigting te lewer, moet daar ’n ooreenstemmende beleggingsvlak vir kapasiteitsontwikkeling wees. Inligting wat verkry is tydens navorsing vanuit onderhoude en groepbesprekings het aangedui dat organisatoriese kapasiteit ’n direkte effek het op die kwaliteit en tyd wat gewy word aan ’n enkele projek. Daarby moet projekaktiwiteite spesifieke projekdoelwitte verwesenlik, asook strategiese objekte van die organisasie om te verseker dat werkverrigting niestrydig is met projekvereistes en om terselfdertyd die visie van die organisasie uit te dra. Gemeenskapsdeelname behoort voorkeur te kry, want dit is belangrik om te verseker dat projekimplementering ’n advieserende proses word wat die vereiste uitkomste in terme van projekwaarde vir die gemeenskap en bemagtiging deur opleiding en ervaring van gemeenskapslede na vore sal bring. Dit is belangrik om projekte genoegsaam te befonds en die regte infrastrukurele fasiliteite te verskaf om die die gelykvloeiendheid van die proses van projekimplementering moontlik te maak.

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Baillie, Tamara Lee. "Getting development organisations right for women : gender policy and organisational culture at AusAID /." Title page, contents and abstract only, 1998. http://web4.library.adelaide.edu.au/theses/09AR/09arb157.pdf.

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