This thesis discusses the extent to which non-governmental organisations (NGOs) operating in postcolonial countries work with religious institutions to promote social and economic development. Through postcolonial theory, and by using a qualitative approach combined with a critical methodology, this thesis will examine the relationship between particular NGOs and religion in the countries in which they operate. More precisely, this thesis will consider whether it is helpful, or a hindrance to development if NGOs work cooperatively with religious leaders and institutions.

Student Number : 8906043R - MSc research report - School of Architecture and Planning - Faculty of Engineering and the Built Environment / This study engages with community participation in post-apartheid South Africa, in an attempt to discern participation approaches that might enhance development in the upgrading of informal settlements within the Metropolitan Cities. The research attempts to come up with an intervention strategy that incorporates participation of Community- Based Organisations, Community leaders and society into informal settlement interventions in South Africa. It reviews the South African framework and structures for informal settlement community participation (including civic organisations, other community-based organisatios, and elected statutory representation). It then examines to what extent lessons from the International literature review 2003 study conducted by Thabelo Nethenzheni may be relevant to the South African situation.

The Network of European Museum Organisations (NEMO) was founded in 1992 withthe goal of facilitating cooperation between museums in Europe. Today, the networkworks closely with the European Union to advocate for museum professionals on aEuropean level. Its members, museums and museum organizations from countries in theCouncil of Europe, are heavily encouraged to take initiatives to improve jointinternational efforts. The repeated contacts of NEMO with the EU as well as their workto bring European museums together raise the question of the promotion of Europeanvalues and European identity: the hypothesis is that, in statements on the organization’swebpage, themes and patterns that coincide with the construction and defense ofEuropean identity will appear. To what extent does NEMO advocate for a Europeanidentity? How does it relate cultural heritage to European identity, and how is this relationrepresented in their dialogue with the EU? To answer the research questions, a qualitativedata analysis was conducted. This revealed, throughout the material, multiple instancesof NEMO reinforcing the principles of European values and European identity – and notjust in terms of exhibitions, but the people behind them as well: museum professionalsare incited to develop their own identity as well. Some of the arguments were reminiscentof Hobsbawm’s theories on the construction of nationalism. NEMO also defends cultureand cultural heritage as keystones of European identity, especially considering thevulnerability of the world of culture in situations of crisis. Therefore, NEMO uses culturalheritage to support the construction of a European identity among citizens, includingmuseum professionals; this relation is used as a foundation of their advocacy work at theEuropean level.

International non-governmental organisations (INGOs) play an important role in tackling gender based violence in many countries. Hundreds of reports have been written and thousands of recommendations made. Yet, rates of gender based violence are known to increase during conflict and post-conflict. Needing a vast multitude of needs addressed in attempt for INGOs to support survivors of gender based violence. This study sets out to understand the ways that INGOs support, empower and advocate for women concerning gender based violence in post-conflict countries such as Colombia. It further analysed how INGOs implemented preventions and interventions of gender based violence. Specifically, exploring aspects such as, empowerment, gender roles and overall service provision. The research takes an intersectional feminist perspective to consider what gender based violence interventions have been used by these INGOs and see how aligned these interventions are with intersectional feminist theory. Further, the research focuses on the involvement of INGOs in gender based violence and their view of women as displayed in that involvement. The study adopts a desk-based research design to explore the involvement of INGOs looking at gender based violence in Colombia. The material was analysed in relation to gender, intersectionality and feminist theory, specifically referencing back to values embedded in inclusivity and gender equality. A number of aggravating factors are identified that seem to critically evaluate the involvement of INGOs in regards gender based violence. Despite their best efforts to provide an inclusive approach, the study indicates that some INGOs perpetrate unequal power dynamics, depict survivors of gender based violence as victims and do not address other intersectional issues such as lack of inclusivity. Overall, the thesis is critical as to why gender based violence seems to be a lower priority for INGOs and local actors and recommends that more intersectional feminist values should be included within projects and programs.

In 2015, the 2030 Agenda for Sustainable Development was adopted by state nations across the globe to eradicate poverty in all its forms, combat inequality, preserve the planet, create sustainable economic growth and foster social inclusion (United Nations [UN], 2015:5). Social work is committed to contributing to sustainable development by responding to social and economic injustices (Global Agenda for Social Work and Social Development, 2012). The goal of this research study was to explore and describe the role of social workers in promoting environmental justice for sustainable communities from a non-government perspective in Tshwane. The researcher adopted a qualitative research approach and an instrumental case study design. The sample of eight participants was purposively selected from non-governmental organisations in Tshwane and data was collected through semi-structured one-on-one interviews. The findings of the study indicate that participants had some understanding of environmental justice and that both people and the natural environment should be equally protected and advocated in social work interventions. Although some current interventions reflect an environmental focus, participants were not consciously aware of their role in environmental justice and sustainable development. The study concluded that social workers understand the challenges that are respectively posed by the social and natural environment but not necessarily how they are intertwined and related to environmental injustices and green social work. Recommendations include education and awareness-raising of social workers on environmental justice and adopting green social work as a practice model. / Mini Dissertation (MSW (Social Development and Policy))--University of Pretoria, 2020. / Social Work and Criminology / MSW (Social Development and Policy) / Unrestricted

Employees are an organisation’s most valuable asset. Their significance to an organisation means that not only the best talent should be attracted but that they should also be retained for the long run. The purpose of this study was to explore the talent retention challenges faced by an HIV/AIDS testing organisation in Lesotho. The study intended to unearth the ideologies behind the high staff turnover in the organisation. The findings of the study indicated that the testing organisation in Lesotho should develop and implement effective policies, systems and strategies that would improve their level of talent retention. These findings can also apply to other non-governmental organisations. An ethnographic qualitative research design and snowball sampling, using semi-structured interviews were utilised to collect data from the testing organisation staff. The study found that field workers in the testing organisation worked extensive hours with limited resources. In terms of decision-making policies, only senior officers were included in the decision-making processes. There was lack of support from management to aid employees to achieve their targets. While the benefits were satisfactory, staff found their salaries low and not competitive in the market. Moreover, management’s lack of implementing training and development policies crippled the employees’ career growth and talent. Most managers did not regard the testing organisation as an employer of choice.Employees are an organisation’s most valuable asset. Their significance to an organisation means that not only the best talent should be attracted but that they should also be retained for the long run. The purpose of this study was to explore the talent retention challenges faced by an HIV/AIDS testing organisation in Lesotho. The study intended to unearth the ideologies behind the high staff turnover in the organisation. The findings of the study indicated that the testing organisation in Lesotho should develop and implement effective policies, systems and strategies that would improve their level of talent retention. These findings can also apply to other non-governmental organisations. An ethnographic qualitative research design and snowball sampling, using semi-structured interviews were utilised to collect data from the testing organisation staff. The study found that field workers in the testing organisation worked extensive hours with limited resources. In terms of decision-making policies, only senior officers were included in the decision-making processes. There was lack of support from management to aid employees to achieve their targets. While the benefits were satisfactory, staff found their salaries low and not competitive in the market. Moreover, management’s lack of implementing training and development policies crippled the employees’ career growth and talent. Most managers did not regard the testing organisation as an employer of choice. / Business Management / M. Com. (Business Management)

This master thesis explores how sexual harassment is handled and managed in organisations and to what extent bystander intervention is known and seen as a potential prevention mechanism. Ten interviews have been conducted with HR managers and other leading department heads working in private organisations in Germany. The purpose of this thesis was to gather knowledge on how sexual harassment is perceived and dealt with in those organisations under consideration of the concept of organisational culture and its impact. Bystander intervention has been discussed as a potential prevention strategy. Leadership behaviour and dominating power relations have been uncovered as significant impact factors shaping organisational culture and enabling space for sexually harassing behaviour to happen. Based on the findings this thesis offers implications for transforming organisations towards becoming more gender equal in the future such as creating awareness and enabling spaces to talk about it openly and educating people on forms and harms of sexual harassment as well as possibilities to act as a bystander.

This qualitative study has been focused on investigating and comparing the opportunities and obstacles for women to take on leadership positions in a male dominated industry. Despite the fact that women in leadership positions have increased over time, the fact remains that leading positions are male dominated which makes it harder for women to pursue careers on higher levels. The study’s theoretical framework consists of pedagogical theories about gender equality systems, male dominated organizations, homosociality and organizational culture . To make a foundation that includes a broad perspective to this work, both existing and previous female leaders were interviewed to draw attention to their experiences and in turn comparing similarities and differences between them. According to the purpose of this study, an analysis of  the relation between the ones that are staying and the possibilities that the company offers have also been carried out through this study. To make a difference and to continue to achieve improvement of equal conditions, the greatest development potential comes by identifying, questioning and analyzing the process of where the company is today, where they want to be followed by the possibilities to make it happen. This perspective was an aspect to achieve improvements to create a sustainable gender equality work over time. The result of the women first named experiences showed the same opportunities to reach leading positions regardless of gender and no perceived obstacles were named. Through a closer analysis , the women experienced obstacles in a more hidden form. The women also described that they have to make more effort than men in working life, which may indicate that there are difficulties for women in male-dominated organizations to be able to reach leadership positions.

This unique and first-time research explores the parameters of effectiveness among HIV/AIDS and development NGO managers in India. The aim of this research has been investigate and explore how these managers perceive and view their own effectiveness at work. This research contextualises Analoui's Model (1999, 2002) of eight parameters of managerial effectiveness and three contextual factors, which explores and identifies the inter-relationship between the factors and causal influences which form the basis for their increased effectiveness. The methodology employed include qualitative semi-structured individual interviews with 16 NGOs managers and 2 focus-group interviews with 16 non-managerial staff. The results revealed a myriad of factors and influences concerning the NGO managers’ perception, managerial skills and competencies, organizations criteria for effectiveness, opportunities, demands and constraints involved, as well as the inter-organisational relationship and the dominant managerial philosophy of effectiveness. All the parameters of effectiveness and contextual factors of the Model (1999, 2002) apply and are suitable for this context, however, based on the main findings and in-depth discussions, the model has been adapted and modified in order to fit this unique and complex, highly diverse, holistic, multi-faceted and culturally specific context. The findings also indicate to numerous inter-linked factors both internally and externally of the NGOs and, include various training and development (T&D) needs for managers, with implications for the formation of adequate policies and implementation of relevant development programmes to improve and increase NGO managers effectiveness in India.

Forskning påvisar idag att det ställs allt större krav på en flexibel organisering varav den senaste uppkomsten av en sådan styrning kallas Teal-organisationen. Att utveckla en traditionell organisation till att bli Teal är inte en enkel process och forskning kring liknande utvecklingsprocesser även är bristande. Syftet med studien är att bidra med empiriska data om hur organisationsutveckling mot Teal ser ut och hur den praktiskt genomförs i ett traditionellt styrt företag. Undersökningen ämnar även ge en djupare och bredare förståelse om organisationsutveckling. För att besvara syftet har företaget, Frilans Finans, som genomgår en organisationsutveckling mot Teal, kvalitativt studerats. Givet resultat testades mot ett teoretiskt ramverk om organisationsutveckling. Resultatet har visat att påverkande faktorer och förutsättningar för en organisationsutveckling mot Teal kan jämföras med det teoretiska ramverket. Huruvida förutsättningarna givit önskat resultat ifrågasätts och utvecklingen kan därför ses som en cirkulär process, alternativt har företaget saknat väl utförda förutsättningar.