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Successfully implementing strategic decisions: The implementation of top level decisions in organizations.Miller, Susan J. January 1990 (has links)
This thesis investigates the implementation of eleven strategic
decisions in six organizations. The decisions concern the
installation of new technology, the carrying out of various building
programmes and the re-organization of organizational structures
The organizations comprise a university, a water authority, two mail
order companies and two chemical firms.
The objective is to describe and explain implementation processes
and outcomes. To this end, eleven independent variables and three
dependent variables are distinguished. These conceptualise the
success of implementation outcomes and define the factors which
affect the level of success.
Two groupings are isolated within the independent variables.
The 'Enabler' group of variables is concerned with how familiar
people are with what has to be implemented, the priority of
implementation, having enough resources available, having a
favourable organizational structure and maintaining a flexible
approach during implementation. All these factors help to secure a
moderate degree of success. However the second grouping of
variables - the 'Realizers' - are required to achieve the highest
level of success in implementation. These are to do with being
clear about what has to be done and being able to evaluate what has
been achieved, enjoying favourable conditions and support inside the
organization, and having a little luck along the way.
Conclusions are drawn about the levels of risk associated with
implementing different topics and the steps which managers can take
to reduce risk and enhance the chances of success.
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The influence of individual, team and contextual factors on external auditors' whistle-blowing intentions in Barbados : towards the development of a conceptual model of external auditors' whistle-blowing intentionsAlleyne, Philmore Alvin January 2010 (has links)
Following the collapse of Arthur Andersen in the Enron debacle, whistle-blowing within audit firms has taken on greater importance. Given the profession's requirements to be confidential, independent and to act in the public's interest, there is a need for a model that addresses auditors' whistle-blowing intentions. This thesis presents a conceptual model on whistle-blowing intentions among external auditors, where individual-led antecedents influence whistle-blowing intentions, but are moderated by isomorphic and issue-specific factors. Survey questionnaires were administered to 226 external auditors, and 18 individual interviews as well as 2 focus groups were conducted in Barbados. Results indicated that individual antecedents (attitudes, perceived behavioural control, independence commitment, personal responsibility for reporting, and personal cost of reporting) were significantly related to internal whistle-blowing, but only perceived behavioural control was significantly related to external whistle-blowing. Partial support was found for the moderating effects of perceived organizational support, moral intensity, team norms and group cohesion on the relationships between the majority of the independent variables (attitudes, perceived behavioural control, independence commitment, personal responsibility for reporting and personal cost of reporting) and internal whistle-blowing. However, partial support was found for the moderating effects of perceived organizational support, moral intensity, team norms iii and group cohesion on the relationships between fewer independent variables and external whistle-blowing. Overall, respondents preferred anonymous internal channels of reporting, and showed a general reluctance to report externally. The presence of an open-door policy, ethics partners, hotline, on-going training and clearly defined policies could encourage whistle-blowing. Further implications for research and practice are discussed.
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Trust in the manager - subordinate relationshipBlackburn, Debora Ann 05 August 2016 (has links)
Degree allta.rded with distinction on l June 199;.
A research report submitted to the Faculty of Business .
Administrat!on, Unfvet'sity of the ~1fitweJtersrand,Johannesburg in partial
ffJffffinent of the requirements for the degree of Master of Management.
1992 / Trust is considered by some managementE!:xperts to be a
-":'1
'ii critical element· in organisational ;relat,iori!ships. This
factor is especially important in South A~rica where
organisational rela·tionships are often
mistrust *
There has ,.;~~~(ill~;lelirtytle empirical rese\t~=Chcord'ired ~~
this topic. /[lhe literature reviewed p1\\pposed'!th) flt the
'0 'v. ? ~\\
managerial benaviours .and a;ttitudes that. b~.ild subdic~tinate
II. ,!':
\ __ _ _,', _\'" _ _ __ -. ·'~\.F ,.',.: t,rus.t are those that relate 't\') the. managers.' ownleyt~l"of
•.•. I' ~\
integri ty. 'l'he~e was almost no l~t~~rature ~railable '\hat
}\ • . l' Ii,. ~
examinedthe .behaviours and attitu:~e, tihat; destroy trl.l~~.
.. II·· 1
Ii -.
The aim of the st.udy , t}'lerefore, ~~s to develop guidelines
for managex:sby explo:ring the element of trust in the
:-~\~"
ma,nager-subordinate relationship •. It endeavoured to
ident.ify Which managerial behaviours and att.itudes build
\'.. t:, ,_~.)
and which ones destroy subordinate trttst. It also
distingu.ished differences in ,the perception and experience
of subordinate 'trust between four identified jc;-h grade
levels and three Sites.
The ::esearch was conducted within three diverse
manUfacturing sites of one company. The dana,was collected
by means of the NominalGroupTechnique, which elicited a
..
\~ broad set:. of v\?-e,'lS f~om employees within ~, disciplined
'\1\
\J :'_;,\~
'. \'~
;; , ~\" -,
n \' /. ,_," . ,\ \i r:
\i The" +e'search ~in~.fl!gs differed significantly from the
\ Hte),,,ture reV:L!"i.\ The ll\anageria~ "peha,fiours th"t b~Ud
\ sUbor<:\inate tru~t ",,",'those t)¥l.tJJempower the ,subordinate to
~.\ develop a.nCt grow. as ,~fell .,as reduce their dependency upon;;,\
_~" lj ')' ' \~" , ,,'\, (j t toanagers. i' WhereasI \'the :manage:es'·OlM lack of personal
\
,~il1tegl;'ity destroys sU~!.)ordinatet:rust.. Thus, managemenil •r\'1\tYle .. 'has .more. 0impa,c.~•o~~ destroying S.Ubordina~e trust than
I\W. has on bUilcling',;it\:e,n WaS i~"ntU~ed that, tp,st
·1 \P~.ildin9 and :trust d~S.'·.tr~.;_ ..ng behaViou~sf. are not. rJ..arised.
\ ~\\. .' '5; " t\ ',".... '\. .> \ \ " f! \ .' '\ '
\ ~.\ '\1 ',' . \\ . •r. ..~.I'. \, '\., • '
, ;i A\"raralJ_<\l'. be~we"n trus~\ buHd!.ng \~d';oUv~tion was
,'i id\~~tified., in th~t both ~f~)rOaCheSqsat\;Lsfy suborclinates t
" \1 ne~p:s.. Tru7t IN'as\~iscovel1e~ ,to )lave a r~\c;:iprocq;.l i'lspe,ct t'b
1/1 :Lt.'\ ~rti's" cit" b~ bllilt \!\,:.~OU,g-che:rtao~n.'~t.ru~~ bU. il.d.tng
'I' \,." \\ !\ " \\ ~': ", " !. ,:\ '\ P'i]
J.p .••e. h~~:iours.l ho'(Vevet;"the~e ~.;•lrlaviou:cs Wi~~ ,~o:wbJ: ef:Ee¢.clve
\" \\ . \ \: II ...• i "
III Mt"'!l" tru$t i~,,\ al'\7,:aclYp,;"'ie~t in the r!l>lationsl)j,'_',
. " JI c
IThe scope (If th~~stttdy t'las J~~ploratO:CYtand 'as such
II ,//
opened up many areas for fur:ther research.
ili. 11i\
structure~ , \)
nas
o
c
o "
;_,)
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Employer branding: A way to retain young employees : A qualitative study on how SMEs use employer branding in order to retain young employees in their organization and how it is perceived.Krona, Theodor, Virbert Kronqvist, Emil January 2019 (has links)
Problem background: The voluntary turnover of employees is increasing, the baby boomer generation is retiring and the remaining jobs are to be filled with the workforce left behind, a workforce that is smaller in size. These younger generations (generation Y and Z) have different values and attitudes towards work, and they tend to switch jobs more frequently. This means that companies needs to focus on retaining their personnel. This is particularly true for SMEs since they do not have the same resources to spend on attracting potential workers as larger corporations. Purpose: The purpose of this study is to gain a better understanding of how SMEs use employer branding to retain young employees (18-30 years old) in their organization and how it is perceived. Theoretical framework: Consists of theories regarding employer branding and organizational behaviour. These include signaling theory, functional and symbolic attributes, the seven brand value propositions and organizational reputation. Methodology: The authors has used a deductive qualitative approach where a total of 14 semi structured interviews has been conducted. Seven of the interviews were performed on employees between the age of 18-30 years old from three different companies. The remaining seven were performed on management personnel from the same three companies. The respondents answered a questionnaire at the end of each interview. Empirical results: Contains a summary of each company that were involved as well as what was discussed and uncovered in the interviews. Analysis: It connects the empirical results and the theoretical framework. The found discrepancies and similarities are discussed and analyzed with the seven brand value propositions based on the theoretical framework. Conclusion: It was concluded that there exists a discrepancy between Workers and Management when it comes to the time the Workers are willing to stay. It was also uncovered that development was an important aspect when it came to the young employees turnover intention as well as flexible schedules, support from management, salaries and varying work tasks. The reputation of the companies was also not accurate which in turn could affect the matching potential between organization and individual.
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Organizational disempowerment : an opportunity for personal, social and political capacity development.Pegram, Joan Ann. January 1999 (has links)
This thesis addresses the capacity development needs of white-collar employees within large organizations. Common employee problems of violation and diminishment of potential are ignored by mainstream organizational theory and management practice. Because these problems are unarticulated in any formal sense they lack legitimacy in the mainstream discourse. I label such problems, that result from unequal social relations, as problems of "disempowerment". This labelling re-conceptualizes the large organizational context as a political
community with an institutionalized capacity to disempower employees, stunt their personal, social and political development, and inhibit any challenge to the existing privileged arrangements. The re-labelling of common employee problems in this way positions the research challenge in the political domain, stimulates the capacity to redefine problematic social relations in creative ways and opens the way for different
possibilities and different solutions. An analytical examination of multi-disciplinary scholarship reveals articulation of a common theme that can be viewed as facets of the problem which I identify as one of disempowerment. The main body of the thesis examines these disciplines and collates the literature of concern into a structured argument.
The main thrust of the argument is that the alternative debate to mainstream organizational theory and management practice has been marginalized and lacks legitimacy. This situation allows the orthodox view, with its focus on technical problem solving and efficiency, to ignore the more humane aspects of organizational life that demand the socio-political development of employees in order for them to make a meaningful contribution. Although there is a rhetoric of empowerment in
organizational development thrusts, these do not address the political challenge of organizational life. The thesis suggests that employees, in collectively picking up the challenge of their own personal, social and political development, can transform organizations into becoming more humane ones that promote capacity development as a common benefit. This initiative would require the institutionalized support of academe in legitimizing and disseminating an alternative debate. / Thesis (Ph.D.) - University of Natal, Pietermaritzburg, 1999.
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Black managers and their work colleagues in selected industrial organizations in Natal : a study of perception, attitudes and experiences.Watts, Jane Catherine. January 1985 (has links)
South African black Managers are experiencing numerous problems as pioneers in the white-dominated managerial world. Management and research studies have usually concentrated on the black managers' behaviour. The present
investigation attempts to redress this by examining their work-related
experiences. Phase I examined the attitudes, perceptions and experiences of 34 black managers, and of selected work colleagues (a boss, peer and subordinate,if available) in regard to the black manager and black job advancement
issues. In-depth, focused interviews were conducted. Fundamental interpersonal perceptual discrepancies emerged between the black managers and their work associates. The black managers tended to attribute their work problems and behaviour to external, situational factors By contrast their work colleagues often ascribed them to personal dispositions of the black manager. Euclidean distance analyses revealed that the largest interpersonal perceptual differences were between the black manager-boss dyads. This was followed by the black manager-peer dyads, boss-peer dyads and black manager-subordinate dyads. The black managers' perceptions
diverged significantly from those of their white bosses, whose perceptions
were closer to those of the white peers. Finally, analyses of incomplete
sentences filled in by the black managers identified two types of subjects.
Type I informants possessed more positive self-concepts than Type II individuals. Phase II: Since the black managers appeared to be experiencing considerable
work stress, this was followed up using focused interviews. The conceptual work of stress used involved models of personal environment fit, and role episode. The major work stressors the black managers reported were role-related, followed by interpersonal stressors. Role conflict, generated
by their marginal, middleman position between white management and the black Workers, was particularly stress-provoking. Although several black managers coped with stressful work conditions by direct problem-solving
action, many resort to emotional defensive mechanisms. Discriminant analyses revealed that: black managers with large boss-black manager interpersonal perceptual disparities, were under more stress than those
with small disparities; more work stress was reported by Type II than Type I informants, by middle management than junior management blacks, and by black line managers than black staff managers. The thesis concludes with recommendations of an applied nature. / Thesis (Ph.D.)-University of Natal, Durban, 1985.
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Taste at work : on taste and organization in the field of cultural productionLantz, Jenny January 2005 (has links)
No description available.
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Spontaneous environmental scanning : putting "putting into perspective" into perspectiveHamrefors, Sven January 1999 (has links)
The behaviour of spontaneous environmental scanning is influenced by organisational factors. The focus of the scanning behaviour is influenced by organisational precepts in the working conditions as well as by the general situation in the organisation. Motivational factors, especially intrinsic motivation, have an effect on the intensity of the scanning behaviour. The author argues that organisations´environmental scanning ability is primarily based on the possibilities for the members to scan the environment in a directed manner. This is also an important prerequisite for the establishment of organised environmental scanning. / Diss. Stockholm : Handelshögsk.
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Critical success factors for executive information systems usage in organisations /Ikart, Emmanuel Matthew. January 2005 (has links)
Thesis (Ph.D.)--University of Wollongong, 2005. / Typescript. Includes bibliographical references: leaf 241-259.
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The relationships between the HEXACO personality dimensions and organisational citizenship behaviours within the civil engineering sectorBrink, Evette Ronel 12 1900 (has links)
Thesis (MCom)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: The construction industry is a large, diverse and complex industry. In recent times, this industry has experienced a long-lasting period of inactivity. One sector that forms part of the construction industry is the civil engineering sector. This sector is the largest contributor to the income of the industry as a whole. Recent reports indicate that the construction companies within this industry are experiencing many challenges in both the internal and external environments.
A preliminary discussion with a number of engineers indicated that these individuals felt as if they were required to do more than what was expected of them in terms of their job requirements. These expectations not only include being expected to voluntarily work overtime and to be tolerant of non-ideal site conditions, but also to informally develop the interpersonal skills necessary to minimise conflict and to motivate and support each other. The majority of the participating companies admitted to having a lack of such voluntary behaviour, namely organisational citizenship behaviour (OCB), amongst their engineers on site. It is for this reason that the core objective of the study was to develop and empirically study a structural model that explains the antecedents that contribute the most to the variance in OCB amongst civil engineers on various sites within South African engineering companies. During the preliminary discussion and subsequent literature review, the main antecedent found was personality.
A quantitative research method with an ex post facto correlation design was utilised, where primary data was collected from a sample of 119 site employees of a number of South African construction companies. The self-administered questionnaire consisted of four sections, three of which were an amalgamation of the three valid and reliable measuring instruments that reflect the central focus of the structural model, i.e. personality, job satisfaction and organisational citizenship behaviour. The collected data was then analysed by means of Partial Least Squares Structural Equation Modelling. The results of the study indicate that certain personality characteristics do contribute to the occurrence of organisational citizenship behaviour amongst site employees. Within the areas of personality and job satisfaction theories, this research adds to the existing literature on OCB. In order to assist South African industrial psychologists within this industry, managerial implications and suggested interventions pertaining to the research findings are provided. / AFRIKAANSE OPSOMMING: Die konstruksiebedryf is 'n groot, diverse en komplekse bedryf. Gedurende die afgelope tydperk, het hierdie bedryf 'n voortdurende tydperk van onaktiwiteit ervaar. Een sektor wat deel vorm van die konstruksiebedryf is die siviele ingenieurswese sektor. Hierdie sektor is die grootste bydraer tot die inkomste van die bedryf as 'n geheel. Onlangse verslae dui daarop dat konstruksie maatskappye in die bedryf baie uitdagings in beide die interne en eksterne omgewings ervaar. 'n Voorlopige bespreking met 'n aantal ingenieurs het daarop gedui dat hierdie individue voel asof dit van hulle verwag word om vrywillig oortyd te werk asook verdraagsaam te wees van die nie-ideale werksterreine en omstandighede. Hulle voel dat die informele ontwikkeling van die interpersonlike vaardighede wat nodig is om konflik te verminder, asook mekaar te motiveer en ondersteun, ook vrywillig verwag word. Die meerderheid van die deelnemende maatskappye het bevestig dat daar ‘n gebrek is aan vrywillige gedrag, naamlik organiesatoriese burgerskap, onder die ingeniers op die werksterrein. Dit is vir hierdie spesifieke rede dat die kern doel van hierdie studie was om ‘n struktrele model te ontwikkel en empiries te bestudeier wat die geskiedenis uiteensit wat die tot die wisseling in OCB onder siviele ingenieurs op verskillende werksterreine in die Suid-Afrikaanse ingenieurs maatskappye. Tydens die voorlopige besprekings en die daaropvolgende literatuuroorsig was persoonlikheid die kern voorafgaande kenmerk.
'n Kwantitatiewe navorsingsmetode met 'n ex post facto korrelasie-ontwerp is gebruik, waar primêre data vanuit 'n steekproof van 119 werknemers van 'n aantal Suid-Afrikaanse konstruksie maatskappye versamel is. Die selftoegepaste vraelys het bestaan uit vier afdelings, waarvan drie 'n samesmelting was van die drie geldige en betroubare meetinstrumente wat die sentrale fokus van die strukturele model, naamlik persoonlikheid, werksbevrediging en organisatoriese burgerskaps-gedrag weerspieël. Die ingesamelde data is deur middel van Parsiële Kleinste Kwadrate Struktuurvergelykingmodellering ontleed. Die resultate van die studie het getoon dat sekere persoonlikheidseienskappe bydra tot die voorkoms van organisatoriese burgerskaps gedrag onder terreinwerknemers. Binne die gebiede van die persoonlikheid- en werkstevredenheid-teorieë, dra hierdie navorsing by tot die bestaande literatuur oor OCB. Ten einde Suid-Afrikaanse bedryfsielkundiges binne hierdie bedryf te help, is bestuurs-implikasies en voorgestelde ingrypings met betrekking tot die navorsing voorskaf.
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