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Verandering vind voortdurend op alle gebiede van mense se lewens plaas. Ten einde met 'n veranderende wereld te kan tred hou en aan die behoeftes van die land en sy mense te voldoen, vind daar ook op onderwysgebied in Suid-Afrika, groot veranderinge plaas. Inrigtings betrokke by onderwysersopleiding het oo k die afgelope paar j aar ingrypende herstrukturering ondergaan. Volgens wetgewing moet aile tersiere onderwysinrigtings by die Hoeronderwys-sektor inskakel, wat inkorporering by 'n universiteit oftechnikon beteken. Hierdie studie fokus daarop om vas te stel hoe die dosente verbonde aan 'n tersiere onderwysinrigting die veranderingsproses beleef. Die navorser maak van die k:walitatiewe navorsingsmetode gebruik deur individuele onderhoude met 'n aantal dosente te voer. Hierdie inligting is met behulp van 'n oudio-bandopnemer opgeneem en verbatim transkripsies is daarvan gemaak. Na die ontleding van die transkripsies is faktore geidentifiseer wat emstige stres by die deelnemers veroorsaak tydens die veranderingsproses. Ten slotte is aanbevelings in hierdie verband gemaak. / Change is a constant in all sphere of people's lives. To keep abreast of the changing world and to meet the needs of its people, vast changes are also being implemented in education in South Mrica. Institutions involved in teacher training have also undergone far-reaching restructuring over the past few years. Legislation requires that tertiary education institutions be incorporated into the Higher education sector, which means incorporation into a university or technikon. This study focuses on establishing how the lecturers employed at a tertiary education institution " experience this process of change. The researcher has used the qualitative research method by conducting individual interviews with a number oflecturers. This information was taped and verbatim transcriptions were made of the interviews. Analysis of these transcriptions made it possible to identify factors that have caused serious stress in participants during the process of change. In the end recommendations were made concerning these factors. / Educational Leadership and Management / M. Ed. (Onderwysbestuur)

Verandering vind voortdurend op alle gebiede van mense se lewens plaas. Ten einde met 'n veranderende wereld te kan tred hou en aan die behoeftes van die land en sy mense te voldoen, vind daar ook op onderwysgebied in Suid-Afrika, groot veranderinge plaas. Inrigtings betrokke by onderwysersopleiding het oo k die afgelope paar j aar ingrypende herstrukturering ondergaan. Volgens wetgewing moet aile tersiere onderwysinrigtings by die Hoeronderwys-sektor inskakel, wat inkorporering by 'n universiteit oftechnikon beteken. Hierdie studie fokus daarop om vas te stel hoe die dosente verbonde aan 'n tersiere onderwysinrigting die veranderingsproses beleef. Die navorser maak van die k:walitatiewe navorsingsmetode gebruik deur individuele onderhoude met 'n aantal dosente te voer. Hierdie inligting is met behulp van 'n oudio-bandopnemer opgeneem en verbatim transkripsies is daarvan gemaak. Na die ontleding van die transkripsies is faktore geidentifiseer wat emstige stres by die deelnemers veroorsaak tydens die veranderingsproses. Ten slotte is aanbevelings in hierdie verband gemaak. / Change is a constant in all sphere of people's lives. To keep abreast of the changing world and to meet the needs of its people, vast changes are also being implemented in education in South Mrica. Institutions involved in teacher training have also undergone far-reaching restructuring over the past few years. Legislation requires that tertiary education institutions be incorporated into the Higher education sector, which means incorporation into a university or technikon. This study focuses on establishing how the lecturers employed at a tertiary education institution " experience this process of change. The researcher has used the qualitative research method by conducting individual interviews with a number oflecturers. This information was taped and verbatim transcriptions were made of the interviews. Analysis of these transcriptions made it possible to identify factors that have caused serious stress in participants during the process of change. In the end recommendations were made concerning these factors. / Educational Leadership and Management / M. Ed. (Onderwysbestuur)

This dissertation explores how middle managers use their micro-strategising practices of agency and sense-making to shape strategic outcomes during and after strategic change implementation within an enabling and/or constraining organisational social structure. The researcher examined this phenomenon through the theoretical lenses of strategy-as-practice perspective and sense-making. The qualitative case-study research design with an interpretivist, social constructionist paradigm captured the lived organisational social reality of the administrative middle managers over time at a for-profit educational brand of a private higher education (PHE) provider. A thematic data analysis approach integrated manual coding with electronic coding to analyse data gathered through an emergent research design of text messages and e-mail journals over a four-month period. Data-driven inductive coding was synthesised with structural deductive coding in response to the research questions. The dissertation concludes that administrative middle managers use micro-level strategising practices of retrospective and prospective cognitive and emotional sense-making and the practical coping of agency, or embodied sense-making, to navigate a complex and contradictory organisational socio-cultural context that is both enabling and constraining. A further contribution of the current study speaks to the embedded practices between the two discrete levels of organisation and individual, which has been interpreted through the contradictions following the equivocal signals that these two main levels demonstrate. The porous inter-dependency between the two levels of organisation and individual creates an inter-woven entity where the strands of individual and organisational action are difficult to pull out and name distinctly, without unravelling the tapestry that is the organisational entity. These contributions affirm the intellectual puzzle which sought to understand and/or restore the balance of the individual within an organisational socio-cultural context to attain organisational security and equilibrium after organisational change. The findings of this current study is not generalisable to the other seven educational brands of the PHE provider. / Boithuto bona bo shebana le tsela eo ka yona baokamedi ba mahareng ba sebedisang ditlwaelo tsa ketso ya meralo e menyane (micro-strategising) ya diejensi le ketso ya moelelo ho bopa diphetho tsa meralo nakong ya le kamora ho kenngwa tshebetsong ha phetolo ya moralo kahare ho sebopeho se dumellang le/kapa se thibelang sa setjhaba. Mofuputsi o hlahlobile mohopolo ona ka leihlo la thiori ya moralo-jwalokaketso le ketso ya moelelo. Sebopeho sa dipatlisiso tsa phuputso ya boleng se nang le saense ya setjhaba le paterone ya kgaho ya setjhaba se hapile mokgatlo wa setjhaba wa sebele o phetsweng wa baokamedi ba mahareng ba tsamaiso nako e telele letshwaong la thuto la phaello ho mofani wa thuto e hodimo ya poraefete (PHE). Katamelo ya manollo ya pokello e amanang le thuto e ikgethang e kopantse tokiso ya tokomane ka letsoho le ka elektoniki ho manolla pokello e bokelletsweng ka sebopeho sa dipatlisiso se qalang sa melaetsa ya mongolo le di-emaili nakong ya dikgwedi tse nne. Mongolo wa qaleho o tsamaiswang ke pokello o ile wa hlahiswa ka elektoniki le mongolo o latelang dikarolo tse itseng tsa molao o akaretsang ho araba dipotso tsa dipatlisiso. Thuto e phethela ka hore baokamedi ba bohareng ba tsamaiso ba sebedisa ditlwaelo tsa mekgwa e boemong bo tlase ba ketsahalo ya moelelo boiphihlelong ka ho kgutlela morao le ho nahanela pele ka kellelo le maikutlo le ho sebetsa ho kgonehang ha mokgatlo, kapa ho fana ka moelelo boiphihlelong ho kopantsweng ho batlisisang maemo a rarahaneng le a hananang a moetlo wa mokgatlo a nolofatsang le a thibelang ka bobedi. Monehelo o eketsehileng wa thuto ya morao-rao o bua ka ditlwaelo tse keneletseng dipakeng tsa maemo a mabedi a fapaneng a mokgatlo le a motho ka mong a tolokuweng ka ho hanyetsana ho latela matshwao a ka tolokehang ka ditsela tse fapaneng tseo maemo ana a mabedi a ka sehloohong a di bontshang. Ho emelana hona ho kenellanang ho dipakeng tsa maemo a mabedi a mokgatlo le motho ka bo mong ho theha mokgatlo wa kgokahano oo ho ona dikgwele tsa motho ka bo mong le kgato ya mokgatlo di bang thata ho hulwa le ho reha ka tsela e hlakileng kantle le ho senya lesela leo e leng mokgatlo. Menehelo ena e netefatsa selotho se neng se batla ho utlwisisa le/kapa ho tsosolosa tekanyo ya motho kahare ho maemo a setso sa setjhaba sa mokgatlo ho fumana tshireletso ya mokgatlo le boikgutso kamora ho fetoha ha mokgatlo. Diphumano tsa thuto ena ya morao-rao ha di akareletswe ho matshwao a mang a thuto a supileng a mofani wa PHE / Lolu cwaningo lucubungula udaba lokuthi izimenenja ezisezikhundleni ezimaphakathi zizisebenzisa kanjani izinkambiso zazo zokwenza amaqhinga namasu emazingeni aphansi okusebenzisa ikhono lazo lokuzikhethela nokuthatha izinyathelo ngokuzimela (agency) nokwenza kuzwakale futhi kuqondakale lokho ezikwenzayo nezikushoyo (sense-making) ngenhloso yokubumba imiphumela enobuqhinga ngaphambi kokuba kuqaliswe uguquko olunobuqhinga futhi nangenkathi sekuqaliswa uguquko olunjalo olwenzeka ngaphakathi ohlakeni lwesakhiwo senhlalo esivumelayo kanye/noma esivimbelayo. Umcwaningi wakuhlaziya futhi wakuhlolisisa lokhu esebenzisa indlela yokubheka izinto ngokwethiyori yokusebenzisa iqhingasu njengenkambiso (strategyas- practice perspective) kanye nokwenza kuzwakale futhi kuqondakale lokho okwenziwayo nokushiwoyo. Idizayini yocwaningo lwesigameko olukhwalithethivu olugxile ekutheni izimenenja zibheke izinto njengoba zinjalo ngokweso lezigameko ezidlule kuzona izimenenja, ngokuqhubeka kwesikhathi, ekuxhumaneni nasekusebenzeni kwazo nabanye abantu esikhungweni semfundo ephakeme esithile esizimele esiqhuba umsebenzi wokuqeqesha ngenhloso yokungenisa imali nokwenza inzuzo, phecelezi umhlinzeki we-private higher education (PHE). Ucwaningo lwasebenzisa indlela yokuhlaziya idatha ngokucubungula nokuqopha amaphethini, okuyindlela eyadidiyela ukuhlelwa nokuhlungwa kwedatha ngesandla nangobuchwepheshe bekhompyutha ngenhloso yokuhlaziya idatha eqoqwe kusetshenziswa i-emergent research design yemiqhafazo (text messages) kanye namajenali ama-imeyili esikhathini esiyizinyanga ezine. Ukuze kuhlinzekwe ngezimpendulo emibuzweni yocwaningo kwahlanganiswa indlela yokuhlela nokuhlunga idatha esuselwa kuhlobo lwedatha eqoqiwe (inductive) kanye nendlela yokuhlunga ngokusebenzisa uhlelo olwenziwe ngaphambi kokuqoqwa kwedatha (deductive). Ucwaningo luphetha ngokukhipha umbono wokuthi izimenenja ezisezikhundleni ezimaphakathi zisebenzisa izinkambiso zazo zokuqhamuka namaqhinga namasu emazingeni aphansi okwenza izinto ziqondakale ngokusebenzisa ingqondo nemizwa mayelana nezigameko ezenzeke esikhathini esedlule, nalezo ezingahle zenzeke esikhathini esizayo kanye nokubonela kwikhono lomunye umuntu, njengoba linjalo, lokuthatha izinyathelo nokwenza izinto ngokuzimela noma ukwenza izinto ziqondakale, okuyingxenye yalokho, ngenhloso yokuchusha nokuthubeleza esimweni senhlalo-masiko esiyinkimbinkimbi futhi esiziphikisayo, esikwenza kokubili ukuvumela kanye nokuvimbela. Elinye futhi igalelo lalolu cwaningo lwamanje liphathelene nezinkambiso ezifakwe zagxila emazingeni amabili ahlukene ngokucacile phakathi kwenhlangano kanye nomuntu ngamunye, ahunyushwe ngokuphikisana okulandela izimpawu eziyindida futhi ezingaqondakali kahle eziboniswa yilawa mazinga amabili amakhulu. Ukuncikana nokuxhasana okuntekenteke phakathi kwalawa mazinga, okuyinhlangano kanye nomuntu ngamunye, kwakha uhlaka oluxhumene lapho kunzima ukutomula nokugagula ngokucacile izingxenye ezakhe izenzo nezinyathelo zenhlangano ezingxenyeni ezakhe izenzo zomuntu ngamunye, ngaphandle kokuqaqa nokuhlukanisa ingxenye ngayinye eyakhe inhlangano ebumbene. Lawa magalelo ocwaningo aqininisekisa futhi asekele indida-mqondo (intellectual puzzle) ebihlose ukuqonda kanye/noma ukubuyisa ukuzimelela komuntu ngamunye esimweni senhlalo-masiko yenhlangano ukuze kuzuzwe ukuvikeleka kwenhlangano nozinzo-kulingana (equilibrium) emva koguquko olwenzekile enhlanganweni. Imiphumelangqangi etholakale kulolu cwaningo lwamanje ayinakuthathwa njengemiphumela engaphinde isetshenziswe futhi iqondaniswe nezimo ezitholakala kwezinye izikhungo eziyisikhombisa zomhlinzeki we-PHE. / Business Management / M. Com. (Business Management)

Text in English with keywords and abstracts in English, Afrikaans and Zulu / Over the past few years, the world in general has been influenced by several rapid changes and disruptions including climate change, globalisation, economic developments, the fourth industrial revolution, technological advancements, social changes, political changes and most recently the Covid-19 pandemic. The above changes have also influenced South Africa Higher Education Institutions (HEI) in South Africa. In particular, over the past two to three years, South African HEIs have been increasingly faced with the drive for transformation in higher education (including the decolonisation of the curriculum), reduced government subsidies, increased competition, rising costs, increased enrolments, declining resources the announcement of free higher education, increased politicisation of higher education and the increased need to use information technology in teaching and research. As a result, the aforementioned rapid changes and disruption require that leaders in South African HEIs possess the capabilities that will enable them to successfully lead their organisations during such times. While leadership has been researched within South African HEIs none was found that focussed on identifying and describing the capabilities needed to lead successfully in South African HEIs during rapid change and disruption. The aim of this research was to determine a leadership capabilities model required to lead successfully during rapid change and disruption within South African HEIs. This research successfully identified and described the capabilities and competencies needed to lead South African HEIs successfully during rapid change and disruption in general as well as for each leadership level. Finally, this research formulated a theory and model that explains the relationship between rapid change and disruption, the possession and application of the capabilities required to lead successfully in South African HEIs during rapid change and disruption and actually dealing successfully with the rapid change and disruption. / Oor die afgelope paar jare was die wêreld deur verskillende vinnige veranderinge en ontwrigtings beïnvloed insluitended limaatverandering, globaliseering, ekonomiese ontwikkelinge asook die vierde industriële rewolusie, tegnolosiese vooruitgange, sosiale veranderinge, politiese veranderinge, en mees onlangs, die Covid-19 pandemie. Die bogenoemde veranderinge het ook die Suid-Afrikaanse Hoër Onderwys beïnvloed. In die besonder, oor die afgelope twee tot drie jaar, is Suid-Afrikaanse Hoër Onderwys Instansies toenemend gekonfronteer deur ‘n strewe na transformasie (insluitended dekolonisering van die kirrikulum), vermindende staatsubsidies, toenemende kompetisie, toenemende kostes, toenemende inskrywings, vermindende hulpbronne, die aankondiging van gratis hoër onderwys, toenemende politisering van hoër onderwys en die toenemende behoefte om inligtingstegnologie te gebruik in onderwys en navorsing. As ‘n gevolg van bogenoemde vinnige veranderinge en ontwrigtings, word dit van leiers in die Suid-Afrikaanse Hoër Onderwys vereis om vermöens te besit wat hulle in staat stel om hulle organisasies suksesvol te kan lei gedurende sulke tye. Alhoewel navorsing oor leierskap binne Suid-Afrikaanse Hoër Onderwys Instansies voorheen gedoen is, kon geen navorsing gevind word wat alleenlik fokus op die identifisering en beskrywing van die eienskappe wat nodig is om Suid-Afrikaanse Hoër Onderwys Instansies suksesvol te kan lei gedurende tye van vinnige veranderinge en ontwrigting. Die mikpunt van hierdie navorsing was om vas te stel watter leierskap eienskappe nodig is om Suid-Afrikaanse Hoër Onderwys Instansies suksesvol te kan lei, gedurende tye van vinnige veranderinge en ontwrigtings. Hierdie navorsing het daarin geslaag om die eienskappe en vaardighede wat leiers benodig om Suid-Afrikaanse Hoër Onderwys Instansies suksesvol te lei gedurende tye van vinnige veranderinge en ontwrigtings te bepaal, asook wat vir elke leierskapvlak benodig word. Hierdie navorsing het ook ‘n teorie en model geformuleer wat die verhouding tussen vinnige veranderinge en ontwrigtings, die besit en toepassing van die eienskappe om Suid Afrikaanse Hoër Onderwys Instansies suksesvol te kan lei gedurende tye van vinnige veranderinge en ontwrigtings en uiteindelik suksevolle leierskap gedurende vinnige veranderinge en ontwrigtings, te beskryf. / Eminyakeni embalwa edlule umhlaba jikelele ubhekane nezinguquko nokuphazamiseka okuningi okuhlanganisa ukuquka kwesimo sezulu, ukuxhumana kwamazwe omhlaba, ukuthuthuka kwezomnotho, uguquko kwezezimboni kwesine (fourth industrial revolution), ukuthuthuka kwezobuchwepheshe, izinguquko kwezenhlalo, izinguquko kwezombusazwe nokwakamuva nje, ubhubhane i-Covid-19. Lezi zinguquko ezingenhla zibe nomthelela naseziKhungweni zeMfundo ePhakeme zaseNingizimu Afrika (HEIs). Ikakhulukazi, eminyakeni emibili kuya kwemithathu edlule, iziKhungo zeMfundo ePhakeme zaseNingizimu Afrika zibhekana ngokwengezekile nomkhankaso wezoguquko kwezemfundo ephakeme (okuhlanganisa nokuhlelwa kabusha kwezinhlelozifundo), ukuncipha kwemalisibonelelo kahulumeni, ukukhula kokuqhudelana, ukukhula kwezindleko, ukukhula kwesibalo sababhalisile, ukuncipha kwezinsiza, ukumenyezelwa kwemfundo ephakeme yamahhala, ukudlondlobala kwezombusazwe ezikhungweni zemfundo ephakeme nokukhula kokusetshenziswa kobuchwepheshe kwezokufundisa nocwaningo. Okungumphumela walokhu, ukudingeka kwabaholi bezikhungo zemfundo ephakeme eNingizimu Afrika abanamakhono azobalekelela ekuholeni ngempumelelo izinhlangano zabo kulezi zikhathi. Yize noma ubuholi bucwaningiwe ezikhungweni zemfundo ephakeme eNingizimu Afrika akukho okutholakele obekugxile ekuhlonzeni nasekuchazeni ngokuyizidingo zokuhola ngempumelelo lezi zikhungo ngalesi sikhathi sezinguquko nokuphazamiseka okwenzeka ngesivinini. Lolu cwaningo luhlonze futhi lwachaza ngamakhono namava adingekayo ukuze kuholwe ngempumelelo iziKhungo ZeMfundo ePhakeme zaseNingizimu Afrika ngesikhathi sezinguquko nokuphazamiseka okwenzeka ngesivinini kanye nokuyizidingo zezinga ngalinye lobuholi. Okokugcina, lolu cwaningo lwakhe injulalwazi nohlaka oluchaza ngobudlelwano phakathi kwezinguquko nokuphazamiseka okwenzeka ngesivinini, ukuba namava adingekayo nokuwasebenzisa ngempumelelo ekuholeni iziKhungo zeMfundo ePhakeme zaseNingizimu Afrika ngesikhathi salezi zinguquko nokuphazamiseka kanye nokubhekana nakho ngempumelelo. / Industrial and Organisational Psychology / D. Phil. (Consulting Psychology)