Change in today’s business environment may be seen as inevitable however in the absence of a generic and endemic Change Framework for Managing and Leading Change; South African businesses face a difficult task of surviving into the future unless they are able to find an Organisational Change Management Approach that will assist them in navigating the Organisational Change Landscape for the 21st Century. This study provides an exploratory approach to understanding the nature of Organisational Change Management in South Africa, by exploring the following key concepts: (1) An understanding of the nature of Organisational Change Management in South Africa (2) The Critical Success Factors needed for Organisational Change Management to succeed in South Africa (3) The provision of a practical Organisational Change Management Framework and Scorecard for the measurement of Organisational Change Management processes and initiatives (4) Recommendations towards a Organisational Change Management Scorecard The study which is largely qualitative in nature makes use of a multiple case study design methodology for the collection of empirical evidence as well as quantitative research data from a survey questionnaire to support the underlying constructs and research questions posed within the study. The use of data and methodological triangulation, namely research interviews, survey data, company and archival documentation as well as focus group discussion points has provided the research study with the necessary validity and reliability to support research results, findings and recommendations.This information should be utilized by Change Practitioners practicing organisational change within a rapidly transforming environment, where Mergers and Acquisitions are major force for change as it would help to provide the necessary change framework and change scorecard for the management and measurement of organisational change interventions. This study also highlights the Critical Success Factors for change by focusing on the Emotional side (Low impact) and Change Imperatives / Prerequisites (High impact) for the management of organisational change. In addition, the study also provides a first view of some change performance measures in the form of a Change Scorecard, which can be used to assess the overall impact of the current change intervention being implemented. / Graduate School for Business Leadership / DBL

The aim of this study was to explore the role of feedback in managing resistance to organisational change. A general systems theoretical model of individual resistance to change was developed. It describes the origin, function and outcomes of individual resistance to planned organisational change. The role of feedback within this process was identified as a central one and feedback was therefore identified as an important point of leverage in managing resistance to change. The survey feedback approach was adopted in a retail organisation undergoing significant change. Staff were asked to respond to a survey on their experience of the change. Results were analysed and then fed back to them during group discussions. The process was repeated. It was concluded that the survey feedback approach significantly contributed to a reduction in resistance to change and that both survey feedback approach and the model of individual resistance to change merit further investigation. / Industrial Psychology / M.A. (Industrial Psychology)

The aim of this study was to explore the role of feedback in managing resistance to organisational change. A general systems theoretical model of individual resistance to change was developed. It describes the origin, function and outcomes of individual resistance to planned organisational change. The role of feedback within this process was identified as a central one and feedback was therefore identified as an important point of leverage in managing resistance to change. The survey feedback approach was adopted in a retail organisation undergoing significant change. Staff were asked to respond to a survey on their experience of the change. Results were analysed and then fed back to them during group discussions. The process was repeated. It was concluded that the survey feedback approach significantly contributed to a reduction in resistance to change and that both survey feedback approach and the model of individual resistance to change merit further investigation. / Industrial Psychology / M.A. (Industrial Psychology)

Organisations and job content will continually change irrespective of the employee or job context. The ability to understand, initiate and manage change is therefore, an essential skill for any change agent. The general aim of this research was to investigate the impact of change management on role conflict, role ambiguity and job satisfaction. "Change management", "role conflict", "role ambiguity" and "job satisfaction" were conceptualised. This change process was described and the effect of change management on role conflict, role ambiguity and job satisfaction was determined. Instruments for measuring these concepts were administered among 116 employees who have been subjected to extensive organisational change within a large transport organisation. It was found that change management has a significant impact on role conflict, role ambiguity and job satisfaction. The change management process used in this research potentially enables Human Resources managers and change agents to reduce role conflict, role ambiguity and job satisfaction during large scale organisation change. / Industrial and Organisational Psychology / M.Comm. (Industrial Psychology)

Organisations and job content will continually change irrespective of the employee or job context. The ability to understand, initiate and manage change is therefore, an essential skill for any change agent. The general aim of this research was to investigate the impact of change management on role conflict, role ambiguity and job satisfaction. "Change management", "role conflict", "role ambiguity" and "job satisfaction" were conceptualised. This change process was described and the effect of change management on role conflict, role ambiguity and job satisfaction was determined. Instruments for measuring these concepts were administered among 116 employees who have been subjected to extensive organisational change within a large transport organisation. It was found that change management has a significant impact on role conflict, role ambiguity and job satisfaction. The change management process used in this research potentially enables Human Resources managers and change agents to reduce role conflict, role ambiguity and job satisfaction during large scale organisation change. / Industrial and Organisational Psychology / M.Comm. (Industrial Psychology)

Climate change could aggravate periodic and chronic shortfalls of water, particularly in arid and semi-arid areas of the world (IPCC, 2001). Climate change is likely to accelerate the global hydrological cycle, with increase in temperature, changes in precipitation patterns, and evapotranspiration affecting the water quantity and quality, water availability and demands. The various components of a surface water resources system affected by climate change may include the water availability, irrigation demands, water quality, hydropower generation, ground water recharge, soil moisture etc. It is prudent to examine the anticipated impacts of climate change on these different components individually or combinedly with a view to developing responses to minimize the climate change induced risk in water resources systems. Assessment of climate change impacts on water resources essentially involves downscaling the projections of climatic variables (e.g., temperature, humidity, mean sea level pressure etc.) to hydrologic variables (e.g., precipitation and streamflow), at regional scale. Statistical downscaling methods are generally used in the hydrological impact assessment studies for downscaling climate projections provided by the General Circulation Models (GCMs). GCMs are climate models designed to simulate time series of climate variables globally, accounting for the greenhouse gases in the atmosphere. The statistical techniques used to bridge the spatial and temporal resolution gaps between what GCMs are currently able to provide and what impact assessment studies require are called as statistical downscaling methods. Generally, these methods involve deriving empirical relationships that transform large-scale simulations of climate variables (referred as the predictors) provided by a GCM to regional scale hydrologic variables (referred as the predictands). This general methodology is characterized by various uncertainties such as GCM and scenario uncertainty, uncertainty due to initial conditions of the GCMs, uncertainty due to downscaling methods, uncertainty due to hydrological model used for impact assessment and uncertainty resulting from multiple stake holders in a water resources system. The research reported in this thesis contributes towards (i) development of methodologies for climate change impact assessment of various components of a water resources system, such as water quality, water availability, irrigation and reservoir operation, and (ii) quantification of GCM and scenario uncertainties in hydrologic impacts of climate change. Further, an integrated reservoir operation model is developed to derive optimal operating policies under the projected scenarios of water availability, irrigation water demands, and water quality due to climate change accounting for various sources of uncertainties. Hydropower generation is also one of the objectives in the reservoir operation. The possible climate change impact on river water quality is initially analyzed with respect to hypothetical scenarios of temperature and streamflow, which are affected by changes in precipitation and air temperature respectively. These possible hypothetical scenarios are constructed for the streamflow and river water temperature based on recent changes in the observed data. The water quality response is simulated, both for the present conditions and for conditions resulting from the hypothetical scenarios, using the water quality simulation model, QUAL2K. A Fuzzy Waste Load Allocation Model (FWLAM) is used as a river water quality management model to derive optimal treatment levels for the dischargers in response to the hypothetical scenarios of streamflow and water temperature. The scenarios considered for possible changes in air temperature (+1 oC and +2 oC) and streamflow (-0%, -10%, -20%) resulted in a substantial decrease in the Dissolved Oxygen (DO) levels, increase in Biochemical Oxygen Demand (BOD) and river water temperature for the case study of the Tunga-Bhadra River, India. The river water quality indicators are analyzed for the hypothetical scenarios when the BOD of the effluent discharges is at safe permissible level set by Pollution Control Boards (PCBs). A significant impairment in the water quality is observed for the case study, under the hypothetical scenarios considered. A multi-variable statistical downscaling model based on Canonical Correlation Analysis (CCA) is then developed to downscale future projections of hydro¬meteorological variables to be used in the impact assessment study of river water quality. The CCA downscaling model is used to relate the surface-based observations and atmospheric variables to obtain the simultaneous projection of hydrometeorological variables. Statistical relationships in terms of canonical regression equations are obtained for each of the hydro-meteorological predictands using the reanalysis data and surface observations. The reanalysis data provided by National Center for Environmental Prediction/National Center for Atmospheric Research (NCEP/NCAR) are used for the purpose. The regression equations are applied to the simulated GCM output to model future projections of hydro-meteorological predictands. An advantage of the CCA methodology in the context of downscaling is that the relationships between climate variables and the surface hydrologic variables are simultaneously expressed, by retaining the explained variance between the two sets. The CCA method is used to model the monthly hydro-meteorological variables in the Tunga-Bhadra river basin for water quality impact assessment study. A modeling framework of risk assessment is developed to integrate the hydro¬meteorological projections downscaled from CCA model with a river water quality management model to quantify the future expected risk of low water quality under climate change. A Multiple Logistic Regression (MLR) is used to quantify the risk of Low Water Quality (LWQ) corresponding to a threshold DO level, by considering the streamflow and water temperature as explanatory variables. An Imprecise Fuzzy Waste Load Allocation Model (IFWLAM) is adopted to evaluate the future fractional removal policies for each of the dischargers by including the predicted future risk levels. The hydro-meteorological projections of streamflow, air temperature, relative humidity and wind speed are modeled using MIROC 3.2 GCM simulations with A1B scenario. The river water temperature is modeled by using an analytical temperature model that includes the downscaled hydro-meteorological variables. The river water temperature is projected to increase under climate change, for the scenario considered. The IFWLAM uses the downscaled projections of streamflow, simulated river water temperature and the predicted lower and upper future risk levels to determine the fraction removal policies for each of the dischargers. The results indicate that the optimal fractional removal levels required for the future scenarios will be higher compared to the present levels, even if the effluent loadings remain unchanged. Climate change is likely to impact the agricultural sector directly with changes in rainfall and evapotranspiration. The regional climate change impacts on irrigation water demands are studied by quantifying the crop water demands for the possible changes of rainfall and evapotranspiration. The future projections of various meteorological variables affecting the irrigation demand are downscaled using CCA downscaling model with MIROC 3.2 GCM output for the A1B scenario. The future evapotranspiration is obtained using the Penman-Monteith evapotranspiration model accounting for the projected changes in temperature, relative humidity, solar radiation and wind speed. The monthly irrigation water demands of paddy, sugarcane, permanent garden and semidry crops quantified at nine downscaling locations covering the entire command area of the Bhadra river basin, used as a case study, are projected to increase for the future scenarios of 2020-2044, 2045-2069 and 2070-2095 under the climate change scenario considered. The GCM and scenario uncertainty is modeled combinedly by deriving a multimodel weighted mean by assigning weights to each GCM and scenario. An entropy objective weighting scheme is proposed which exploits the information contained in various GCMs and scenarios in simulating the current and future climatology. Three GCMs, viz., CGCM2 (Meteorological Research Institute, Japan), MIROC3.2 medium resolution (Center for Climate System Research, Japan), and GISS model E20/Russell (NASA Goddard Institute for Space Studies, USA) with three scenarios A1B, A2 and B1 are used for obtaining the hydro-meteorological projections for the Bhadra river basin. Entropy weights are assigned to each GCM and scenario based on the performance of the GCM and scenario in reproducing the present climatology and deviation of each from the projected ensemble average. The proposed entropy weighting method is applied to projections of the hydro-meteorological variables obtained based on CCA downscaling method from outputs of the three GCMs and the three scenarios. The multimodel weighted mean projections are obtained for the future time slice of 2020-2060. Such weighted mean hydro-meteorological projections may be further used into the impact assessment model to address the climate model uncertainty in the water resources systems. An integrated reservoir operation model is developed considering the objectives of irrigation, hydropower and downstream water quality under uncertainty due to climate change, uncertainty introduced by fuzziness in the goals of stakeholders and uncertainty due to the random nature of streamflow. The climate model uncertainty originating from the mismatch between projections from various GCMs under different scenarios is considered as first level of uncertainty, which is modeled by using the weighted mean hydro-meteorological projections. The second level of uncertainty considered is due to the imprecision and conflicting goals of the reservoir users, which is modeled by using fuzzy set theory. A Water Quantity Control Model (WQCM) is developed with fuzzy goals of the reservoir users to obtain water allocations among the different users of the reservoir corresponding to the projected demands. The water allocation model is updated to account for the projected demands in terms of revised fuzzy membership functions under climate change to develop optimal policies of the reservoir for future scenarios. The third level of uncertainty arises from the inherent variability of the reservoir inflow leading to uncertainty due to randomness, which is modeled by considering the reservoir inflow as a stochastic variable. The optimal monthly operating polices are derived using Stochastic Dynamic Programming (SDP), separately for the current and for the future periods of 2020-2040 and 2040-2060 The performance measures for Bhadra reservoir in terms of reliability and deficit ratios for each reservoir user (irrigation, hydropower and downstream water quality) are estimated with optimal SDP policy derived for current and future periods. The reliability with respect to irrigation, downstream water quality and hydropower show a decrease for 2020-2040 and 2040-2060, while deficit ratio increases for these periods. The results reveal that climate change is likely to affect the reservoir performance significantly and changes in the reservoir operation for the future scenarios is unable to restore the past performance levels. Hence, development of adaptive responses to mitigate the effects of climate change is vital to improve the overall reservoir performance.

This research examines the application of a Classic Glaserian Grounded Theory methodology to the phenomenon of drought when viewed from the perspective of household water users in southern England. The resulting conceptual work calls into question the effectiveness of water-wise messaging and current Government policies on water management, by highlighting the double assurances afforded to the public through their own observations of the natural cycling of water resources between atmosphere and land, and the continuous operation of the regulated water industry, that together sustain blind belief in the ongoing availability of potable water resources. To establish a clear separation between the development of substantive theory and mixed method studies that claim to take a grounded theory approach that are generally more popular within the discipline of Human Geography, the theory is presented alongside two pieces of work; a collection of modern drought histories and a questionnaire. Developed as part of the necessary process of cycling alternate projects to enable a theory to emerge from the data whilst the researcher is distracted from forcing her own ideas onto it, both these pieces can be viewed separately or as supportive companions to the theory. Additionally, in acknowledging the difficulty in presenting a Classic Grounded Theory in the traditional discussional form, for the benefit of the reader the theory is preceded by an autoethnography, which incorporates descriptive elements taken from field notes and the author’s personal water diary. These works draw data from subjects in three counties in England (Norfolk, Kent, and Devon), following the northwest – southeast rainfall gradient. Supplementary material for the drought histories is drawn from local and national archives and recorded oral histories. The primary emphasis of this work is placed on assessing the merits of each of the methods deployed in addressing environmental social science issues in the context of climate change, which hitherto have been focused on perception questionnaires and the development of popular cultural typologies.

The aim of this study was to determine the impact of feedback on organisational culture change. The empirical study was conducted among the employees of a financial institution in South Africa by means of a one-group Pre-test-Post-test design using the Corporate Culture Lite Questionnaire. The sample size for the pre-test and post-test measurement was 1584 and 927 employees respectively. A total of 203 feedback sessions were facilitated in five business units after the pre-test measurement according to the survey feedback approach. The data of the two measurements were compared using independent t-tests and p-values, to determine any areas of statistical and practical significant differences. The results indicate that in one of the five business units there was a practical significant difference between the two measurements of organisational culture on ten of the dimensions. This research therefore confirms that feedback has a limited impact on organisational culture change. / Industrial and Organisational Psychology / M. Comm. (Industrial Psychology)

In the first chapter the author outlined the context of the study, the overview, terminology and the research aims, as well as research questions. The purpose of the study was to explore the management of change in schools of the Kavango region in Namibia. It aimed to determine the guidelines, factors that influence change, the role of the principals in managing change and strategies used to train school managers to cope with new demands and changes. The literature reviews, in Chapter 2, address the theories of change management. They further outline the role and successes of school principals in managing change. The literature revealed a lack of information-sharing and skill amongst staff members in general, and principals in particular. The description of the methodology in Chapter 3 addresses how the research questions were approached using purposeful sampling and semi-structured interviews as part of an interpretive approach. A thematic analysis of the data was undertaken from which important recurring concepts were derived. This process continued during data collection. The findings from the data analysis in terms of twelve themes (cf. 4.4) which were composed by grouping together related concepts are presented and described in Chapter 4. Findings showed that participating principals lack skills in managing change, but it appears that there is potential for improvement if they are trained to understand the management of change and leadership theories. A summary of the main findings of the study is found in Chapter 5, together with conclusions and recommendations. Limitations of the study and implications for future research are also addressed. An analysis of the study indicated that there is lack of support, monitoring and coordination of the management of change programmes at the regional level. Reference was made to leadership and management programmes such as the Education and Training Sector for Implementation Programme [ETSIP] initiated by the Ministry of Education [MoE] to assist principals. The findings suggest that programmes petered out because follow-up was limited. / Educational Studies / M. Ed. (Education Management)

Submitted in partial fulfilment of the requirements for the degree of Masters in Business Administration, Durban University of Technology, 2008. / Strategic change within an organisation is inevitable. Due to the competitive global landscape, organisations have to continuously adapt their strategies to remain in the market. Strategy change is most often met with resistance, and more so when the change involves downsizing. The effects of downsizing on employee morale, performance and commitment have been studied by numerous authors and a number of models for strategy change implementation consequently suggested. However, South Africa is faced with very particular challenges when dealing with change, including a high level of unemployment, fierce resistance to change in the form of collective action such as strikes, stay-aways or go-slows, political and social transformation happening simultaneously, global competition and the conflict between social and free markets within an emerging economy. Irrespective of the vast amount of international literature available on change management, there is a distinct lack of literature investigating the impact of strategy change in an emerging economy and a knowledge gap in terms of applying existing change theories in non-Western environments. This study was aimed at determining the impact of strategy change, particularly downsizing, on employee morale, performance and commitment at a global South-African based Telecommunication Company. The objectives of the study was to determine whether employees in South Africa are negatively affected by downsizing, and provide useful information to strategic managers in terms of implementation of strategy change in a South African environment. To determine the impact of downsizing as a strategy change, a questionnaire was designed based on the literature review to ascertain responses to three sections of questions, respectively measuring morale, performance and commitment. A sample of the target population was chosen based on their position/ employment type i.e. management, supervisor or general staff. The results of the empirical study revealed some very interesting points. Although all respondents demonstrated optimism in terms of their morale, performance and commitment, it was found that comparatively, managers are more negatively impacted during times of downsizing. The Telecommunication Company’s structured nature, advances in political and social reform, and solid Training and Development policy shielded the employees from the full negative impacts of downsizing because of their positive core self evaluation. The substantial amount of neutral responses (especially under management) indicated that not all respondents revealed their true feelings, a common characteristic amongst collective people. It also surfaced that even though the majority of responses indicated positive morale and performance, most respondents were considering positions outside the organisation. Based on the literature review and results from the empirical investigation, a model was proposed to assist strategic managers in South Africa with change implementation.