Text in Afrikaans, summary in Afrikaans and English / Hierdie studie is onderneem om die effek van leierskap op verandering in 'n nie-winsgewende organisasie te bepaal. 'n Literatuur- en 'n empiriese studie is onderneem. Literatuur beklemtoon dat verandering 'n realiteit in 'n organisasie is, 'n veranderingsagent die proses moet dryf en dat die transformasieleierskapstyl die gewenste styl vir veranderingsbestuur is. Navorsing toon dat verandering vanwee ekstreme invloede wel voorkom. Verwarring ten opsigte van wie die rol en verantwoordelikheid as veranderingsagent moet vertolk kom egter in die navorsing na vore. Die wyse en frekwensie waarop kommunikasie ten opsigte van verandering plaasgevind het, word oor die algemeen positief deur die respondente ervaar, maar respondente toon egter ook positiewe en negatiewe gedragsreaksies aan ten opsigte van verandering. Respondente toon dat die transformasieleierskapstyl met leierskapsgedrag/-kenmerke wat verband hou met integriteit, toeganklikheid en objektlwiteit hul tot deelname aan verandering motiveer. Navorsing toon ook dat leierskapspotensiaal en die behoefte aan leierskapsontwikkeling by respondente teenwoordig is. Navorsing het bevestig dat leierskap 'n effek op verandering in 'n nie-winsgewende organisasie het. / This research aims to establish whether leadership has an effect on change in a not-for-profit organisation. A literature and empirical study were conducted. Literature indicated that change in organisations is a reality and that organisations need to appoint change agents in order to facilitate the change process. Research has shown that change in not-for-profit organisation was caused by external influences and indicated that confusion exists as to whom the role and responsibility of change agent belongs to. Respondents indicated that they were generally positive about the frequency and way in which change was communicated but they indicated both positive and negative behavioral reactions to change. The transformational leadership style is highlighted as the best leadership style to manage change. The transformational leadership style with leadership behavior such as integrity, approachability and objectivity motivates respondents to participate in the change process. Research also indicated that respondents have leadership potential and have a need for leadership development. This study confirmed that leadership has an effect on change in a not-for-profit organisation. / Social Work / M.Diac. (Maatskaplike Werk-rigting)

The study investigated the experiences of remaining nurse tutors at the Free State School of Nursing during the transformation of Nursing Colleges and downsizing of personnel. The study aimed at describing the experiences of individuals during changes in their work environment, with the purpose of contributing to the identification of guidelines for 'surviving' transformation and downsizing at the workplace. Three themes emerged from this study through the narrative descriptions and unstructured interviews. The first theme, affective responses, dealt with emotions, low morale, depressive moods and anxiety caused by transformation and downsizing. The second theme, cognitive and perceptual view, revealed the thoughts, beliefs, and opinions of remaining nurse tutors regarding transformation and downsizing. Perceptions of and opinions on how nursing education and human dignity were affected were also expressed. The third theme portrayed the coping responses, which described work-related personal and social adjustments nurse tutors made during the transformation of nursing colleges. Recommendations included communication, participation and counseling of nurse tutors and to meet the requirements of nursing colleges during transformation and downsizing. / Health Studies / M.A. (Nursing Science)

The study investigated the experiences of remaining nurse tutors at the Free State School of Nursing during the transformation of Nursing Colleges and downsizing of personnel. The study aimed at describing the experiences of individuals during changes in their work environment, with the purpose of contributing to the identification of guidelines for 'surviving' transformation and downsizing at the workplace. Three themes emerged from this study through the narrative descriptions and unstructured interviews. The first theme, affective responses, dealt with emotions, low morale, depressive moods and anxiety caused by transformation and downsizing. The second theme, cognitive and perceptual view, revealed the thoughts, beliefs, and opinions of remaining nurse tutors regarding transformation and downsizing. Perceptions of and opinions on how nursing education and human dignity were affected were also expressed. The third theme portrayed the coping responses, which described work-related personal and social adjustments nurse tutors made during the transformation of nursing colleges. Recommendations included communication, participation and counseling of nurse tutors and to meet the requirements of nursing colleges during transformation and downsizing. / Health Studies / M.A. (Nursing Science)