Global ETD Search

221	Nkanelo wa Swin'wana swa Swithopho swa Swivongo na Nkacetelo wa Swona eka Vatsonga / The analysis of the influence of some totems among Vatsonga Mathevula, Delvah 20 September 2019 (has links) MA (Xitsonga) / Eka Senthara ya M. E. R. Mathivha ya Tindzumi ta Xiafrika, Vutshila na Mfuwo / Ndzavisiso lowu wu kanela hilaha swithopo swi nga na nkucetelo hakona eka mahanyelo ya Vatsonga. Nkoka wa dyondzo leyi i ku komba Vatsonga laha va humaka kona na mahanyelo lama hlohloteriwaka hi swithopo swa swivongo swa vona. Xikongomelonkulu xa ndzavisiso lowu i ku lavisisa swin’wana swa swithopo swa swivongo swa Vatsonga na nkucetelo wa swona evuton’wini bya vanhu lava. Ntirho lowu wu ta languta swithopo swa makumembirhin’we leswi nga kona eka swivongo swa Vatsonga. Mulavisisi u hlawurile swivongo handle ko landzelela maendlelo yo karhi, kambe u ta hlawula ngopfu swivongo leswi kumekaka hi xitalo kumbe leswi taleleke hi vavulavuri eka Vatsonga. Nkanelo wa mahungu wu langute eka swihlawulekisi swa swithopo swa swivongo na nkucetelo eka vinyi va swona. Vakhegula na vakhalabye vo ringana ntlhanu eka xivongo xin’wana na xin’wana lava nga na vutivi bya matimu ya swivongo va hlokohlisiwile ku kuma swithopo na matimu ya swona eka xivongo xin’wana na xin’wana. / NRF Xivongo Xithopo Rixaka Ndhavuko Xiphato xa Xivongo na Mahanyelo 306.830968259 Tribes -- South Africa -- Limpopo Totems -- South Africa -- Limpopo Clans -- South Africa -- Limpopo Surname -- South Africa -- Limpopo Culture -- South Africa -- Limpopo
222	The influence of organisational strategy, recruitment strategy and organisational culture on succession planning in South Africa’s Department of International Relations and Cooperation. Ramaboea, Stella Julie 10 1900 (has links) M.Tech (Department of Business Administration, Faculty of Management Sciences), Vaal University of Technology. / In terms of the Public Service Act, 1994, as amended by Act 30 of 2007, all government departments operate under a recruitment system whereby applicants and employees are selected for positions based on their qualifications for the job. Equity and fairness are underlying democratic values and principles of the system. Therefore, the system guards against pre-determined successors until such time as all qualified candidates are provided an equal opportunity to apply for, and be considered, for the job (RSA 1994). However, organisations need to ensure that the appropriate people are in place with the required values, skills and competencies that are necessary to bring about change and accomplish goals to drive organisational strategy forward. It is also necessary to ensure that a suitable leadership team is chosen to help preserve and build upon an organisation’s existing vision, mission and values. Ensuring that leaders have the appropriate skills, abilities and competencies is crucial to assist an organisation to implement its strategic direction and overall goals and objectives. The purpose of this study was to investigate the influence of organisational strategy, recruitment strategy and organisational culture on effective succession planning in the Department of International Relations and Cooperation (DIRCO). In this study, focus was on trait behavioural, situational and chaos leadership and management theories; and their relationship to succession planning. The study made use of a quantitative research technique. Quantitative primary research was conducted by employing a self-administered questionnaire in the gathering of primary data for the study. The target population comprised employees (from entry level to executive levels) of DIRCO based in Gauteng Province as well as 127 South African Embassies and Consulates in foreign countries. Descriptive analysis was used in the analysis of the sample composition and participants’ perception of succession planning at DIRCO. Furthermore, confirmatory factor analysis and structural equation modelling (SEM) was used to assess model fit and to test the hypotheses. The results of the study confirmed that the recruitment strategy of DIRCO does not create opportunities for identification of internal talent. In order to address these deficiencies, it is recommended that DIRCO identify, mentor and promote diverse pools of internal candidates through succession planning. A proper succession plan will provide an organisation with a surplus of talent and will assist officials to realise their potential. DIRCO prefers to recruit external candidates rather than developing training programmes that will prepare the internal workforce for future leadership positions. The results indicate that lack of organisational and recruitment strategies have substantial influence on organisational processes. Strategic planning -- South Africa. Personnel management -- South Africa. Corporate culture -- South Africa.
223	Investigation of the impact of organisational culture on employee commitment during acquisition in an insurance organisation Makgalo, Maropeng Portia 20 November 2020 (has links) This study is about the investigation of the impact of organisational culture on employee commitment during an acquisition process in an insurance organisation. A sample of 318 employees was selected from a population of +/-600 in a South African insurance organisation. The sample was categorised between employees in non-management as well as those in management positions. Managers were further categorised as junior managers and middle managers. These participants were selected based on the fact that they were not involved in the strategic decision-making processes during the acquisition. Thus they had no input in the decision making regarding the acquisition process. Employees on senior management level and above did not form part of the study because they were involved in the acquisition process's strategic decision-making. The sample was also based on employees who were already employed by the organisation when the acquisition process was finalised. The acquisition process started in 2013 and was finalised in 2017. The descriptive correlation research method was used for the study. The methodological approach adopted was the quantitative approach analysed based on descriptive statistics followed by inferential statistics using the SPSS 2017 (version 25). Analysis of data was done using Pearson correlation coefficient, regression analysis, independent T-test and ANOVA. The internal consistency of the measuring instruments was determined using the Cronbach's alpha. Questionnaires, namely the Organisational Culture Questionnaire (OCQ) and Organisational Commitment Scale (OCS), were used to measure organisational culture and employee commitment, respectively. The results revealed a high level of internal consistency across the scale and the items of the OCQ (EC & PC) and OCS variables. The conclusions of the empirical study describe the impact of organisational culture on employee commitment during an acquisition process. The empirical study indicated that the impact of preferred organisational culture on employee commitment is insignificant. However, the impact of existing organisational culture on employee commitment is significant. The findings further indicated that the dominant existing culture is the role culture whilst the dominant preferred culture is the power culture. Affective commitment was found to be dominant in terms of employee commitment. The limitations of this study are presented together with recommendations for future research. The recommendations for the profession of industrial and organisational psychology highlight pertinent aspects for practicing psychologists and managers in this field. Based on the study's findings, organisations are advised to diagnose their cultures and determine how it affects their employees’ commitment in addition to other recommendations provided. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology) Acquisition Organisational culture Organisational commitment 658.3140968
224	Culture as a weapon of the struggle: black women artists contributions to South African art history through conferences and festivals between 1982 and 1990 Sooful, Avitha 11 1900 (has links) D. Tech. (Department of Visual Arts and Design: Fine Art, Faculty of Human Sciences), Vaal University of Technology. / Studies on art made by women have been deprived of their place in the history of art, globally, however, within the South African context, white women were placed firmly within the arts while black women were marginalised. This study makes two assertions, that culture was used as a weapon during apartheid in the 1980s, and that black women, as artists, contributed to South African art history through conferences and exhibitions. The process adopted in securing these two stated positions was to use the frameworks of Critical Race Theory (CRT) and grounded theory as methods to elicit personal experiences through interviews with six women involved in the arts and who contributed to the apartheid struggle during the 1980s. The process used to structure the research and collect data, was an argumentative review of selective literature. Exhibition reviews, conference presentations and proceedings, as well as journal publications between 1982 and 1990. The review concentrated on ‘what’ and ‘how’ statements made on black artists, specifically black women, to understand the reasons for the neglecting of black women artists in the construction of South African art history in the 1980s. Culture as a weapon of the struggle constructed a substantial part of this research as the study considered aspects that constituted struggle culture during the 1980s and the role of black women within this culture. Important to the role of black women as cultural activists was the inclusion of the oppressive nature of class, gender and race as experienced by black women during apartheid to expose the complexities that impacted black women’s roles as activists. A discussion of conferences, and festivals (with accompanying exhibitions), and the cultural boycott against South Africa, the official adoption of culture as a weapon of the struggle, and the resolutions taken at these conferences is investigated. Also of importance was the inclusion of women as a point of discussion at these conferences: their poor position in society, and support for the inclusion of more women into the visual arts. In support of black women’s contribution to South African art history, a discussion on black women as cultural activists is included. This includes interviews with six activists who were part of the liberation struggle during the 1980s who shared their experiences. The study asserts that black artists, specifically black women artists, were prejudiced during the 1980s. This did not however serve as a deterrent to their contribution to a South African art history. Anti-apartheid movements such as the African National Congress (ANC) and the anti-apartheid movement (AABN), Amsterdam, played an integral role in creating alternative cultural platforms that supported a ‘people’s culture’, that enabled the use of culture as a ‘weapon of the struggle’ against apartheid. Culture Black women artists South African art history Apartheid Women activists Anti-apartheid movements Dissertations, Academic -- South Africa. Women artists, Black -- South Africa. Art, South African. Popular culture -- South Africa.
225	The traditional Ba Venda concept of the after-life vis-à-vis, the Bavenda christian understanding of eternal life Dube, Stephen Maqethuka 30 November 2002 (has links) This dissertation explores the traditional Ba Venda concept of the after-life vis-a-vis the Ba Venda Christian understanding of eternal life. In this dissertation a historical background of the traditional Ba Venda and how there were reached with the gospel of Jesus Christ will be given. A comparative study of the traditional Ba Venda and Christian Ba Venda beliefs and practices is given. It will be noted that the Ba Venda Christians of BeitBridge district revert to traditional beliefs and practices concerning the dead. These rituals carried out by the Ba Venda Christians show the syncretistic elements practiced. A central question therefore is "Are the Ba Venda Christians operating on the basis of Christian concept of death and hereafter?" It is argued in this dissertation that the Ba Venda Christian concept of death and after life is the blending of Ba Venda Christian and Ba Venda traditional beliefs and practices, particularly when it comes to death and burial practices. / Religious studies / M.A.(Religious) Traditional BaVenda BaVenda Christians BaVenda worldview After life Death and its meaning Burial practices Death rituals Eternal life 299.640968257 Venda (African people) -- Religion Future life -- Christianity
226	The impact of organisational culture on organisational commitment Manetje, Ophillia Maphari 30 November 2005 (has links) A review of the literature reveals that organisational commitment is an outcome of organisational culture, when reviewing the definitions, theoretical development and models of these two concepts. The integration of organisational commitment with organisational culture indicates that there is a need for a scientific study to determine the relationship between these two variables. The empirical study involved the participation of 371 respondents in an organisation. A survey was conducted using the organisational commitment scale and the organisational culture questionnaire to determine the relationship between organisational culture and organisational commitment. The results suggest that organisational culture has an effect on organisational commitment. Recommendations are made to successfully implement both organisational culture and organisational commitment change initiatives. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology) Organisational members Support culture Achievement culture Role culture Power culture Organisational culture Normative commitment Organisational commitment Continuance commitment Affective commitment 302.350968 Corporate culture -- South Africa Performance Commitment (Psychology) -- South Africa Organizational effectiveness Employee motivation -- South Africa Employees -- South Africa -- Attitudes
227	The relationship between organisational culture and financial performance in a South African investment bank Davidson, Gina Monique 30 November 2003 (has links) This research explores the relationship between the organisational culture and financial performance of a South African investment bank by means of quantitative research. The Denison Organizational Culture Survey was used to measure the organisational culture of the investment bank and was administered to a sample of 327 employees. Income statement ratio analysis was selected as a means to assess the financial performance. The results indicate that very few of the financial measures selected could be shown to be correlated with the organisational cultural traits or subscales. Correlations between the cultural dimensions of team orientation, agreement, customer focus and vision were found with certain financial measures. Although these correlations were above the 0.50 level, the levels of significance were not sufficient in all cases to draw conclusions with confidence. The only cultural trait that was found to be correlated with financial measures was the consistency trait. / Industrial and Organisational Psychology / M.Com. (Industrial and Organisational Psychology) Organisational culture Financial performance Denison Organizational Culture Survey Ratio analysis 658.1520968 Corporate culture -- South Africa Psychology, Industrial -- South Africa Ratio analysis Business enterprises -- South Africa Organizational behavior -- South Africa
228	An exploration of South African diversity dynamics Pretorius, Marius 30 November 2003 (has links) Diversity has, over the last few decades, become a burning issue on the agenda of most companies. Current diversity-related interventions are mainly based on behaviouristic and socio-cognitive approaches. In this research diversity was approached from the systems psychodynamic paradigm. The general aim was to gain an understanding of the diversity dynamics that manifests in an South African diversity experience. The literature review focussed on diversity in the workplace, on the group relations training model, and on the application of the group relations training model to diversity. Qualitative research was done by interviewing a sample of 15 delegates who attended the November 2000 Robben Island Diversity Experience. These unstructured interviews were used to obtain in-depth information about the participant's experience and the data was analysed hermeneutically. The emerging themes were `crossing the boundary, engage the new world, the ties that bind, being imprisoned, the struggle, the road to reconciliation, integration and healing, back to the future and the crucible'. It is recommended that South African organizations make more use of the systems psychodynamic approach to study the manifestations of diversity dynamics. The aim is not to replace the other approaches to diversity, but to add a perspective that can enhance awareness and sensitivity to the covert, unconscious and irrational forces that impact on diversity. / Industrial and Organisational Psycology / M. A.(Industrial and Organisational Psycology) Reference systems Relations and relatedness Power Identity Robben Island Diversity Experience Group relations training model Diversity dynamics Systems psychodynamic paradigm South African diversity 658.3008 Group relations training -- South Africa Life skills -- South Africa Social interaction -- South Africa Organizational change -- South Africa Corporate culture -- South Africa
229	A comparative study of the trust audit results of three business units of a South African company Cyster, Sharon 28 February 2005 (has links) The general objective of this research was to do a comparative study of the Trust Audit results - obtained during 2000 - of three Business Units of a South African Company in order to determine whether there are any significant differences between them regarding the ”Big Five” personality dimensions and the ”Managerial Practices” dimensions. Trust has been found to be an essential ingredient in all organisations, providing the impetus for employers to gain a better understanding of the building blocks of organisational trust and to restore eroded trust. The intensity of any trust relationship will depend on certain facilitators of trustworthiness which may facilitate or impede the flow of trust. Research studies indicate that organisations with high levels of trust will be more successful, adaptive, and innovative than organisations with low levels of trust or pervasive mistrust. Positive results were indicated for all Business Units regarding the personality aspects. The most positive ”Big Five” dimensions were conscientiousness, extraversion and agreeableness while the lowest dimension was resourcefulness. Overall results regarding managerial practices indicated that not enough information sharing took place and that this had a negative effect within the work environment. The credibility dimension, being lower than the others, indicated that better credibility of persons that are reported to, could improve trust and optimal functioning within the working environment. Team management, work support and trust relationship were viewed positively by all Business Units. One of the main conclusions of this research was that managers/leaders have a pivotal role to play in creating high-trust organisations and engendering trusting relationships. / Industrial and Organisational Psychology / M.Comm. (Industrial and Organisational Psychology) Trust Mistrust Cooperation Relationships Teamwork Personality aspects Managerial practices 302.350968 Organizational behavior -- South Africa Corporate culture -- South Africa Psychology, Industrial -- South Africa Management -- South Africa Leadership -- South Africa Trust -- South Africa Business ethics -- South Africa Industrial management -- South Africa
230	Language as an instrument of power Maluleke, M.J. 28 February 2005 (has links) no abstract available / Linguistics / M.A. (Sociolinguistics) Binary opposition Borrowing Media Dominance Control Monolingualism English Xitsonga Afrikaans Language policy Language planning Standardisation Indigenous languages Research Study Culture Imperialism Colonisation Globalisation Attitudes Hegemony Instrument Power Manipulation Rhetoric Spin-doctoring Authority Influence Multilingualism Bilingualism Language Sociolinguistics 306.440968 Sociolinguistics -- South Africa Multilingualism -- South Africa Globalization Language and culture -- South Africa Language policy -- South Africa Language planning -- South Africa

Search results