A research report submitted to the Faculty of Engineering and the Built Environment, University of the Witwatersrand, in partial fulfillment of the requirements for the degree of Master of Science in Engineering / The purpose of the study was to investigate ways of providing corporate real estate management services in the South African context. The data collection process started with a pilot study using a questionnaire. A qualitative approach was used with semi-structured interviews of six Corporate Real Estate managers from companies of various industries in Johannesburg in March 2014. The larger organizations prefer to have a formalized Corporate Real Estate unit that is situated at headquarters and have no links with core business. These companies refer to their corporate real estate units as facilities management, property management and workplace management, the actual term “corporate real estate” is not used in South Africa. The companies that have the formalized Corporate Real Estate units own their Corporate Real Estate or are triple net leasing their Corporate Real Estate. Respondent companies prefer to manage strategic aspects in-house and outsource the operational activities, because real estate is not their core business. Some of the respondents did not experience challenges with either outsourcing or in-house management. Respondents that experienced challenges with outsourcing had problems with performance issues, lack of knowledge and experience by service providers, the quality of the service and the lack of performance measurement tools. The challenges experienced with managing in-house included performance issues, lack of accountability from internal staff, lack of flexibility, and lack of skill and experience on the part of internal staff. South African practice may appear to match international best practice; however, more studies might be needed to validate the results. Key words: South Africa, corporate real estate management, outsourcing, in-house management

Thesis (M. A. (Aquaculture )) -- University of Limpopo, 2006 / Refer to document / NRF (National Research Foundation) and Canon Collins Educational Trust for Southern Africa (CCETSA)

M.Tech. Business Administration. Business School. / In 1994 with the new democratic Government, South Africa initiated a plethora of changes and transformation in business. South Africa’s management, which was mostly made up of White managers, was joined by a Black, African group of managers. Businesses saw vast differences in the management styles of the White/Westernised leaders in comparison to that of the Black/Africanised leaders. Leaders have the ability to shape South African organisations with regards to how businesses/organisations are managed and the style of leadership adopted, which in turn influences the organisations’ culture. South African organisations not only had White and Black managers to contend with, but the workforce also consisted of very diverse work groups made up of distinguishing factors such as race, gender, age and ethnicity. Furthermore, managers had to change from pre-apartheid management styles to post-apartheid leadership styles, to facilitate the management of a changing political, social and economic environment. The task of management for leaders became extremely complex. The study as a result, focuses on the very Western leadership of White managers, in comparison to the Africanised leadership of Black, African managers.

Abstract not available.

This study will attempt to determine whether and how change management impacts upon employees' perceptions of organisational climate. This is particularly relevant in the South African environment where, due to many years of isolation, organisations have changed little if at all, and now find themselves faced with constant change in order to compete in the global marketplace. "Change begets change. When people in an organisation have seen changes occur, without harmful effects to the organisation or to them or their co-workers, they are likely to accept further changes quite readily. Conversely, unfavourable experience with change encourages resistance. Executives can study their organisational climate and quietly take steps to make it more favourable to new ideas and new methods". (Johns:(l963:29) At the outset, in order to avoid confusion, it must be mentioned that there are two main aspects to change management in an organisation, namely, the management of change from a managers perspe~tive, which focuses on how to effectively manage change, using for example Lewin's model, and the management of change from the employees' perspective, which focuses on how employees are coping with change. These have a direct bearing on each other. 1.2 Importance of the Research A person's perception is their reality. This study will highlight the relationship between the employees' perception of organisational climate and change management. This will allow management to attempt to create the most conducive climate necessary to facilitate change. 1.3 Objectives and Aims of the Study 1. To establish whether a relationship exists between employees' perceptions of organisational climate and change management. 2. To ascertain how employees' perceptions of change management impacts on organisational climate. 1.4. Theoretical Model Indenendent Variable CHANGE MANAGEMENT ORGANISATIONAL CLIMATE Man's behaviour in organisations is not the product of cognitive rationality or of a logical and mechanistic mode of processing information. In addition to the structural properties which managers design as a mechanism for guiding behaviour, management has also to consider the psychologicalsociological climate that is equally powerful in affecting individual and group behaviour. / Thesis (MBA)-University of Natal, Durban, 2002.

This dissertation explores the sociolinguistic dynamics and challenges facing African learners in some multiracial schools in KwaZulu-Natal in terms of their linguistic and cultural identities. It seeks to investigate the impact of schooling in multiracial schools on the identities of young Zulu speakers living in Sundumbili Township in Northern KwaZulu-Natal. Three formerly HOD schools in Stanger were identified as research sites, and 100 Grade 11 learners selected as respondents. Data was collected by a multi-method approach, through a written questionnaire, and through interviews with a sub-group of the respondents. Data analysis involved both qualitative and quantitative processes. The findings indicate that the learners investigated have responded to the challenges posed by their schooling in a multiracial environment by developing into bilingual speakers who are aware of the need to select their language according to the communicative needs of their context. They seem well able to shift from school to the township and vice versa. However it is clear that some are no longer fully proficient in isiZulu. At the same time, these learners still identify themselves as amaZulu, primarily on the basis of participating in Zulu cultural activities. The role of language in constituting Zulu identity appears to be receding: many respondents feel that speaking isiZulu is no longer essential to being amaZulu. These attitudes raise some concerns about the long-term maintenance of isiZulu. The thesis concludes with some recommendations aimed at enhancing the continued use of isiZulu. The Department of Education must ensure that all schools promote an additive form of bilingualism which will enable a child to develop in his/her mother tongue while getting exposure to an additional language. Furthermore economic value must be given to these African languages to enable learners to find meaning in studying and using them. Multiracial schools should celebrate diversity in both linguistic and cultural terms, and parents should come to accept the important roles that they need to play in this regard. / Thesis (M.A.)-University of KwaZulu-Natal, 2005.

Thesis (MScAgric)--Stellenbosch University / ENGLISH ABSTRACT: Triploidy is the genetic state of containing three sets of chromosomes per cell in stead of two as in diploid organisms. The South African abalone (Haliotis midae) is naturally a diploid organism that sexually matures between four to eight years of age. Early sexual maturity is a disadvantage in cultured abalone stock, as the process of gonad development and spawning is energy demanding, causing energy to be diverted away from somatic growth. This same problem has been extensively experienced in diploid bivalve molluscs, where triploidy has since been applied as a means to prevent sexual maturation from occurring, thereby speeding up the growth process and shortening the time to marketing. Because triploidy was effective in bivalves, it was thought that it could contribute to faster growth in abalone as well. A procedure for the induction of triploidy in the abalone, Haliotis midae, was developed by De Beer (2004) and yielded up to 100 percent triploidy in treated abalone larvae. The next step was to compare the growth of the diploids and triploids to establish whether there was indeed a growth advantage on the part of the triploids, in view of commercial application. By using the same techniques as described by De Beer (2004), three groups consisting of triploid and diploid siblings were produced and subscribed to a comparative growth trial. The groups were spawned in three different seasons. The main objective was to establish whether there was in fact a difference in growth between diploid and triploid siblings, and whether seasonal effects were associated with growth advantages for either triploids or diploids. The two growth parameters measured were shell length and body weight. Measurements commenced at eight months of age, when the abalone could be individually tagged and continued up to the age of 24 months. The over-all results provided no convincing evidence of statistically significant faster growth of triploid juveniles compared to that of diploids up to two years of age. Growth differences were detected between seasons, but could not confidently be ascribed to seasonal environmental effects. The regression of shell length to body weight was similar for diploids and triploids. / AFRIKAANSE OPSOMMING: Triploiede organismes bevat drie stelle chromosome per sel in plaas van twee soos dit normaalweg in diploiede diere voorkom. Die Suid Afrikaanse perlemoen (Haliotis midae) is van nature ‘n diploiede organisme wat tussen die ouderdom van vier tot agt jaar seksueel aktief word. Vroeë seksuele aktiwiteit is ongewens in kommersiële akwakultuur aangesien energie spandeer word aan gonade ontwikkeling in plaas van somatiese groei. Dieselfde probleem is vroeër in die oester bedryf ondervind waar dit deur middel van triploiede induksie aangespreek is. Triploiedie veroorsaak steriliteit en kan gebruik word as ’n metode om steriliteit op groot skaal te induseer. Steriliteit sou dan meebring dat meer energie beskikbaar is vir somatiese ontwikkeling, wat verhoogde groeitempo en n verkorte tyd tot bemarking beteken. Op soortgelyke wyse is dus gepostuleer dat triploiedie in perlemoen ook tot steriliteit kon lei. ‘n Triploiede induksie metode was ontwikkel deur Mathilde de Beer (2004) wat ‘n hoë persentasie triploidie in geinduseerde perlemoen opgelewer het. Die volgende logiese stap was om die groei van diploiede diere met die van triploiede diere te vergelyk om te bepaal of triploiedie wel ’n groei voordeel tot gevolg het met die oog op kommersiële toepassing. Deur van dieselfde tegnieke as De Beer (2004) gebruik te maak, is drie groepe, elk bestaande uit verwante diploiede en triploiede diere, geproduseer en ingeskryf aan n vergelykende groei proef. Die groepe was in drie verskillende seisoene geproduseer. Die hoof doelstelling van die proef was om groeitempo van diploiede en triploiede diere te vergelyk, asook om die invloed van seisoen op groei van diploide en triploide te bepaal. Twee groei eienskappe naamlik skulp lengte en liggaamsmassa is gemeet vanaf ‘n ouderdom van agt maande (wanneer die diere individueel gemerk kon word) tot ‘n ouderdom van 24 maande. Die algehele resultate het gedui op geen betekenisvolle verskil tussen die groei van triploiede en diploiede perlemoen tot op die ouderdom van twee jaar. Verskille het voorgekom in die groei tussen seisoene, maar daar kon nie bewys word dat die verskille die gevolg van seisoenale omgewingseffekte was nie. Diploiede en triploiede het dieselfde skulp lengte tot liggaamsmassa verhouding getoon tot op twee jaar ouderdom.

Thesis (MSc)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: The species Haliotis midae is the only abalone species of commercial importance to the South African fisheries industry. The species is currently under substantial pressure due to commercial harvest and illegal poaching, to the extent that genetic and biodiversity may be under threat. The species is also being cultured in commercial systems for supply to international markets. The South African production for 2002 amounted to 350 tons. The commercial production of abalone may also have implications with regard to genetic diversity of natural and commercial populations. The aim of this project was to assess the genetic diversity of the natural and commercial populations of abalone at the I&J Abalone Farm, Danger Point, Gansbaai, in South Africa, in order to make recommendation with regard to possible impact on natural diversity as well as internal management systems. Distortion of natural genetic diversity or a loss of internal diversity will have detrimental consequences. Representative samples have been obtained from the surrounding natural population, as well as the commercial populations, including the broodstock and various progeny groups. Both mtDNA and AFLP molecular techniques were used to assess genetic diversity. Data analysis showed that the genetic profile of the commercial population display sufficient genetic variation. The genetic structure of the commercial population also displays no significant deviation from that of the surrounding natural population, i.e. the population of origin. The results through give indication of a small, though unsignificant loss of genetic variation from the broodstock to the subsequent progeny groups. The investigation conclude that the commercial populations of abalone at the I&J Abalone Farm, Danger Point, Gansbaai, in its current format holds no threat to the disruption of the genetic diversity of the surrounding natural population. Further, the commercial population possesses sufficient genetic variation in view of future genetic development. There is signs of a slight loss of genetic variation in the change over from the broodstock to the progeny groups. This would necessitate careful and controlled replacement of the original broodstock with new animals from the commercial progeny groups as part of an ongoing process of domestication. / AFRIKAANSE OPSOMMING: Die spesie Haliotis midae is die enigste perlemoen spesie van kommersiële belang vir Suid Afrikaanse visserye. Die spesie verkeer tans onder toenemende druk as gevolg van kommersiële en onwettige vangste, tot so 'n mate dat genetiese en biodiversiteit daardeur geaffekteer kan word. Die spesie word in toenemende mate kunsmatig gekweek vir voorsiening aan internasionale markte. Suid Afrikaanse produksie vir 2002 beloop reeds sowat 350 ton per jaar. Die kunsmatige produksie van perlemoen het ook moontlike implikasies op die genetiese diversiteit van natuurlike en kommersiële populasies van die perlemoen, Haliotis midae. Die doel van die projek was om die aard van genetiese diversiteit van die natuurlike en kommersiële populasies van perlemoen by die I&J Perlemoen Plaas, Danger Point, Gansbaai in Suid Afrika te ondersoek, ten einde aanbevelings te maak ten opsigte van moontlike impak op natuurlike diversiteit asook ten opsigte van interne genetiese bestuurstelsels. Versteuring van natuurlike diversiteit of verlies van interne diversiteit hou nadelige gevolge in. Verteenwoordigende monsters is versamel vanuit die omliggende natuurlike populasies, sowel as van die kommersiële populasie op die plaas, insluitend die teelmateriaal en verskillende nageslaggroepe. Beide mtDNA en AFLP-molekulêre tegnieke is gebruik tydens die ontleding van genetiese diversiteit. Dataontleding het aangetoon dat die genetiese profiel van die kommersiële populasie voldoende genetiese variasie demonstreer. Die genetiese struktuur van die kommersiële populasie toon verder geen betekenisvolle verskil met die omliggende natuurlike populasie nie, dit wil sê met die populasie van oorsprong nie. Die resultate toon verder 'n geringe, dog nie betekenisvolle verlies van genetiese variasie wat waargeneem word met oorgang van die teelmateriaal na die onderskeie nageslaggroepe. Die bevindinge van die ondersoek is dus dat die kommersiële populasie op die I&J Perlemoen Plaas, Danger Point, Gansbaai, in die huidige formaat, geen bedreiging inhou vir die versteuring van die omliggende natuurlike genetiese diversiteit nie. Verdere bevindinge is dat die kommersiële populasie oor voldoende genetiese diversiteit beskik met die oog op toekomstige genetiese ontwikkeling. Daar is tekens van 'n geringe afname in genetiese diversiteit met die oorgang vanaf die teelmateriaal na die nageslaggroepe. Dit beklemtoon die belang van 'n gekontroleerde vervanging van die oorspronklike teelmateriaal met nuwe teeldiere vanuit die kommersiële populasie as deel van die domestikasieproses.

Thesis (MA)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: This study investigates the manner in which the concept of communication is discursively constructed in a South African insurance company. The company recently underwent a merger which, according to the literature, should increase its awareness of communicative practices. The thesis builds on recent theoretical developments in organisational studies, more specifically, the linguistic turn. The focus falls on the way in which organisational communication is constructed by implementing the analytical tools of thematic analysis and discourse analysis. All of the participants in this study were involved with the merger that the company underwent. The sample of twenty-three participants included eighteen employees who took part in an electronic survey questionnaire and five employees who were individually interviewed. Additionally, documents concerning the merger were analysed to reveal the way in which the company’s organisational communication is constructed by managers. During the data collection, participants were questioned about their perspectives of organisational communication and organisational culture with regard to the merger. The data strongly shows that communication is generally not considered an important aspect in an organisation during the merging process. Interestingly, when participants’ attention is, however, drawn to specifically the concept of communication, a mechanistic view of communication is presented with only selected communicative practices considered as ‘communication’. The analysis further indicates changing communicative practices in the newly merged company. In conclusion, this study argues that organisations, especially in a merging context, can benefit from a greater awareness regarding the importance of organisational communication. Further linguistic research in the form of organisational studies in this regard is suggested. / AFRIKAANSE OPSOMMING: Hierdie studie ondersoek die wyse waarop die konsep van kommunikasie deur diskoers gekonstrueer word in ʼn Suid-Afrikaanse versekeringsmaatskappy. Hierdie organisasie het onlangs ʼn amalgameringsproses ondergaan wat volgens die literatuur behoort te lei tot ʼn toename in bewustheid van kommunikatiewe praktyke en veroorsaak dat die konteks ʼn kardinale element in die navorsing is. Hierdie tesis bou op onlangse teoretiese ontwikkelings in organisatoriese studies, met ‘n spesifieke fokus op diskoers en taal (die ‘linguistic turn’). Die fokus val op die manier waarop organisatoriese kommunikasie gekonstrueer word deur die analitiese metodes van tematiese analise en diskoersanalise te implementeer. Al die deelnemers in hierdie studie was betrokke by die amalgamering van die maatskappy. Die steekproef van drie-en-twintig deelnemers sluit agtien werknemers in wat aan die elektroniese opname deelgeneem het en vyf werknemers waarmee individuele onderhoude gevoer is. Dokumente aangaande die amalgamering is addisioneel geanaliseer om sodoende die wyse waarop die maatskappy se organisatoriese kommunikasie gekonstrueer word deur bestuurders, aan die lig te bring. Gedurende die data-insameling is deelnemers ondervra aangaande hulle perspektiewe op organisatoriese kommunikasie en organisatoriese kultuur ten opsigte van die amalgamering. Die data dui daarop dat kommunikasie oor die algemeen nie beskou word as ʼn belangrike aspek van ʼn organisasie tydens die amalgameringsproses nie. Tog, wanneer die deelnemers se aandag daarop gevestig word en hul gevra word om spesifiek te fokus op die konsep van kommunikasie, word ʼn meganiese uitkyk van kommunikasie voorgestel met slegs geselekteerde kommunikatiewe praktyke wat as ‘kommunikasie’ beskou word. Die analise lig verder die idee van veranderlike kommunikatiewe praktyke in die nuwe geamalgameerde maatskappy uit. Ter opsomming voer hierdie studie aan dat organisasies, veral in ʼn amalgameringskonteks, baat kan vind by ʼn groter bewustheid omtrent die belangrikheid van organisatoriese kommunikasie. Verdere linguistiese navorsing in organisatoriese studies in hierdie verband word voorgestel.

Thesis (MA) -- University of Stellenbosch, 2000. / ENGLISH ABSTRACT: The underlying problem that prompted this study was to determine whether a relationship existed between organisational culture and organisational performance within a South African organisation. The research problem, furthermore, not only focused on establishing a relationship between aspects of organisational culture and performance, but also on whether variations in the perception of organisational culture are related to organisational performance, i.e. whether the degree to which the organisational culture is widespread or shared among members of the organisation, is related to organisational performance. To answer this question, six hypotheses were formulated with the intention of subjecting them to statistical analysis. The Competence Process of Jay Hall (1996) was used to provide a theoretical framework in terms of which the relationship between the constituent dimensions of organisational culture and organisational performance may be explained. Based on the competence theory it is hypothesised that the dimensions of organisational culture or competence - collaboration, commitment, creativity and the supporting conditions thereof, are directly proportional to the potential for performance. The 40-item Organisational Competence Index (OCI), which forms part of the Organisation Culture Analysis (OCA), is designed to assess the conditions for competence within an organisation. The sampling process finally produced a sample of 988 respondents that completed the organisational culture questionnaires (OCls). The organisation was divided into 60 areas or business units that were stratified throughout the organisation. A stratified sampling technique was therefore used, and the above mentioned geographical subdivisions were used as strata. Because of the all-pervasive nature of accounting as the language of business, financially based indicators are universally adopted to measure organisational performance. Taking the various arguments and proposed measures into consideration, it was decided to use the following three objective performance criteria: 1) financial profits; 2) stock losses; and 3) labour turnover - (indicative of the voluntary survival rate). Commercial organisations ultimately have one important "bottom line", to create wealth for all associated with the organisation and therefore to be financially successful. Thus, the indicators of organisational performance that were used are all directly relevant and based on the so-called financial "bottom line" of the organisation. To determine the relationship between the average organisational culture scores and the performance indicators, the product moment correlation coefficients were computed between each area's average organisational culture dimension scores and the three indicators of performance. Commuting the coefficient of variation arrived at the variation in average culture dimension scores per area. To establish the relationship between the variation in average culture dimension scores and the performance indicators, the correlation coefficients were computed between the coefficient of variation and the performance measures. All of these relationships were found to be significant, at least at the 0.05 level. The findings and conclusions arrived at, may be summarised as follows: The first conclusion that can be drawn is that the business units in which the members experience collaboration and the supporting conditions thereof to a greater degree are likely to be more profitable, to experience fewer stock losses and lower labour turnover, compared to those business units where members experience the collaboration dimension to a lesser degree. The second conclusion that can be drawn is that the business units in which the members experience commitment and the supporting conditions thereof to a greater degree are likely to be more profitable, to experience fewer stock losses and lower labour turnover compared to those business units where members experience the commitment dimension to a lesser degree. The third conclusion that can be drawn is that the business units in which the members experience creativity and the supporting conditions thereof to a greater degree are likely to be more profitable, to experience fewer stock losses and lower labour turnover compared to those business units where members experience the creativity dimension to a lesser degree. The fourth conclusion that can be drawn is that the business units in which the members experience the dimensions of competence and the supporting conditions thereof to a lesser degree of variance are likely to be more profitable, to experience fewer stock losses and lower labour turnover compared to those business units where members experience the culture dimensions to a greater degree of variance. In more practical terms, it would seem that the dimensions of competence might well explain why some business units (possibly organisations) are more successful than others. / AFRIKAANSE OPSOMMING: Die onderliggende vraag wat tot hierdie studie gelei het, was om te bepaal of daar 'n verband bestaan tussen die organisatoriese kultuur en die organisasie prestasie van 'n Suid Afrikaanse maatskappy. Die navorsingsprobleem het verder nie net gefokus op die vestiging van 'n verband tussen aspekte van organisasie kultuur en prestasie nie, maar ook probeer om te bepaal of die variansie in die persepsie van organisasie kultuur ook verwant is aan prestasie. Om hierdie vrae te beantwoord is ses hipoteses geformuleer met die intensie om hulle statisties te toets. Die Bevoegdheidsproses van Hall (1996) is gebruik as die teoretiese raamwerk wat die verband tussen die samestellende dele van organisasie kultuur en organisasie prestasie verduidelik. Hierdie teorie veronderstel dat die dimensies van organisasie bevoegdheid - samewerking, toevertrouing, kreatiwiteit en die onderskeie ondersteunende kondisies van elk, direk proporsioneel is aan die potensiaal vir prestasie. Die 40-item Organisasie Bevoegdheidsindeks (OCI), wat deel vorm van die Organisasie Kultuur Analise (OCA), is ontwerp om die kondisies VIr bevoegdheid in die organisasie te meet. Die steekproef het bestaan uit 988 respondente wat die organisasie kultuur vraelyste (OCI) voltooi het. Die organisasie is verdeel in 60 areas of besigheidseenhede wat regdeur die organisasie gestratifiseer is. 'n Gestratifiseerde steekproef trekkingstegniek is dus gebruik. Finansieel gebaseerde indikatore word universeel gebruik om orgamsasie prestasie te meet. In die keuse van prestasie indikatore, is verskeie argumente en voorgestelde indikatore in ag geneem, en is daar besluit om die volgende objektiewe kriteria te gebruik: 1) finansiële winste, 2) voorraad verlieste en 3) arbeidsomset. Kommersiële organisasies het uiteindelik een hoof doel, om rykdom te skep vir sy aandeelhouers en dus om finansieel suksesvol te wees. Die indikatore van prestasie is dus so gekies dat hulle relevant is en op hierdie doelwit gebaseer is. Om die verband te bepaal tussen die organisasie kultuur-tellings en die prestasie indikatore, is die produk moment korrelasie koëffisiënt bereken tussen die gemiddelde organisatoriese kultuur-tellings vir elke area en die area se tellings op die drie prestasie indikatore. Die variansie in die gemiddelde kultuurmeting per area was bereken deur middel van die koëffisiënt van variansie. Die korrelasie koëffisiënt is bereken tussen hierdie meting, en die prestasiemeting vir elke area. Al hierdie verhoudings was ten minste op die 0.05 vlak betekenisvol. Die bevindinge en gevolgtrekkings van hierdie studie sluit die volgende in: Die eerste gevolgtrekking wat gemaak is, was dat die besigheidseenhede waar die werknemers die samewerkingsdimensie, en die ondersteunende kondisies daarvan, tot 'n groter mate ervaar het, meer wins gemaak het, laer vooraadverliese gely het en 'n laer arbeidsomset gehad het in vergelyking met die besigheidseenhede wat die samewerkingsdimesie tot 'n mindere mate ervaar het. Die tweede gevolgtrekking wat gemaak is, was dat die besigheidseenhede waar die werknemers toevertrouing, en die ondersteunende kondisies daarvan tot 'n groter mate ervaar het, meer wins gemaak het, laer vooraad verlieste gely het en 'n laer arbeidsomset gehad het in vergelyking met die besigheidseenhede wat die toevertrouingsdimensie tot 'n mindere mate ervaar het. Die derde gevolgtrekking wat gemaak is, is dat die besigheidseenhede waar die werknemers die kreatiwiteitsdimensie, en die ondersteunende kondisies daarvan, tot 'n groter mate ervaar het, het meer wins gemaak, laer vooraad verlieste gelyen 'n laer arbeidsomset gehad in vergelyking met die besigheidseenhede wat die kreatiwiteitsdimensie tot 'n mindere mate ervaar het. Die vierde gevolgtrekking wat gemaak is, was dat die besigheidseenhede waarby 'n kleiner mate van variansie in die kultuurmetings gevind is, het daardie besigheidseenhede meer profyt gemaak, laer vooraadverliese gelyen 'n laer arbeidsomset gehad in vergelyking met die besigheidseenhede waar daar 'n groter mate van variansie in die kultuurrnetings was. In meer praktiese terme wil dit voorkom of die dimensies van bevoegdheid tot 'n mate kan verduidelik hoekom sekere besigheidseenhede (moontlik organisasies) meer suksesvol is as ander.