Spelling suggestions: "subject:"employees -- coaching off."" "subject:"employees -- coaching oof.""
31 |
How South African businesses design and execute transformation initiatives: implications for coachingPrinsloo, Heather January 2017 (has links)
Thesis (M.M. (Business Executive Coaching))--University of the Witwatersrand, Faculty of Commerce, Law and Management, Wits Business School, 2017 / The body of knowledge on transformation is growing and previous researchers have set a foundation by focusing on different aspects of B-BBEE and legislative redress. Scientific research on coaching as a tool to facilitate legislative redress is emerging. The objective of the research was to add to the emerging body of knowledge and uncover how South African businesses approach transformation, what processes and resources they use and what best practices are applied and if opportunities existed to introduce new concepts and frameworks, such as Coaching.
The study used qualitative research methodology. Semi-structured interviews were conducted with two employees in four different organisations, four technical signatories in two verification agencies and four B-BBEE consultants. The organisations who participated in the research qualified as level, one, two and three contributors to B-BBEE. It was assumed that the B-BBEE level would indicate the extent of transformation in the organisations.
Transformation in South Africa remains a contentious issue for business and employee responses to redress range from positive to negative. Organisations have been slow to respond to the people aspects of transformation. From the research, it was evident that organisations, verification agencies and consultants interchanged B-BBEE and transformation, implying that in South Africa, the concepts were similar, if not the same. Organisations’ responses to B-BBEE were still very reactive and at the time of the interviews, the respondents all expressed varying levels of concern to the gazetting of the amended B-BBEE Codes of Good Practice. The view held, was that the amended codes would require organisations to take a more strategic view of transformation. Only one of the four organisations interviewed confirmed that they had a transformation strategy. As for the other organisations, the strategies could be described as emerging
Best practice is beginning to emerge and on some elements of the scorecard, improvements can be seen as organisations adapt approaches to yield a return on investment. Coaching as a resource to facilitate transformation was approached with caution even though the respondents recognised that third party interventions were necessary. The research builds a case for coaching as a tool to embed learning and
development as organisations shift from a tactical response to B-BBEE to a more progressive or authentic goal. / MT2017
|
32 |
The development and empirical evaluation of an affirmative development coaching competency questionnaireChicampa, Victor 12 1900 (has links)
Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: This study aimed at developing and empirically evaluating an affirmative
development coach competency questionnaire. The development and empirical
evaluation of the affirmative development coach competency questionnaire forms the
first phase of a larger project of developing and testing a comprehensive affirmative
development coach competency model. A coaching@work competency model would
help in clarifying and defining the characteristics that affirmative development
coaches need to possess and what affirmative development coaches need to do and
need to achieve to be successful on the job. Inequalities brought about by
exclusionary policies in terms of education as well as employment that characterised
South Africa before the advent of democracy meant that many members of the
previously disadvantaged groups lack the necessary skills to succeed at work,
especially the ability to occupy higher level positions. Theirs was the world of
unskilled work. In order to rectify the injustices experienced by members of the
designated groups the new post-apartheid government enacted policies and laws
based on the principle of affirmative action. However the preferential hiring in favour
of Blacks required by the affirmative action measures disadvantages organisations
and the economy because most members of the previously disadvantage groups
lack the necessary job competence potential to succeed at work. Affirmative
development has to play an important role in rectifying the injustices of the past.
Coaching in addition has to play an important role in honing the newly developed
abilities and skills. The study aimed at identifying the various coach competencies
that behaviourally constitute coach success. Competencies were derived from
examining the outputs that need to be achieved through the competencies.
Understanding the relationships between the affirmative development coaching
competencies (behaviours) and the outcomes the affirmative development coach
attempts to achieve was important because the relevance of the hypothesised
competencies need to be validated (logically and empirically) against the structural
network of outcomes. The study identified nine outcome variables namely employee
personal learning, role clarity, job satisfaction, organisational commitment, employee
self-efficacy, work engagement, contextual performance, task performance and
intention to quit. Seventeen coach competencies were examined in this study. The proposed partial
coach competency model shows various structural paths between the coach
competencies and the coach outcome variables the coach is held accountable for.
The objective of the research was to develop the Chikampa Coach Competency
Questionnaire (CCCQ) aimed at measuring the seventeen coach competencies and
to empirically evaluate the psychometric properties of the CCCQ.
The hypothesis of exact measurement model fit was rejected but the hypothesis of
close fit could not be rejected (p>.05). The position that the CCCQ measurement
model fits the data closely in the parameter was found to be a tenable position. The
fit indices reflected good model fit in the sample. The measurement model parameter
estimates indicated that the indicator variables represented the latent coaching
competencies satisfactorily. Discriminant validity was problematic. The seventeen
latent coaching competencies as measured by the CCCQ are not clearly separate
but tend to flow into each other. / AFRIKAANSE OPSOMMING: Hierdie studie was gerig op die ontwikkeling and empiriese evaluering van ‘n
regstellende ontwikkingafrigter1bevoegdheidsvraelys. Die ontwikkeling and
empiriese evaluering van ‘n regstellende ontwikkingafrigterbevoegdheidsvraelys
verteenwoordig die eerste fase in ‘n groter projek om ‘n omvattende regstellende
ontwikkingafrigterbevoegdheidsmodel te ontwikkel. ‘n Afrigter@werk
bevoegheidsmodel sou meewerk om die persoonseienskappe waaroor regstellende
ontwikkelingsafrigters moet beskik te identifiseer en te definieer en om helderheid te
kry ten opsigte van die handelinge wat regstellende ontwikkelingsafrigters moet
verrig en die uitkomste wat hul daardeur moet bereik om as suksesvol geag te word.
Ongelykhede wat te weeg gebring is deur die uitsluitingspolitiek in terme van
opvoeding en werksgeleenthede wat Suid Afrika gekenmerk het voor die aanbreek
van demokrasie het meegebring dat baie lede van die voorheenbenadeelde groepe
die nodige vaardighede ontbreek wat vereis word om in die wereld van werk sukses
te behaal, spesifiek die vermoë om hoër-vlak posisies te bekleë. Hulle was gedoem
tot ‘n wereld van ongeskoolde werk. Ten einde die ongeregtighede wat lede van die
aangewese groepe ervaar het reg te stel het die nuwe post-apartheid regering
beleide en wetgewing verorden gebaseer op die beginsel van regstellende aksie. Die
voorkeur-indiensneming van Swartes wat deur regstellnde aksiemaatreëls vereis
word benadeel egter organisasies en die ekonomie omdat die
werksbevoegdheidspotensiaal wat vereis word om in die wereld van werk te slaag by
die meerderheid lede van die voorheenbenadeelde groepe ontbreek. Regstellende
ontwikkeling moet ‘n belangrike rol speel in die regstelling van die ongeregtighede
van die verlede. Afrigting moet daarbenewens ‘n belangrike rol speel om die
nuutontwikkelde vermoëns en vaardighede te slyp. Die doel van hierdie studie was
om die afrigerbevoegdhede wat vanuit ‘n gedragsperspektief afrigtersukses
beliggaam te identifiseer. Bevoegdhede is geïdentifiseer deur die uitkomste te
bestudeer wat via die bevoegdhede bereik moet word. ‘n Begrip van die
verwantskappe tussen die regstellende ontwikkelingafrigterbevoegdhede (gedrag)
en die uitkomste wat die regstellende ontwikkelingafrigter probeer bereik was belangrik omrede die relevansie van die voorgestelde bevoegdhede teen die
strukturele network van uitkomste (logies en empiries) gevalideer moet word. Hierdie
studie het nege uitkomsveranderlikes geïdentifiseer, naamlik persoonlike leer,
rolduidelikheid werkstevredenheid, organisasieverbondenheid, selfvertroue,
werksverbondenheid, kontekstuele prestasie, taakprestasie en
bedankingsvoorneme.
Sewentien afrigterbevoegdhede is bestudeer in hierdie studie. Die voorgestelde
gedeeltelike afrigterbevoegdheidsmodel dui verskeie strukturele bane aan tussen die
afrigterbevoegdhede en die afrigteruitkomste waarvoor die afrigter verantwoordelik
gehou word. Die doel van die navorser was om die Chikampa Coach Competency
Questionnaire (CCCQ) gerig op die meting van die sewentien arigterbevoegdhede te
ontwikkel en om die psigometriese eienskappe van die CCCQ te evalueer.
Die hipotese van presiese metingsmodel passing is verwerp maar die hipotese van
benaderde passing kon nie verwerp word nie (p>.05). Die standpunt dat die CCCQ
metingsmodel die data in die parameter by benadering pas is dus ‘n houdbare
standpunt. Die pasgehalte-maatstawwe het goeie modelpassing in die steekproef
aangedui. Die metingsmodelparameterskattings het aangtoon dat die waargenome
veranderlikes die latent afrigterbevoegdhede suksesvol verteenwoordig.
Diskriminantgeldigheid was egter problematies. Die sewentien latent
afrigterbevoegdhede soos gemeet deur die CCCQ word nie duidelik van mekaar
onderskei nie maar neig om in mekaar te vloei.
|
33 |
Improving employee performance, motivation and engagement : a brain-based coaching model for managersDelport, H. J. 12 1900 (has links)
Thesis (MPhil) -- Stellenbosch University, 2011. / The aim of this research study was to explore the experience of managers, and specifically
engineers at a steel manufacturing company, of a brain-based coaching model. Coaching’s origins
can be traced back to a variety of fields including psychology, change management, training and
adult learning. Many people argue that coaching is ‘heart based’ as opposed to being more
analytical and scientific. This caused some confusion with the researcher. However, during his
studies towards a Master’s degree in Philosophy (MPhil) in Management Coaching, he was
introduced to neuroscience and the role it has played in the emergence of a new field called brainbased
coaching. The fact that one could scientifically explain why the brain needs coaching and
that coaching can help the brain improve its functioning, appealed so much to the researcher that
he wanted to expand his knowledge of the subject.
Selecting a sample group that was made up only of engineers who had participated in a training
programme with the focus on brain-based coaching, provided the perfect platform from where to
study the phenomenon and to discover how the engineers, who are academically trained, are
analytical and who, by their very nature, prefer scientific evidence-based research, perceive a
brain-based coaching model. It was also important to try and establish what they believed the
benefits and possible applications are of the model and whether they think it can be used to
improve performance and lift motivation and engagement. The results were positive, but it revealed
more; it explained how the experience created awareness and led to a change in behaviour and
thinking – not just at work, but also in their personal lives.
These findings provide more knowledge about the potential that a brain-based approach has for
managers and leaders as a development tool. It also gives some comfort that we do not have to
continue doing and thinking about things the way we have always done; we have a choice and this
approach gives us an insight into how to exercise that choice.
|
34 |
Graduates’ experience of a coaching intervention and its influence on Generation Y’s job satisfactionCiolli, Nicole A. 03 1900 (has links)
Thesis (MPhil)--Stellenbosch University, 2012. / The purpose and motivation of this research study is to establish how Generation Y experiences
coaching as an intervention and the influence, if any, it has on their levels of job satisfaction.
Coaching’s success lies in its ability to act as a change agent, as well as a tool to develop and
ensure individual as well as business success across many levels of the organisation.
Generation Y graduates currently entering the workplace are a diverse community and the ideas
and contributions that this group can bring are accessible and valuable to the bottom line of any
business.
The researcher investigated the phenomenology of the coaching experience. This is an empirical
case study where the unit of analysis is the experience of seven Generation Y individuals,
employed on an investment banking graduate programme in South Africa in 2011. Research data
was gathered by means of observation, a questionnaire and semi-structured interviews prior to and
following four coaching interventions conducted by the researcher. Content from the semistructured
interviews and feedback was analysed and further coded under the most frequent
themes.
The findings suggest that coaching can help graduates improve their feeling of happiness at work
and increase their level of job satisfaction. The extent, however, is dependent on many factors,
which include but are not limited to, the relationship between the coach and coachee, the ability of
the coachee to reflect and yet be able to move towards a solution, as well as the many influences
found within the working environment. Coaching was found to increase levels of confidence and
assist in focusing on the bigger picture to develop their long-term potential.
The study is of value to those organisations considering introducing a coaching programme; as
well as those who want to better understand and develop their young talent for the future. Future
research could examine ways to measure increased job satisfaction amongst graduates as well as
assess the effect on retention levels.
|
35 |
Influences of supervisor and peer support on transfer of trainingAnderson, Suzanne Michelle 01 January 2005 (has links)
Student employees (N=86) at a major research institution participated in a new hire orientation training and then responded to questionnaires measuring ten transfer behaviors and eight work environment constructs measuring support, frequency of contact, cohesion, and general means efficacy. Supervisor ratings of trainee performance were used to measure transfer behaviors.
|
36 |
The influence of coaching on entrepreneurial goal-setting behaviourJanse van Rensburg, Lalane 17 March 2014 (has links)
The purpose of this study is to collect data on the current practices of coaching as applied in an incubated environment to report on the influence of coaching on entrepreneurial goal-setting behaviour.
Previous research has indicated that much criticism has been lobbied at government programmes aimed at providing entrepreneurship development and support, some recognition has been given to some of these government initiatives as well as the progress achieved by some. It is further stated in the Global Entrepreneurship Report (2012) that a number of national experts commend the existence of business support agencies (such as the Small Enterprise Development Agency).
A number of significant findings materialized from the current study where it was found that coaching influences entrepreneurial behaviour and that a need exists for more in-depth coaching sessions specifically focused on entrepreneurship in the South African context. Further to this it was found that a need exists for entrepreneurs to be coached by other entrepreneurs and that the role of a coach should be clarified to set realistic expectations from the onset of the intervention. These findings are in agreement with some of the key recommendations from South African national experts as cited in the GEMS 2012 report.
The current research adds to the body of research on coaching in general. It also contributes specifically entrepreneurial development programmes in the South African context. The outcome from this research has implications for business coaches, entrepreneurs and entrepreneurial development/support agencies as well as those who provide training and incubation programmes for entrepreneurs. / Industrial & Organisational Psychology / M. Com. (Industrial and Organisational Psychology)
|
37 |
Fostering psychological safety through facework: the importance of the effective delivery of performance feedbackSmith, Mary Eileen 28 August 2008 (has links)
Not available / text
|
38 |
The influence of coaching on entrepreneurial goal-setting behaviourJanse van Rensburg, Lalane 17 March 2014 (has links)
The purpose of this study is to collect data on the current practices of coaching as applied in an incubated environment to report on the influence of coaching on entrepreneurial goal-setting behaviour.
Previous research has indicated that much criticism has been lobbied at government programmes aimed at providing entrepreneurship development and support, some recognition has been given to some of these government initiatives as well as the progress achieved by some. It is further stated in the Global Entrepreneurship Report (2012) that a number of national experts commend the existence of business support agencies (such as the Small Enterprise Development Agency).
A number of significant findings materialized from the current study where it was found that coaching influences entrepreneurial behaviour and that a need exists for more in-depth coaching sessions specifically focused on entrepreneurship in the South African context. Further to this it was found that a need exists for entrepreneurs to be coached by other entrepreneurs and that the role of a coach should be clarified to set realistic expectations from the onset of the intervention. These findings are in agreement with some of the key recommendations from South African national experts as cited in the GEMS 2012 report.
The current research adds to the body of research on coaching in general. It also contributes specifically entrepreneurial development programmes in the South African context. The outcome from this research has implications for business coaches, entrepreneurs and entrepreneurial development/support agencies as well as those who provide training and incubation programmes for entrepreneurs. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)
|
39 |
Proposta de um método de sensibilização de empresários para o tema inovação / Proposal for businessmen awareness a method for innovation themeAndrade, Elaine Cristina de 17 June 2016 (has links)
A inovação tem se tornado cada dia mais importante para mudar a realidade do posicionamento de mercado tanto de uma empresa, quanto de um país. Desse modo, gestores que estão à frente de organizações, independente do segmento ou porte, precisam manter o ritmo de competitividade da empresa, praticando e vivenciando a inovação como parte de sua rotina. Questões sobre metodologias de capacitação com empresários tem se tornado mais discutidas nas instituições que trabalham com esse público. Promover novos resultados e fazer com que mais pessoas estejam sensibilizadas para colocar a inovação em prática, é a intenção desta pesquisa. Com o objetivo de propor um método com elementos para sensibilização de empresários no tema Inovação, foi realizado o estudo de um referencial teórico para identificar os métodos e as técnicas diferenciadas de sensibilização. Foram examinadas formas inovadoras e conteúdos de cursos de capacitação em inovação para identificar os aspectos relevantes, com o intuito de compor um encontro presencial com empresários no tema inovação. Assim, utilizando a técnica de Grupo Focal, foi realizado um encontro presencial com empresários para vivenciar ações que levam ao tema inovação. Para chegar aos resultados da pesquisa foram utilizados dois instrumentos de coleta de dados, um instrumento para observação durante o encontro e outro que foi encaminhado via on-line. Após as respostas serem colhidas e trabalhadas, foi possível refletir e comparar com o referencial proposto. A pesquisa qualitativa apresentou e analisou os resultados destas informações. Com base nos resultados atingidos, chegou-se a uma proposta de método com elementos para sensibilização no tema inovação com empresários. / Innovation has become increasingly important to change the reality of the market positioning of both a company, as a country. Thus, managers who are ahead of organizations, regardless of size or sector, need to keep pace with the company's competitiveness, practicing and experiencing innovation as part of their routine. Questions about training methodologies with business has become more discussed in the institutions that work with the public. In an attempt to promote new results and make more people are sensitized to put innovation into practice, it is the intention of this research. For this reason, the study of a theoretical framework was conducted to identify methods and different awareness techniques. Innovative forms and content of training courses in innovation were examined to identify the relevant aspects, in order to make an in-person meeting with entrepreneurs in the innovation theme. Thus, using the technique of focus group was held a face to face meeting with businessmen to experience actions that lead to innovation theme. To get the results of the research were used two data collection instruments, an instrument for observation during the meeting and another that was sent on-line. After the responses are collected and worked, it was possible to reflect and compare the proposed framework. Qualitative research presented and analyzed the results of this information. Based on the results achieved, we reached a proposed method with elements of awareness on the subject innovation with businessmen.
|
40 |
Supportive Systems for Building Capacity of the Elementary Instructional CoachFiori, Christy 12 1900 (has links)
The purpose of this qualitative case study was to examine the systems in place to build the capacity of elementary instructional coaches in a fast-growth district. Through syntheses of research from educational scholars, the conceptual framework was developed with a focus on building capacity of instructional coaches in an ever-changing environment of fast-growth through the lens of professional learning communities, human and social capital, and support from district and campus administration. This study assessed the perceptions of six instructional coaches, six principals, and six district leaders from Rose ISD regarding the school district's support for building the capacity of instructional coaches within the elementary instructional coaching program. The three-part data collection process included document analysis, in-depth interviews, and focus group interviews to support triangulation of data. Through the a priori coding process, the following four themes emerged that highlight key components needed to support district leaders in establishing systems to build the capacity of instructional coaches in an ever-changing environment caused by fast growth: structured time for professional learning, program clarity, collaborative support systems, and implementation of a professional learning community framework. This study revealed a specific need to further understand systems for monitoring and evaluating the effectiveness of the instructional coaching program in an ever-changing environment of a fast-growth district.
|
Page generated in 0.1788 seconds