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)

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)

This study investigated the relationship between leadership style and group processes and dynamics with due consideration of the role of related systems in the context of organisational change. The theoretical assumptions and practical implications of the full range model of leadership were discussed. This model emphasises the transactional-transformational paradigm. In addition, approaches to studying and working with groups were covered, focusing specifically on group processes and group dynamics. In the case of the latter, the systems psychodynamic perspective was emphasised. The present study was conducted in a plant of a South African production organisation that had been experiencing transformation. An intervention was done at management level to identify behavioural and operational issues and to sensitise the members of the management team in terms of individual and group functioning. The conceptualisation of leadership styles in terms of the full range model of leadership was largely supported by means of associations with certain personality traits and behaviours. The latter also provided a profile of desired characteristics, especially in terms of interpersonal styles and work and social ethics. The theory on group processes and dynamics was used to explore group and organisational functioning. The context of change and the related insecurity resulted in efforts to deal with anxiety by means of excessive reliance on structure. Centralised leadership and a dynamic of control and dependency characterised all levels of the organisation. Cooperation in an interdependent manner was therefore problematic and there was also a struggle in terms of interrelatedness in and between systems. The unconscious defence strategy was related to the general reliance on transactional behaviours and the lack of authorisation of leadership in terms of transformational behaviours. Despite the successful application of theory in the present study and the contribution made by the results, it was concluded that the uniqueness and the realities of each situation need to be explored and provided for, and a system should be allowed to determine the progression in the system. / Psychology / D. Litt. et Phil. (Psychology)

This descriptive research addressed the challenges of working with the conscious and unconscious aspects of diversity in order to enhance insights into covert and deeper diversity dynamics in organisations. The research supported the evolving trend of shifting the systems psychodynamic orientation from the group to the individual context. The general aim was to describe a systems psychodynamic coaching model, and to determine its trustworthiness in assisting executives to work effectively with conscious and unconscious diversity dynamics. Literature was reviewed to provide a theoretical foundation of diversity challenges which executives face in South African organisations. This was augmented by systems psychodynamic literature, which provided a theoretical basis upon which to understand the intrapsychic aspects of the executives and their interplay with systemic dynamics. The empirical study was conducted over ten months to determine the trustworthiness of executive coaching in diversity from a systems psychodynamic perspective. Data was gathered using the organisational role analysis approach, and analysed by means of the systems psychodynamic discourse analysis method. Nine major themes and their related sub-themes were identified, namely, gender, race, ethnicity, authority, disability, language, age, de-authorisation of diversity work, and the coaching process. Through the coaching, the executives gained insights into their intrapsychic environment and the complex, multifaceted and intersecting nature of diversity in their organisations. They were assisted to take up their leadership roles more effectively and to take action on behalf of their organisations. The research hypothesis formulated and the conclusion made was that executive coaching from a systems psychodynamic perspective displays trustworthiness. / Industrial and Organisational Psychology / D. Litt. et Phil. (Consulting Psychology)

Consulting to the RIDE from a systems psychodynamic stance is different from other group relations training events. Consultants found it difficult to take up their roles as consultants and containers. They were not prepared for the impact of the island on the event and especially on themselves as consultants. The consultants had to work harder to contain their own feelings and anxieties in order to take up their roles. The symbolically laden setting of the RIDE predetermined that the diversities of race and gender were worked with while other diversities were largely ignored. During the RIDE, the consultants felt more anxious, fearful and inhibited. The consultants had to provide containment for the event as a whole, for the group and their fellow consultants as well as for themselves. The consultants found that they had never experienced a more enriching experience than they did with the RIDE. / Industrial and Organisational Psychology / M.Com. (Industrial and Organisational Psychology)

Text in Afrikaans / Die doel van hierdie ondersoek is om die verskil in effek tussen direktiewe en nie-direktiewe insette van die fasiliteerder, tydens sensitiwiteitopleiding, te bepaal deur sommige kliente voor te berei op die ervaring deur middel van 'n uitdeelstuk en ander kliente nie voor te berei nie. Die sensitiwiteitgroepe word deurgaans op ongestruktureerde wyse hanteer en met behulp van 'n kwantitatiewe meting en verwerking met t-toetse asook 'n kwalitatiewe meting word hipoteses getoets. Die instrumente wat gebruik word is die POI, Rotter, Firo-B en 'n oopvraag-tegniek. Die resultate dui daarop dat persone wat voorberei word op die ervaring 'n groter interne lokus van kontrole openbaar. / The aim of this study is to determine the difference in effect between directive and non-directive inputs by the facilitator during sensitivity training, by preparing some clients for the experience with the aid of a handout while other clients go through the same experience unprepared. The sensitivity groups are run on an unstructured basis and effects are measured with a quantatitive measurement and calculated with t-tests as well as qualitative. measurement, thereby testing the hypotheses. The instruments that are used are the POI, Rotter, Firo-B and an open question technique. The results seem to indicate that people who are prepared for the experience show a higher internal locus of control. / Industrial and Organisational Psychology / M.A. (Bedryfsielkunde)

This study investigated the relationship between leadership style and group processes and dynamics with due consideration of the role of related systems in the context of organisational change. The theoretical assumptions and practical implications of the full range model of leadership were discussed. This model emphasises the transactional-transformational paradigm. In addition, approaches to studying and working with groups were covered, focusing specifically on group processes and group dynamics. In the case of the latter, the systems psychodynamic perspective was emphasised. The present study was conducted in a plant of a South African production organisation that had been experiencing transformation. An intervention was done at management level to identify behavioural and operational issues and to sensitise the members of the management team in terms of individual and group functioning. The conceptualisation of leadership styles in terms of the full range model of leadership was largely supported by means of associations with certain personality traits and behaviours. The latter also provided a profile of desired characteristics, especially in terms of interpersonal styles and work and social ethics. The theory on group processes and dynamics was used to explore group and organisational functioning. The context of change and the related insecurity resulted in efforts to deal with anxiety by means of excessive reliance on structure. Centralised leadership and a dynamic of control and dependency characterised all levels of the organisation. Cooperation in an interdependent manner was therefore problematic and there was also a struggle in terms of interrelatedness in and between systems. The unconscious defence strategy was related to the general reliance on transactional behaviours and the lack of authorisation of leadership in terms of transformational behaviours. Despite the successful application of theory in the present study and the contribution made by the results, it was concluded that the uniqueness and the realities of each situation need to be explored and provided for, and a system should be allowed to determine the progression in the system. / Psychology / D. Litt. et Phil. (Psychology)

This descriptive research addressed the challenges of working with the conscious and unconscious aspects of diversity in order to enhance insights into covert and deeper diversity dynamics in organisations. The research supported the evolving trend of shifting the systems psychodynamic orientation from the group to the individual context. The general aim was to describe a systems psychodynamic coaching model, and to determine its trustworthiness in assisting executives to work effectively with conscious and unconscious diversity dynamics. Literature was reviewed to provide a theoretical foundation of diversity challenges which executives face in South African organisations. This was augmented by systems psychodynamic literature, which provided a theoretical basis upon which to understand the intrapsychic aspects of the executives and their interplay with systemic dynamics. The empirical study was conducted over ten months to determine the trustworthiness of executive coaching in diversity from a systems psychodynamic perspective. Data was gathered using the organisational role analysis approach, and analysed by means of the systems psychodynamic discourse analysis method. Nine major themes and their related sub-themes were identified, namely, gender, race, ethnicity, authority, disability, language, age, de-authorisation of diversity work, and the coaching process. Through the coaching, the executives gained insights into their intrapsychic environment and the complex, multifaceted and intersecting nature of diversity in their organisations. They were assisted to take up their leadership roles more effectively and to take action on behalf of their organisations. The research hypothesis formulated and the conclusion made was that executive coaching from a systems psychodynamic perspective displays trustworthiness. / Industrial and Organisational Psychology / D. Litt. et Phil. (Consulting Psychology)

Consulting to the RIDE from a systems psychodynamic stance is different from other group relations training events. Consultants found it difficult to take up their roles as consultants and containers. They were not prepared for the impact of the island on the event and especially on themselves as consultants. The consultants had to work harder to contain their own feelings and anxieties in order to take up their roles. The symbolically laden setting of the RIDE predetermined that the diversities of race and gender were worked with while other diversities were largely ignored. During the RIDE, the consultants felt more anxious, fearful and inhibited. The consultants had to provide containment for the event as a whole, for the group and their fellow consultants as well as for themselves. The consultants found that they had never experienced a more enriching experience than they did with the RIDE. / Industrial and Organisational Psychology / M.Com. (Industrial and Organisational Psychology)

Text in Afrikaans / Die doel van hierdie ondersoek is om die verskil in effek tussen direktiewe en nie-direktiewe insette van die fasiliteerder, tydens sensitiwiteitopleiding, te bepaal deur sommige kliente voor te berei op die ervaring deur middel van 'n uitdeelstuk en ander kliente nie voor te berei nie. Die sensitiwiteitgroepe word deurgaans op ongestruktureerde wyse hanteer en met behulp van 'n kwantitatiewe meting en verwerking met t-toetse asook 'n kwalitatiewe meting word hipoteses getoets. Die instrumente wat gebruik word is die POI, Rotter, Firo-B en 'n oopvraag-tegniek. Die resultate dui daarop dat persone wat voorberei word op die ervaring 'n groter interne lokus van kontrole openbaar. / The aim of this study is to determine the difference in effect between directive and non-directive inputs by the facilitator during sensitivity training, by preparing some clients for the experience with the aid of a handout while other clients go through the same experience unprepared. The sensitivity groups are run on an unstructured basis and effects are measured with a quantatitive measurement and calculated with t-tests as well as qualitative. measurement, thereby testing the hypotheses. The instruments that are used are the POI, Rotter, Firo-B and an open question technique. The results seem to indicate that people who are prepared for the experience show a higher internal locus of control. / Industrial and Organisational Psychology / M.A. (Bedryfsielkunde)